overall understanding of performance management

Performance Management

Performance management is an important and vital aspect in all organizations . It is a necessary tool used in ensuring both the individual and the organization 's effectiveness . Performance management is an important method necessary for improvement to take place in a group , team , or organization . This tool ensures assessment and feedback among a group of individuals , and within an organization by which improvement and future adjustments will be based from . But performance management does not only involve assessment and feedback . It involves other factors which are equally vital to

the process and if not performed properly could impose more harm to performance than enhance it

Performance management is a process which involves various steps or activities to formulate goals that are needed in an organization to ensure efficiency and effectiveness . The process focuses on the organization 's performance , and the other processes which are needed to ensure its stability and effectiveness (Bacal , 1998

In Robert L . Cardy 's book entitled Performance Management : Concept Skills , and Exercise , he presented a performance management model which is effective in the same way that it is simple . His model involved six various parts , including the following : performance , diagnosis evaluation , feedback , dealing with feedback , and performance improvement . All the six steps lead to the last part , which is future performance

Cardy (2004 ) wrote that performance management starts with performance This component involves the behavior that a worker or several workers display in the workplace . It includes his /her expected outputs achievements , or those outcomes which were expected from him /her failures (or those expected outputs which he /she was not able to perform and all other outcomes which are applicable and pertinent to the workplace . However , to determine performance , it is important to define first which or what makes up performance . For the worker defining performance helps him /her define what needs to be done . For the administration or the management , the definition of performance provides a clearer criterion for evaluation and the provision of incentives and rewards . Defining performance is needed whenever it is necessary to create a new job , or when a worker feels unclear as to what is expected of him /her

According to Cardy (2004 , the next step in performance management is diagnosis . Diagnosis is a guide used to monitor the performance within the organization . Diagnosis in performance management is very similar to medical diagnosis , wherein the management identifies all the possible sources of performance among the workers . Observation is a key element in diagnosis . Before formulating a diagnosis , the management must carefully perform a thorough observation . Doing this allows the management to learn more about the workers and also prevents the mistake of arriving at wrong conclusions about performance problems , if these are present . Wrong conclusions and diagnosis due to insufficient observation and without proper bases can lead to serious management problems later on . Performing proper diagnosis could then eliminate feelings of distrust among workers towards the management and promote better performance

The third step , according to Cardy...