Page 1 of 6
European Journal of Business &
Socqial Sciences
Available at https://ejbss.org/
ISSN: 2235-767X
Volume 07 Issue 04
April 2019
Available online: https://ejbss.org/ P a g e | 2158
Performance Management
MISS ANISHA KHANDELWAL, MR. AJRUDDEEN, MISS RATNA
INSTITUTE OF ENGINEERING AND TECHNOLOGY , MIA ALWAR (RAJ.)
DR. O P PATHAK
Ass. Prof.- Institute of Engineering &Technology Alwar (Raj.)
ABSTRACT
Managing human resources in today's dynamic environment is becoming more and more
complex as well as important. Recognition of people as a valuable resource in the organization
has led to increases trends in Employee maintenance, job security, etc.
The role of HR in the present scenario has undergone a sea change and its focus is on evolving
such functional strategies which enable successful implementation of the major corporate
strategies. In a way, HR and corporate strategies function in alignment. Today, HR works
towards facilitating and improving the performance of the employees by building a conducive
work environment and providing maximum opportunities to the employees for participating in
organizational planning and decision making process.
Today, all the major activities of HR are driven towards development of high performance
leaders and fostering employee motivation. So, it can be interpreted that the role of HR has
evolved from merely an appraiser to a facilitator and an enabler.
Performance management is the current buzzword and is the need in the current times of cut
throat competition and the organizational battle for leadership. Performance management is a
much broader and a complicated function of HR, as it encompasses activities such as joint
goal setting, continuous progress review and frequent communication, feedback and
coaching for improved performance, implementation of employee development
programmes and rewarding achievements.
INTRODUCTION
Once the employee has been selected, trained and motivated, then he / she is appraised for his
performance. Performance is the step where the management finds out how effective it has been
at hiring and placing employee. If any problems are identified, steps are taken to communicate
with the employees and to remedy them. A "Performance Appraisal" is a process of evaluation
an employee's performance of a job and in terms of its requirements.
Page 2 of 6
European Journal of Business &
Socqial Sciences
Available at https://ejbss.org/
ISSN: 2235-767X
Volume 07 Issue 04
April 2019
Available online: https://ejbss.org/ P a g e | 2159
Performance management can be regarded as a systematic process by which the overall
performance of an organization can be improved by improving the performance of individuals
within a team framework. It is a means for promoting superior performance by communicating
expectations, defining roles within a required competence framework and establishing
achievable benchmarks.
Performance Management is the process through which managers ensure those employee's
activities outputs contributes to the organization's goal. This process requires knowing what
activities are desired, observing whether they occur, and providing feedback, managers and
employees meet expectations. In the course of providing feedback, managers and employees may
identify performance and establish ways to resolve those problems. Performance Appraisal is an
important part of performance management. In itself it is not Performance Management, but it is
one of the ranges of tools that can be used to manage performance. Because it is most usually
carried out by line Managers rather than HR Professionals, it is important that they understand
their role in Performance Management and how performance appraisal contributes to the overall
aims of Performance Management. But on the contrary with a systematic feedback system, the
Manager can identify good and bad performers. Performance Appraisal can also be taken as one
aspect of motivating applied in organization context. Job Performance is partially determined by
the motivation to work hard.
Vicher Vroom a motivational theories suggested that,
Performance= Ability x skill
According to Armstrong and Baron (1998), Performance Management is both a strategic and
an integrated approach to delivering successful results in organizations by improving the
performance and developing the capabilities of teams and individuals.
PERFOMANCE APPRAISAL
Performance appraisal IS the process of obtaining, analysis and record in information about the
relative worth of an employee. The focus of the performance appraisal is measuring and
improving the actual performance of the employee and also the future potential of the employee.
Its aim is measure what an employee does.
Performance appraisal should provide answers to important questions for both the employee and
the organization.
"How well am I doing?”
"How can I do better?”
"How well are our employees doing individually and collectively?"
The major objectives of performance management are discussed below:
Page 3 of 6
European Journal of Business &
Socqial Sciences
Available at https://ejbss.org/
ISSN: 2235-767X
Volume 07 Issue 04
April 2019
Available online: https://ejbss.org/ P a g e | 2160
To enable the employees towards achievement of superior standards of work
performance.
To help the employees in identifying the knowledge and skills required for performing
the job efficiently as this would drive their focus towards performing the right task in the
right way.
Boosting the performance of the employees by encouraging employee empowerment,
motivation and implementation of an effective reward mechanism.
Promoting a two way system of communication between the supervisors and the
employees for clarifying expectations about the roles and accountabilities,
communicating the functional and organizational goals, providing a regular and a
transparent feedback for improving employee performance and continuous coaching.
Identifying the barriers to effective performance and resolving those barriers through
constant monitoring, coaching and development interventions.
Creating a basis for several administrative decisions strategic planning, succession
planning, promotions and performance based payment.
Promoting personal growth and advancement in the career of the employees by helping
them in acquiring the desired knowledge and skills.
Benefits of Performance Management
1. Organization’s benefits Improved organizational performance, employee retention and
loyalty, improved productivity, overcoming the barriers to communication, clear
accountabilities, and cost advantages.
2. Manager’s benefits Saves time and reduces conflicts, ensures efficiency and consistency
in performance.
3. Employee’s benefits Clarifies expectations of the employees, self assessment
opportunities clarifies the job accountabilities and contributes to improved performance,
clearly defines career paths and promotes job satisfaction.
OBJECTIVES
1. To Study of Performance Management Systems.
2. To examine why an appraisal system is important.
3. To study existing appraisal system.
4. To find the expectation of appraiser and appraise.
5. To determine the satisfaction level of the appraise.
SCOPE OF THE STUDY:-
