Learning Summary (HRM)

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Performance management is the evaluation of progress of an individual on predetermined goals. Linking individual objectives with organizational objective is crucial for an organization. It can be used to evaluate the potential skill of human resource for getting them improved.


Behavioral Performance Evaluation is measured by determining the quantity of exertion on the job, reliability, faithfulness, motivation, and quality of service of an individual. Goal accomplishment for short term is less preferred, whereas, long term personal growth and customer relationships and rising market share (Cascio, W; 2006) are given importance. Since goals are not quantifiable, employees cannot be compared with each other. Utilization of compulsory distributions inflicts evaluations that are wrong. Focus on employee's activities will record effectual and unproductive incidents. Evaluation of performance for individual objects and goals can be equated against other employees' performance. It depends on an employee's contribution towards the accomplishment of a unit or organization. Although this appraisal is based on short term goals, it leads towards organizational performance. Alternatively rating established on individual's conducts can help the individual's growth but will be subjective and lengthy.
Evaluation of a workers' job on attitude, behavior and personality are important in their growth within the organization. The results on objectives are not the capacity of the individual, for the outcome may be good or bad. When an employee works to achieve his targets he may not accomplish it due to lack of training, support, motivation etc. ...
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