Rationale Performance appraisals are one of the most important requirements for successful business and human resource policy Kressler, Rewarding and promoting effective performance in organizations, as well as identifying ineffective performers for developmental programs or other personnel actions, are essential to effective to human resource management Pulakos,
Talent management is more proactive in comparison to performance appraisal is more of reactive. Performance appraisal more focused on measuring the degree of accomplishment of an individual by evaluating the past work history of the employee whereas talent management focused on the front end planning by considering the current active involvement of employee Leena, Hence why, it is essential for an organization to implement a proper and strategic performance management system.
Otherwise, it could lead to detrimental effects which may affect the richness of the organization. Employee motivation and performance are predetermined factors that drive and boost the productivity of the employee Anthony, When an individual is highly motivated, his or her performance would also be high.
In other words we can also say that performance is positively related to motivation, however in reality performance. Therefore it is important to understand the link between motivation and performances and what elements that motivates the employee.
Managers need to know about the factors that create motivation in order to be able to induce employees to work harder, faster, more efficiently and with greater enthusiasm.
They need to provide constant feedback on their performance and also provide solutions such as training and development for the knowledge or skill enhancement of the employee. This will create a sense of belonging for the employee and will take the extra mile to put their best effort in works.
As mentioned earlier, motivation is important in an organization as it leads to achievement of the organizational goals. Strategic goal of an organization can be achieved if corporation and coordination takes place simultaneously which can effectively done through motivation Maimona, Consequently, this will increase the performance level of the employee, increasing productivity, and reducing cost of operations.
Therefore, when the performance level of an employee increases, the organization will also need to recognize the contribution of the employee by providing monetary or non-monetary incentives or even promotion opportunities. Another importance of performance management is succession planning.
Succession planning is an ongoing process of systematically identifying, assessing and developing organizational leadership to enhance performance Shamaila, To sustain the growing capability within the team, succession planning is in important tool in ensuring the efficiency of an organization.
Moreover, it can be helpful in determining skilled and potential employee to grow within the company. According to Alisuccession planning helps to facilitate the retention of talent skill pool. With a proper performance management tool, managers would be able to identify area of development of an employee and thus help to move up in an organization or to other challenging roles.
After identifying the future key position, then the management identify candidates who have developmental potential. Employers develop high potential employees through internal training, job rotation or any regional projects. This is where performance management plays a critical role whereby employers would be able to identify the right person by reviewing the performance level of employee occasionally.
Performance management enhances employee engagement within the organization. Apart from succession planning and talent management, employee engagement also increases the retention rate of the organization. In line with that performance management acts as an important contribution of good performance management system.Request PDF on ResearchGate | Performance Management System.
A Literature Review | This Chapter proposes a broad systematic review of PMS design, describing the evolution of the approaches to PMS. Literature Review.
Performance Management emerged as separate concept during s. Performance management developed from the management by objectives (MBO) approach, first introduced by Peter Drucker ().
Fowler () argues that both management by objectives and performance management have several identical processes, including the. A Literature Review Prepared by Public Health Foundation TurningPoint The list of selected literature on performance management was compiled as part development of a state public health performance management survey.
The literature review approach involved: 1. Reviewing articles and gray literature on the subject. Supply Chain Management: A Literature Review David Smith BUSI Organizational Design and Structure Abstract Supply chain management is a practice that involves the planning, supervision, and implementation of strategies and controls to direct the movement of goods and services provided to .
Literature Review Performance Management and the Balanced Scorecard Words | 26 Pages Chapter 2 Literature Review Since the Balanced Scorecard was developed in the ’s by Robert Kaplan and David Norton (), it has gained in popularity amongst academics and practitioners.
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