企业如何进行有效的绩效管理--留学生essay代写范文

留学生essay代写范文:“企业如何进行有效的绩效管理”，这篇论文主要描述的在现代的组织管理当中，组织绩效管理的建立已经成为了企业发展中重要的一部分，绩效管理能够帮助企业更好的发挥员工工作的积极性，让员工能够更好的实现组织的发展目标。

Performance management 绩效管理

Most of the organization depend on comprehensively on intangible assets to build their values of organizations. For any organizations it is very important to manage the performance of the organization as well as individuals in the organization. Correspondingly it is important to figure out how to manage performance over time to ensure the productivity and to improve capability of employees and organization to achieve th

goals as well as decrease turnover.

Performance management is a systematic process which has a link between organizational strategy, resources, and process. We can say performance management engage people at all level of enterprise (Institute of Management Accounts (1998))

When we look performance management in today’s business world, we can say it is integrated combination of:

Corporate / strategic performance management

Line / Tactical performance management

Operational performance management

Corporate or Strategic level of business decides where the business should be in a long run. In the other word, executives of this level create the vision of the business and the long run strategies such as where the business should be… whether to go for collaboration or go for new market with new product and so on…

Once the targets, goals and objectives of this level is decided next step is to achieve these goals. Therefor in this level it is very important to integrate the following:

Emergence of scorcards

Reporting

Financila consolidation

Forcasting

Budgeting

Planning

Next is line performance management. The managers must be accountable for their area of decisions, actions and outcome. The part of the organization under the control of manager is a responsible center for that manager. The area can be department, unit, product, plant, territory division or segment.

For the performance evaluation it is necessary to identify the specific characters of each responsible center since some are cost centers and some are profit centers. Therefor it is important to consider the core nature of the responsible center.Moreover, Performance management is extensive management process framing continuous improvement journey by ensuring that everyone understand where the organization is and where it should be in future to meet stakeholders need. (Institute of Management Accounts, 1998)

ccording to Wayne W. Eckerson (www.tdwi.com) Performance management consist four steps virtuous cycle that involves

Creating strategy

Monitoring the execution of those pan

Adjusting activities and objectives to achieve strategic goals

This four-step wheel rotates around combined data and metrics, which Provide a measurement framework to scale the effectiveness of strategic and management processes.

According to Ashima Aggarwal and Gour Sundar Mitra Thakur (2013) traditional method of performance appraisal are mainly based on studying personal qualities such as leadership and judgment, loyalty ofemployee, inventiveness of employee and knowledge of employee.

The traditional techniques of performance appraisal include:

Ranking

Graphic Rating scale

Critical Incident

Advance performance Appraisal Techniques include

Management by Objective

Assessment Centres

BARS

90 Degree

180 Degree

270 Degree

360 Degree

720 Degree

Balance score card

Electronic performance monitoring

Ranking method of appraisal is ranking employees from the best to worst on a specific trait, choosing highest, then lowest, until all ranked are ranked. This method is fastest, transparent, cost effective, simple and easy way to use. On the other hand this method has less objectives, morale problems who are not rated at or near the top of the list, suitable for small workforce, difficult to determine workers strength and weakness.

Graphic Rating scale is a scale that list a number of traits and a range of performance for each employee and then rated by identifying the score that best describes individual performance for each traits. This method is simple and easy to create. Results of this method is standardized by reducing personal bias and allow comparison between the employees. But in this method rating is subjective and each characteristic is equally important in evaluation.

Critical Incident method is sharing their critical incidents through a survey or by recording these undesirable incident of an employee work related behaviour and reviewing this with employee at fixed time. This method is time tested, easy and provide more face time. This method is also not much effective since it is time consuming and need lots of time to summarize and analyse. Also most of the people do not share the critical incidents, so it is difficult to convene through a survey.

Morden methods of performance are developed to improve the old traditional methods of performance and to overcome the drawbacks

those methods.

In 1954, Peter F Drucker introduced “Management By Objectives”. In 2000, Weihrich suggested a new model ‘the system approach to Management By Objective (SAMBO). This method include

Strategic planning

Hierarch of Objectives

Setting Objectives

Planning for action

Implementation of MBO

Control and Appraisal, Subsystems

Organisation and management development

In this method employees are evaluated on the basis of objectives and how well objectives are accomplished, and that have been determined to critical in the successful completion of the job (Ashima Aggarwal and Gour Sundar Mitra Thakur (2013)).

When we hire someone for the job we review the job, competencies and skills necessary for the job. Therefore these information will help to determine how this person performance will be evaluated. The foundation of successful performance management includes setting a goal to motivate and challenge employees. It is also a key in performance management. Once these goals are achieved it gives sense of accomplishment. These goals should be S.M.A.R.T and clear.

Once the goal is set, then we need to define priorities of the job and determine the key performance area of the job. The employee should know the standards of the business and how we want toimplement.

Afterthought, the employees should know how well they are doing and what they need to improve through performance evaluation. This will be possible by giving feedback daily, weekly, monthly or quarterly basis. So it can be control system for business.

Even though MBO is time consuming, complicated, lengthy, and expansive, this method motivates employees and make them aware of expected roles, responsibility and accountability and also facilitates employee with counselling and provide guidance.

Furthermore, one of the most famous method of performance management is Balance scorecard approach. This method is a theoretical framework for converting an organisation vision into set of performance indicators. There are four perspectives of this method. They are;

Financial

Internal business process

Learning and growth

According to Institute of Management Accounts (1998) traditional techniques to performance measurement fail due to many reasons. First traditional method fail to explain executives how to improve performance. Second method was unable to identify core issues driving current performance. Third method tend to be a retrospective rather than proactive. Due to theses traditional methods now the organizations implement performance management system. This helps the organization to organize an institutionalize strategy. It also provide attention for and measures the success of, reengineering or total quality management efforts. Moreover, it helps in cross function and process driven objectives for better coordination among key management process. Therefore an effective integrated performance management system helps the organizations to achieve competitive advantage through gaining and maintaining core competence of the organization.

For the performance management it is very important to consider the careful review and analysis of the relationships among Strategic objectives, Core business strategies, Critical success factor, and Key performance indicators. Also Potential source of information which help to identify the strategic objectives and critical success factors that are the foundation of an integrated business performance model are:

Vision and Mission Statement

Once the vision of the business is stated than the business create its mission statement and goals to achieve the vision of the business and try to meet the stakeholders need. To achieve the main goal of the business each department or functional goals are determined and in each function individual or operational objectives and goals are created. As a result individual performance management is vital for the business

There are few models for the performance management such as GROW model, OUTCOMES model.

GROW model was developed by Graham Alexander and John Whitmore. The GROW model G stand for the goal that talk about to the target or objective given to the team. R stand for reality refers to knowing of where you are now in relation to where your employee is in relation to the goals identified. O stand for options to move from reality to goals. W stand for way forward for the options chosen to be implemented.

Performance management is not only necessary for individuals. It is also very importantfor whole business performance. There are some tools for the performance evaluation in budgeting and decision making.

Flexible budget responds to changes in activity, and may provide better tools for performance evaluation. It is driven by expected cost behavior. Fixed factory overhead is the same no matter the activity level, and variable costs are direct functions of observed activity. It is very important to aid advance planning in this. And can be very useful if it is planned in advance.

Computers are more helpful in preparing budget information that is easily flexed for changes in volume.

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