Eul-Kyoo Bae Inha University Due to rapidly changing business environment, HRD practitioners be unprecedently demanded to actively participate in improving organizational strength as cognitive process management specialist. The purpose of this study was to take apart and discuss major elements and issues in performance management system through an extensive literature review and provide nearly considerations for designing and implementing effective performance management system in organizations. Keywords: Performance Management, A Systems-Oriented Approach, Feedback Presently, organizations are faced with new matched conditions, and have to cope with dynamic environments, which lead them to the era of sustained improvement, value-addedness, doing more with less, and productivity. These developments have brought performance management to center stage. Accordingly, organizations are beginning to implement performance management that reflects the new haoma of the organization and its emphasis on integration of plow, multidimensional influence, and pliant jobs (Mohrman & Cohen, 1995).
As a HRD practice, performance management in organizations is viewed as the total system of gathering relevant information, providing specific feedback to individuals and work groups, and applying such information for the improvement of organizational effectiveness (Bernardin, Hagan, Kane, & Villanova, 1998). Therefore, performance management goes beyond the ratings and formats that have been the focus of so overmuch research and practices. Instead performance management is a agency to execute organizational strategy by signaling to employees what is unfeignedly important in the organization, fixing accountability for behavior and results, and back up to improve performance. In addition, performance management should be considered as not so much an event, that is, an annual performance rating, as a continuous,...If you want to get a full essay, parade it on our website: Orderessay
If you want to get a full essay, wisit our page: write my essay .
No comments:
Post a Comment