What Is Performance Management?

Introduction:

In general, the management actions have various affects and impacts on the results in both of the public and private organizations. On the other hand, I will focus on the private sectors management tools only and particularly in Majan L.L.C, such as the performance management.

But first what is performance management? This literature review will examines and illustrates its definition along with, how the performance management influences performance outcomes in private industry showing that many factors expected to diminish or enhance the effects of performance management.

Performance management is a continuous process of defining, strictly measuring in different aspects and foremost improving the performance in organizations

Is it in fact clearly planned by the management or not? What are some of the common activities to consider? And if they are effective or not? And lastly, what should be done in Majan Company to make them more effective as a result to achieve more and becoming more successful in the future.

Note that many organizations have what is called a ‘performance management’ system and implement it. Whereas, firstly we have to differentiate between performance management and performance appraisal as both of them can’t be distinguish by many. As a matter of fact, performance management system is not about including employee evaluations once a year, without an ongoing effort to provide feedback, along with coaching so that overall result is a well-improved and favorable performance. On the other hand, this instead is about the performance appraisal system. One brief examples about the performance appraisal is the systematic description of the employee’s strengths along with his/her weaknesses; in addition to that, it’s actually a significant component of performance management, so the performance appraisal is nothing less than an important part of a whole. (Aguinis,

However, experienced practitioners agree on one thing that having the most effective tools and processes is very necessary, but it’s not that adequate for having an effective performance system. For the reason that what really matters in any performance management system is how effectively it is used and how managers are serious about it and how employees take it. Significantly, this is why both the most challenging parts along with the most important part of developing an effective performance management system is implementing it successfully. (Elaine D. Pulakos, 2004)

Conclusion:

To summarize, performance management serves as an important tool for realizing organizational objectives by implementing competitive HRM strategies and different activities. It will assist in aligning and integrating the goals in Majan Company across all sectors with job categories and the levels, as a result, it will help in driving all the activities right from the bottom towards one single goal. (Elaine D. Pulakos,