Organizational Performance
The difference between performance management and performance appraisal is that performance management focuses on the identification, measurement, managing as well as developing the performance of human resources while performance appraisal refers to an ongoing process of evaluating the performance of employees. The implication of this is that performance management is a one-off process while performance appraisal is a continuous process. However, there are various elements of performance management, and this includes culture, feedback, timing, motivation, feedback, along with holding a performance conversation. Culture, as one of the components of performance management influences feedback. The other remaining elements, which are motivation, feedback, as well as holding a performance conversation have a direct bearing on the elements of measurement and management.
Consequently, it is noted that performance management adds value to an organization in the sense that it helps in highlighting the areas of weaknesses that an organization should capitalize on. As a result, this positively contributes to the strategic value of the organization as such an entity will have increased competitiveness. Conversely, an example of an employee performance goal that is in line with the performance need is enhancing increased satisfaction through heightened responsiveness.
As mentioned earlier, one of the components of performance management is feedback. The latter stated element can be delivered to motivate the employees and this is through such a system congratulating or rather encouraging the employees to keep up their efforts. On the other hand, feedback can also be used in enhancing performance and this is by highlighting the weak areas in which improvements should be made. In other words, feedback can be used in pointing out the areas that the organization should improve on.
Nevertheless, there are various strategies that can be used to manage poor performance. One of these strategies is training and development. In this regard, it is at the discretion of the management to determine which employees should be subjected to such a program. The other strategy that can be used to manage poor performance is coaching and here is whereby the organization may employ an expert who will be used to guide the employees in the manner in which they are expected to work. Last but not least, development plans can be used to improve performance issues and this is when the organization is large in terms of the number of employees that it has.