PERFORMANCE MANAGEMENT AND ORGANIZATIONAL SUCCESS
Performance management goes far beyond merely ensuring that employees understand day-to-day tasks. It affects pay, strategy, and the company's long-term success. An outgrowth of the human resource function, performance management is generally within the scope of managers, and can be a critical factor in a company's success.
Human resource management is a critical function within an organization, and one that is concerned with five main areas: staffing, development, employment relations, compensation and evaluation (Mondy, Noe & Premeaux 17). Human resource planning is thus concerned with the effective and efficient use of human resources within an organization, more satisfied and more developed employees, and more effective equal employment opportunity planning. Its direct relationship to the employment process is determining what types of employees are needed, how many of those employees are needed and the best way to find those employees for the organization. Once employees have been hired, effective human resource managers ensure that employees and their supervisors have appropriate training in the evaluation process so that the organization receives the maximum benefit from employees and the employees enjoy a high level of morale, resulting in increased productivity (Hernan 94).
A good performance management system grows from the human resource function and improves the weaknesses and playing on the strengths of employees. This feedback, or counseling, can be a critical part of the supervision process and one which can be highly effective in developing professional skills among workers (Simonds & Bell 27). Human resource professionals recognize this and seek to educate both supervisors and subordinates in the process. It is not enough for a supervisor to identify an area of weakness, perhaps a lack of professional skill on computers, for example, and not offer sugg...