Literature Review On Performance Management Performance
LITERATURE REVIEW
2.1 Introduction
This chapter reviews the relevant literature for the study. The literature looks at the theoretical literature, empirical literature, performance management practices and implementation in Ghana, and the conceptual framework. 2.2 Theoretical Literature
2.2.1 Performance Appraisal Systems
Employee performance appraisal refers to an opportunity to take an overall view of work content (loads and volume), and look back at what has been achieved during the reporting period and agreed objectives for the next planning period (Lai, 2011). To this end, the performance appraisal system is an evaluation of individuals work performance and their potential to develop with the objective of improving their future performance.
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2.2.3 The Concept of Performance Management
It has been claimed that performance management brings a multitude of benefits to the organization and its employees (Roberts, 2014). These include the opportunity to ensure that staff pursue goals that are aligned with the wider organizational objectives set by senior managers; the provision of objective assessment and regular feedback, which it is assumed will improve learning; heightened commitment and motivation; improved career management through the identification of training and development needs; the creation of legal documentation for use in the cases of discrimination, grievance and disciplinary processes or wrongful dismissal; an improved correlation between remuneration and organizational performance, through linking appraisals to performance-related pay; and an overall increase in organizational performance (Folorunso,
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Although Ammons et al., (2013), emphasized this evaluative idea in defining the performance domain, they still maintain that job performance is behavior, and not results. One further element of performance is that, the behaviors must be relevant to the goals of the organization (Angwin, 2012). Other researchers have stated that, even though specific dimensions of job performance can be conceptualized, there is utility in using a single, general factor (Armstrong,
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Btec Business Level 3 Unit 16 P1
1456 Words | 6 PagesIn this assignment I will be explaining how the results of measuring and managing performance inform employee development within the business Kellogg’s. Staff within the business can be encouraged to carry out better work and meet their targets in different ways some of which I will explain below. I will be looking at three different roles within the business and analyse how the business manages and measures their performance. The first employee’s performance I will be looking at within the business Kelloggs is a cleaner.
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1831 Words | 8 PagesThe system needs to be productive or it will be a waste of money and time, this makes a virtual as a potential to refine employee’s performance. The performance appraisal will lead to a behavioral change when an individual accepts the system (A. Elverfeldt, 2005). The system used in performance appraisal has the roots and become more powerful in almost all the organization through the world. These are the assessment of the performance of an employee or employer, whom one is concern about (D. Goel, 2010). According to E. Lawler, G. Benson and M McDermott, 2012 performance appraisal is a censure powe of management practices, criticism ranging from an extensive waste of time to their having a negative impact on the correlation between managers and their subordinates.
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Effective Performance Management System
1443 Words | 6 PagesThe collective trust of all stakeholders in the performance management process is critical for the framework to be efficient. Given the present organization reality of scaling down and re-organizing endeavors, it is extremely difficult for organizations to gain the trust of their employees to implement effective performance management systems. As such, future research could endeavor to understand the conditions under which dyadic, group and authoritative variables are probably going to strengthen trust and subsequently, improve the adequacy of the performance management systems. The relationship amongst individuals, groups and associations can be conceptualized inside a social exchange structure. In particular, people and groups show behaviors
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Performance Evaluation Procedure
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Literature Review On Employee Performance
1158 Words | 5 Pages1.4.1 Literature Review HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998).
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