Changing Trends in Performance Management Practice in global
context
Introduction
Performance management is a
continuous process of identifying, measuring and developingPerformance in
organizations by linking everyone’s performance and objectives to theOrganization’s
overall mission and goals (Davis, 2001).
Scarcity of Workforce and technology
has changed work.
Beginning of the 21stcentury,
companies all over the world realized that their work force is constantly
changing, and they wanted to find new ways to deal with it. Even though workers
have high expectations, their competency levels may not match the organisations
needs. Scarcity of new skills and unevenly distribution of skills around the
globe made companies to develop new ways to acquire human resources, develop
capabilities and share expertise. With the expansion of the use of mobile
devices, increase use of social media, advancement of IT and cloud computing
working environments have transformed to knowledge based organisations.
It is very important to change the
way performance management is implemented to be
proactively when PMS executed without due diligence and care it will have
negative results. It will result in wasteof time and even have a negative
impact on employee performance, motivation and jo satisfaction hence affecting
the organisations goals and objectives. If it is effectively implemented,
performance management positive impact on the company’s people and its
productivity and financial results.
It is prudent that to assess the PMS
processes in place and change old draconian processes to more agile and
simplified as everything in modern organisations have change. The annual
process of appraisals see unsuitable time consuming and inflexible. As, work,
work force and work place has changed in the UK over the last decade
(Megatrends, 2013).Therefore, HRM professionals and industry leaders suggest
and recommend changes to PMS in the modern company (Jaldeen, 2016). Fortune
five hundred firms likes that of General Electric, Microsoft, Netflix and
Google have change the appraisal systems to be flexible and agile abolished
after decades in the last decade or so. (McKinsey, 2016).
References
Jaldeen, R.M, (2016)
Megatrends; Human Resources Management 2020, Published by The Training
Partnership. Series 1, Volume 1, 2016. Available as download
onhttp://seniormanagersforum.blogspot.com
Dundon, T, Wilkinson, A,
Marchington, M and Ackers, P (2017) The International Journal of Human Resource
Management, 15 (6), pp 1149–70
Winning Your Workforce:
The Essential Guide to Improving Retention and Employee Performance, e-book
SABA, March 2016, http://www.saba.com/us/dynamic-landing/
resource/go/ebook-retention-2015-march-1/
M.Festing&J.Eidems,(2011)
A process perspective on transnational HRM systems-A dynamic capability-based
analysis. Human Resource Management Review, 21(3), pp.162-173.
Armstrong, M and Baron,
A (2004) Managing Performance: Performance management in action, CIPD, London
Chubb, C., Reilly, P., and Brown, D., (2011)
Performance Management Literature Review. Institute for Employment Studies, UK.
.
Brother some in text references missed and re look the reference style. fix it and the article will be perfect.
ReplyDeleteYour research is good.but you have to add intext references to fulfill the requirements .and full references also need to be corrected .
ReplyDeletethank you manoj and pathum
ReplyDeletewill correct
It would have been better if you discuss about one or two global examples related to the topic. Also 2 or 3 modern trends in PM in global context. Structure is good and interesting facts. Referencing is not in the Harvard style.
ReplyDeleteFirstly I agree with the peers, you have written more about changes infact very little about the PMS process also there are no examples. Further you have not supported the arguments with in -text references these are concepts and ideas discussed by industry leaders they are not your views which makes the essay less credible. Ideally you have to rewrite it.
ReplyDeleteDr
Deletegot your valuable point of view and i have done again with referring numbers of articles
The ideas and concepts are timely and appropriate by the language should be taken care of, spellings and use words in the right context please. I have listed some of the short comings below :-
ReplyDeleteYour second paragraph is full of grammatical mistakes , competent and diverse (change to ) should be "unevenly" reword this sentence 'As mobile social and could computing continue to expand" example as mobile, social media and IT advancing swiftly. should be re -think, rephrase if done is an undesirable way, it should be career and not "Carrier" Re word this sentence "as new methods that support strength based assessment and coaching". By forcing (implementing)these simple steps wills soon experience a positive changing company’s performance management. it should be 2015, (Jaldeen, 2016: McKinsey, 2016) in-text reference- You should rephrase that entire paragraph or put it in your own words otherwise plagiarism issues.
Dr Jaldeen
DeleteGot the your views & As per instruction given by you i have been updated the blog site with proper way . kindly re check & your comment please ....
Very good i noted the changes
Delete