Managing Employee Performance
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Introduction
Managing
employee performance is one of the key drivers for organizational success in
the present context of firms trying to adopt a resource centered view of the
organizational. We have seen elsewhere that integrating HRM practices with
those of organizational goals and strategy increases the competitive advantages
for the firm. Similarly, managing employee performance within the larger
framework of organizational goals is critical for organizations that count
people among their key assets. As we have been mentioning throughout, firms in
the service sector that lay a lot of emphasis on people need to ensure that
employee performance is managed in a holistic manner.
A Two Way Street
When we talk
about employee performance, we need to remember that it is a two way process
that tie in the manager and the employee with the HR manager playing the role
of a mediator. For instance, any discussion about employee performance has to
include the manager and the employee or the manager and the managed. Hence, it
is imperative that both parties to this transaction realize their
responsibilities and work together to ensure that the process is smoothened. In
the succeeding sections, we discuss the role of the manager and the employee
and how organizational focus on managing employee performance can play a role
as well.
The Role of the Manager
The manager has
a duty to ensure that his or her management of the employees is free of biases
and prejudices. It’s been the case across industries and verticals where the
employees feel discriminated against leading to attrition, lower employee
morale and in the extreme cases, lawsuits against the company. Hence, the
manager has to “walk the talk” and not simply pay lip service to the company’s
policies on employee performance. During the course of working together as a
team, there are bound to be instances where friction between the manager and
the team and within the team manifests itself. It is incumbent upon the manager
to ensure that this does not morph into a corrosive effect that threatens the
very existence of the team.
The Role of the Employee
The above
section looked at the role of the manager. The manager has a duty to manage the
team effectively and so does the employee have corresponding responsibilities
as well. Absenteeism, Shirking Work, A negative attitude and a blasé approach
to work are some things that the employee must avoid. It is helpful to the
employee to know that once he or she is categorized as having an attitude
problem, then it would be difficult for the employee to break the perception
and perform effectively. This does not mean that the employee has to take
whatever comes his or her way. The point here is that the employee must use the
channels available for redressal instead of sulking at work if he or she has
grievances about the manager.
Organizational Focus
Though the role
of the HR manager and the organization seems to be relatively small, it is a
fact that organizational goals and culture play a very important part in
ensuring that employee performance is managed to the benefit of the
organization. Most of us have read about or heard the benefits of working for
MNC’s (Multinational Companies) in India.
Conclusion
We have seen the
centrality of managing employee performance to the success of the organization.
If organizations want to cut down on attrition and boost sagging employee
morale, the first thing they can do is to ensure that the employee performance
management system is streamlined. Only by a focused approach towards this key
driver of organizational effectiveness can the firms ensure that they do not
lose out on the “war for talent” as well as “retention” of achievers.
References
Armstrong, M.a.T.S., 2017. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Budhwar,
P.S.a.D.Y.A.e., 2013. Human resource management in developing countries.
Routledge.
Wood, G.a.K.-V.Z.,
2014. Strategic Human Resource Management: An International Perspective. Strategic
Human Resource Management, 3(1), pp.11-21.
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Employee performance management is critical for both the company and the employees. You have clearly stated the importance of employee performance management. Best wishes!
ReplyDeleteBoth the organization and the employees benefit from effective employee performance management. The significance of employee performance management has been clearly acknowledged by you. Best regards!
ReplyDeleteNice n current topic. You have raised the main sources of managing employees performance.
ReplyDeleteAll the best !!!
Identifying employee performances and make decision to develop their abilities are the key point of the success of an organization. To boost effectiveness of the employee, employer should motivate the employee and develop his career life as well as his personal economical stability. Both of giving and receiving concept between employee and employer the organizational aspects will achieve to their success. Good luck!
ReplyDelete