October 21, 2012

Performance Management

The continual process of aiming to improve organisational performance through the continuous improvement of the employees is referred as Performance Management. Performance Management is increasingly important for both the business and the individuals. It aims to improve business performance through focusing on objective setting, performance discussions, and working towards a high performance work culture. Intrinsically, it promotes the idea of teamwork and perseverance, specifically in relation to consistency of approach to people and of talent data. It also facilitates the internal structure of an organisation in reference to its objectives. As far as the individuals are concerned, it again focuses on objective settings, and on personal self assessment and personal development. Furthermore, it enables training identification, and the need for accuracy and perseverance in achieving business goals. Through the reflective personal self assessment, it aims to deliver fairness and objectivity related to performance.

There are several benefits of Performance Reviews for the appraisee and the appraiser. As far as the appraisee is concerned, they provide a clarity of agenda and purpose, i.e. the job role and expectations. Feedback on performance is also given, which is helpful if taken constructively. This can result in an increase in job satisfaction and motivation - which I believe is directly proportional to increased performance. Performance Reviews also provide clarity in terms of future direction by giving an opportunity to discuss job enrichment and career progression. They are especially helpful in identifying the need for training and support. For the appraiser, they provide a greater knowledge and understanding of individual's strengths and weaknesses, and the opportunity to identify competency, development and training needs.

The last two weeks have been consistently promoting these key concepts and instilling the necessary knowledge and understanding in us through the various topics, such as The EFQM Excellence Model, Deming's Principles, Organizational Learning, High Performance Work Systems and Motivation at Work. I believe that this process of continual learning and improvement will not only benefit us in the short term, as far as this course is concerned, but remain with us as lifelong learning.


- 2 comments by 2 or more people Not publicly viewable

  1. Kamil Murad

    Yes Mishaal, but don’t you think some parts of HPWS are more closely aligned, towards Maslow’s hierarchy of needs, than is the EFQM Excellence model?

    23 Oct 2012, 13:59

  2. I believe HPWS’ and The EFQM Excellence Model’s fundamental objective is to seek excellence and success; ensuring all parts of an organisation work in consensus with each other for the smoother running of the wider whole. Excellence can only be achieved if Maslow’s hierarchy of needs are met. Due to the fact that HPWS implement the organisational practices which aim to enhance the involvement, commitment and competencies of the employee, it could be suggested that HPWS is closely aligned towards Maslow’s hierarchy of needs than the EFQM Excellence Model. However, this could be open to debate.

    01 Nov 2012, 03:36


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