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Methods To Achieve Performance Analysis

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According to Aguinis, 2009, 2008 and Nankervis & Compton 2006; to achieve the objective of alignment is the technique which is used both in setting the objectives and measuring the achievement of the objectives. There have been a number of dimensions to the techniques used in performance management systems. Most important among these are 360-degree framework, Management by objectives (MBO), identification and assessments of competence, developing of comparative and absolute performance measurement systems.

As per Armstrong and Baron, (1998), a performance management system which is only concerned with what objectives employees should achieve without concerning itself with how those objectives are going to be achieved is bound to fail. A good …show more content…

What emerged from the study, are a set of best practices that could facilitate the process of designing, implementing, and monitoring performance management. These are: internal and external alignment; simplicity; flexibility; decentralized control; a measurement process; greater links between pay and performance; feedback from multiple sources; senior management involvement and employee …show more content…

Therefore, PMS was developed to manage the performance within organizations.

2.2 Methods Adopted in Reviewing Performance
Various methods or techniques have been developed by the experts to assess the performance of the employees.

a) 360-Degree
Employees rate themselves on various performance dimensions and this is compared to the assessment of others to arrive at a definitive conclusion about the employees’ performance. The information is either gathered confidentially or by the employee nominating people to assess his performance all year round. During this process a gap analysis is performed to examine areas of discrepancies and improvement which adds on to the qualitative nature of the process. This feedback process is very helpful when it is used for various purposes whether developmental or administrative for the benefit of the employees and the organization as well. The 360-degree system works effectively in organizations that believe in high performing cultures that support open and honest feedback. It benefits employees who feel comfortable with the system and believe they will be rated fairly and honestly because of the open and honest feedback (Aguinis,

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As per our textbook, this multisource feedback method provides a comprehensive perspective of employee performance by using feedback from the full circle of people with whom the employee interacts: supervisors, subordinates, and coworkers.

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A performance management system is something employers can use to evaluate the performance of their employees. It can be used to increase revenue and evaluate the operation of the business to make sure it aligns up with the company's policies and procedures. Laura a performance management system will allow you to focus on operations and growth of the business. Laura, managers have the greatest impact on performance. By incorporating this system it will prevent you from having to began working so early in the morning.

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This developmental purpose, is very important to the organization needs as this is developmental, as in developing their employees. Employees who are performing well or not so well a great performance management system will really help keep in order as to who needs what to performance at their

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Similarly PM is found to be an effective tool for achieving the strategic objectives of organizations (Kerzner, 2003), managing organizational change (Bryde, 2003b; Maylor, 2001) and systematic planning, execution and control of activities in a systematic manner (Meredith and Mantel, 2003). The literature indicates that a two-way linkage exists between PM and TQM (Broetzmann et al., 1995; Choi and Eboch, 1998). PM is recognized as an effective methodology for implementing TQM practices in organizations. Similarly, TQM plays a role in providing an environment which facilitates organizations to make use of PM (Bryde, 1997, 2003a, 2003b).

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