In general, performance management is among the function of HRM. The term performance management refers to the correct hiring of the professionals for the organization and to make sure that the employees receive training and development so that they are working on their full potential. On the other hand, the term performance appraisal is a tool in the toolbox of performance management, which helps in evaluating the employees as per the expectations. If they are not then the areas necessary for improvement are highlighted so that higher performance level can be attained (Nayab, 2010, 1). Globally, the management practices are changing and now they are moving towards assessing the outcomes of the employee, thus, rewarding the employees on the basis of their inputs consumed and outputs provided for the organization.
Components of performance-focused culture
On evaluating the figure 11-2, I found that the components of a performance-focused culture are well integrated. All the components are exactly linked with the predecessors as a set of activities that needs to be joined together one after another in order to produce a synergetic effect, in the form of good performance culture. The performance is dependent on the activities performed efficiently and effectively, thus, creating the requirement of the goals, plans, and objectives in the initial stages.
The design was able to meet the standards successfully due to the goals that were Specific, Measurable, Acceptable, Realistic and Time Bound. As I mentioned earlier, goals and objective provide a path, a direction towards better performance and success ultimately. Thus, it won’t be wrong to say that the design was accurately made as per the stated needs. The outcomes were realized relative to the inputs. It was obvious that this goal can only be achieved if realistic assumptions are undertaken.
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