Walden University Evolution of Performance Management Discussion

Walden University Evolution of Performance Management Discussion

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Walden University Evolution of Performance Management Discussion

Description

Discussion: Evolution of Performance Management

The idea of performance management within organizations started back in the 1960s and began with the idea of appraising the performance of employees within an organization. Since then, performance management has continued to evolve into an overall process that gives attention to the entire range of performance and improvement strategies within an organization. It also includes managing behaviors and targeted activities, and then works to align organizational processes and activities to the goals of the organization.

Respond to two or more of your colleagues’ postings in one or more of the following ways:

  • Ask a probing question, substantiated with additional background information, evidence, or research.
  • Share an insight from having read your colleagues’ postings, synthesizing the information to provide new perspectives.
  • Offer and support an alternative perspective using readings from the classroom or from your own research in the Walden Library.
  • Validate an idea with your own experience and additional research.
  • Make a suggestion based on additional evidence drawn from readings or after synthesizing multiple postings.
  • Expand on your colleagues’ postings by providing additional insights or contrasting perspectives based on readings and evidence.
  • APA Format

Classmate 1: (Deborah)

Performance Appraisal

 

Performance appraisals are an integral part of the performance management system and are typically done on an annual basis. Performance appraisals are a versatile tool for managers, designed to benefit both the employee and the organization. Depending on the organization, appraisals may be limited to the employee’s direct supervisor. But today many organizations go further by seeking rater feedback from more people that interact with the employee. These may include peers, team members, clients or even self-appraisals (Chamberlain, 2011). Raters providing feedback must have observed the employee’s behavior or work product for the rating period. Additionally, performance ratings must be job-related and include the organization’s performance standards. Managers will assess the employee’s strengths and weaknesses, identify areas for improvement, and recommend appropriate training to help improve the employee’s overall performance. Managers should use the organization’s appraisal form and should be trained how to properly complete it. Salary adjustments, promotions, or reassignments may also be discussed during the appraisal meeting. The employee should sign the appraisal form acknowledging that the meeting took place. Finally, the manager needs to ensure the completed form is forwarded to HR, confirm that any required training is scheduled, and ensure that future improvement plan time-line meetings are scheduled.”

Classmate 2: (Machele)

Performance Management and Its Organizational Roles

Performance management is an ongoing procedure of identifying, taking measurement, and developing employee performance both individually and as a team so that they can align with the organizational strategic goals. It is an ongoing process as it involves coming up with continuous goals and objectives and observation of performance and giving feedback. Performance management plays various roles in an organization (Aguinis, 2013). It makes it clear on what an organization wants to achieve or its expectation and the plans that have been set out to ensure that the objectives have been achieved. It also facilitates the proper execution of the set-out goals and objectives which have been laid down by the human resource department. Performance management also plays the role of forecasting the outcomes that are likely to arise when certain goals are followed (Aguinis, Joo, & Gottfredson, 2011). This has an effect of reducing chances of mistakes or undertaking performance goals which have not been properly analyzed.”

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Walden University Evolution of Performance Management Discussion

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