interest to this study is the comparison of the employees who are incited to complete their tasks in specified time spans with those who will undertake the same tasks in a desultory or in a less motivated way. Interest is also directed at understanding the various motivational strategies the company uses as well as the strategic performance management practices carried out.
This proposal will clearly highlight the research methods to be used by the researcher, data analysis criteria to be used as well as the historical background of performance management and the impact on the employees’ motivation. It will also clearly identify the performance management practices that really motivate the employees and those which demoralize the employees.
This research will be explorative and will seek to show both the positives and negatives of performance management. The researcher will approach the topic with open mind in order to deduct the best results that are unbiased.
Performance management is one of the key goals of the human resource, management department. Performance management in the human resource department includes activities to ensure that the organizational goals are efficiently and effectively met. Performance management focuses on the output and performance of an organization, and processes to build a product or service, employees and departments among others.
Performance management has been known to either motivate or demoralize the employees (Armstrong, 2000). Various performance management practices have positive impacts on the company employees while others negatively affect the employees’ performance. Sometimes the human resource management department personnel is not aware of the impact any performance management practice can have on the employees work morale of which it may be detrimental to the company or the organization. A performance management practice that was successful to another company may not work in the current one while that which