Performance Management Essay Example | Topics and Well Written Essays - 3500 words

implementation Management - experiment ExamplePerformance Management, therefore, combines various watchfulness methods that support each other in striving for modify performance in brasss.The concept of performance prudence and the debate over the effectiveness of performance management programmes have been of interest among human resource professionals for many years (Lawler & McDermott, 2003). As faces seek ways to correct their competitive edge duration primary(prenominal)taining or cutting budgets they are looking towards their human resources to provide much value for money. Performance management is seen as a key element for success in todays progressively competitive environment (Anonymous, 2001). Indeed, a review of its theoretic foundations indicates that performance management should achieve the stated and, while there is empirical evidence to that effect, the fact remains that its implementation is problematic.Performance Management, as a management method, has three major fractions, each of which is based on management theories. The first component is strategic intend, involving nearsighted and long term goals and objectives, as well as defining the mission and future vision of an organisation and each of its divisions. The second component has to do with constant measurement of variables from the various parts of an organisation. The third component is feedback. The use of teamwork is emphasized in all three major components of Performance Management. The address Setting Theory, nitty-gritty Quality Management (TQM), Reinforcement Theory, and Job Characteristic Theory are used as theoretical bases for Performance Management. The main emphasis in Performance Management is on direction, measures and feedback, to redirect and/or celebrate. Goal setting provides an important basis for management methods, such as strategic planning. Workers must know on the dot what results are expected from them and receive feedback on actual results w hich are based on measurements. Strategic planning involving goal setting, both long term and short term, a plan of how to reach the goals, measurement, and feedback are the main factors in Performance Management.Proceeding from the above stated, it appears that the management theories in which Performance Management is grounded, predefine it as a successful approach to managing an organisations workforce towards greater productivity. While numerous scholars have tended towards this opinion, the fact remains that Performance Management is a topic of controversy. If one is to objectively evaluate Performance Management, it is necessary to review the criticisms which sidestep it. 3The Dilemmas of Performance ManagementIn spite of frequently cited problems with traditional, standard performance measurement systems, more or less companies continue to rely upon them so this practice continues to be vital to organisations. Research at the Center for good Organisations suggests that per formance appraisal represents the key element in the overall human resource management of an organisation (Mohrman, 1990). The judgments of