AbstractIn a society where the environment and business
conditions are increasing in
complexity, performance has become a requirement in the workforce, especially in the field of management, known as "performance management". This concept has become popular in many organizations as it aims to successfully achieve the highest possible level of performance for each employee. It also takes into account the skills, motivation and experience of each employee, but also the impact of both the internal and external environment. Performance management seeks to motivate and bring the best of peoples capabilities, and not to judge the employee solely on its results. The process involves using the best competitive advantages of the organization in a socio- economic environment.
Allow high-level performanceImplementation of strategies
requires that employees have guides, support, authority to perform the action, plans and performance objectives. Currently in many organizations, there is a significant gap between the reality and the vision of an organizations level of consensus and performance.It is the role of management to organize, motivate and manage people, to enable them to reach the highest possible level of performance. In a flexible organization where objectives, circumstances, organizational structure and staff are constantly changing, managers play a particularly important role in the support they provide to the employees. In order to understand what is expected from them in terms of performance objectives, managers would set goals objectives, evaluate performance, provide feedback, plus, praise with recognition and gratification. Another way to increase performance is with quality management which acknowledges the fact that a company thrives by meeting the needs of its customers and those of its shareholders. Competitiveness requires that management is continually looking for opportunities to improve individual and group performance. Top performance also means that managers ensure that jobs are structured, productivity and skills are used appropriately and that employees have the proper training, information and other necessary resources they need to perform well. What the author explains seems more than accurate to me, because performance is often associated with figures, profits or profitability, but I think it is a more comprehensive concept. Achieving high levels of performance is more driven by a series of improvements and progresses in a business rather than the sole evolution of numerical results. As Peter Drucker said A company's primary responsibility is to serve its customers. Profit is not the primary goal, but rather an essential condition for the company's continued existence and sustainability. (As cited in Pilot, page 215).Managers have one of the main roles in accomplishing that by creating a good group dynamic, which includes a good quality of communication that ensures the reduction of uncertainty. Besides, impartiality is a key to conduct fair evaluation that leads to better productivity and ensures the well being of a company. Creating a hostile environment will lead to high turnover and will tarnish the company image. Moreover, managers should set clear goals, including, establishment of projects, enabling and facilitating evaluation of work and manage skills of employers. The more an employee will be satisfied with its job, the better the engagement and loyalty they will have towards the company as job satisfaction leads to a high level of performance. Lastly, I feel that society and companies have become more collectivist lately, and this factor is crucial for enterprises, managers roles are to promote that kind of behavior to increase work in teams and a good work environment. Evaluate the performanceIn more flexible organizations, performance evaluation is an important way for managers to clarify the standards and performance objectives, but also increase future industrial performance, helps decisions on salaries, promotions, termination of contracts, training, and other actions. Most large companies are satisfied with the effectiveness of their evaluation process and are constantly on the lookout for opportunities for improvement. The efficiency depends on who conducts the assessments and on what criteria. The proposed goal is not so much on how to conduct an evaluation, but how to build and implement evaluation processes in the long run to support the implementation of the HR strategy. The main roles of evaluating performance are to allow the employee to have feedback on what he/she does. It is also used to motivate and guide the employee in his/her personal development, know-how and skills. And it allows the company to justify decisions and actions in the human resources field. Moreover studies have shown that evaluation can be very subjective, they should be fair, impartial and impersonal. Also the performance evaluation does not always receive the attention and time that they say they want to spend. The company depends a lot on those evaluation and if they are biased it can severely harm the company, as employees are the main force of its success. The author is right the major objective of the evaluation of the performance is to increase motivation as well as individual and organizational performance. I also agree that managers should take the time necessary to conduct these assessments. This may seem difficult or costly, but can have a significant impact on behavior and results. It's not so much the amount is at stake, but adequate time is used, quality over quantity. Similarly, managers must have the courage to make "unpopular" assessments and take appropriate action; they should fully exploit their role of mentor. I think that communication is also essential; the performance evaluation is most effective when its objectives are widely communicated and understood within the organization. The best way to ensure understanding is to train managers and employees. Management and performance evaluation are part of managers own performance and should be evaluated as well. Thats why 360- degree feedback should be considered or tested in more companies. It will increase the overall quality and will provide a more complete judgment (Heathfield). It gives also the opportunity for managers to make an inventory of their managerial skills, and improve or acquire those required to progress in their career. With a high quality appraisal the managers will help increase satisfaction and engagement among employees. ReferencesHeathfield, S. (n.d.). How 360 Degree Feedback Will Help You Exceed Customer Expectations. Retrieved October 27, 2014.Pilot, M. (2014). Driving Sustainability to Business Success The DS Factor Management System Integration and Automation. (p. 215). Hoboken: Wiley.Walker, J., & Walker, J. (1992). Human Resource Strategy. New York: McGraw-Hill.