Performance Management Practices and Employee Productivity

 

Introduction

Performance management is the broad collection of activities designed to maximize individual and organizational performance. It includes setting expectations, measuring employee behaviors and results, providing coaching and feedback, and evaluating performance over time to use in decision making. The purpose is to align individual efforts to achieve organizational goals. It is critical to evaluate each employee’s skills and knowledge, to secure increased productivity in the workplace. These practices are significant in the assessment of the total production by an organization.

A study presented by Bloom et al. (2017) on improving employee performance through appraisal and coaching; concluded that only through strong and effective management practices being in place is when the organization is able to replicate some code of conduct and harmonize on the diversity of their workforce.

Performance appraisal, or performance evaluation, is the assessment of past performance within a given time frame. The purpose is to judge how well employees have performed relevant to expectations and to use this information to make a variety of talent and organizational decisions.

Performance feedbacks offers a conversation that motivates employees to have a better knowledge of what they are doing offers coaching, feedback and gives a clear expectation on the development of a career (Brown &Benson 2013). Performance feedback makes sure that an individual is certain of their objective and management process. Providing feedback to an employee is acknowledged as an important practice that aspires to self-development and productivity of employee that is helpful for the victory of the firm (Baruch, 2006)

                                        Figure 1: Work performance management tools

Employee Productivity

One of the main components that affect the profitability of an organization is employee productivity. Employee productivity is the ability of a worker to produce quality outputs with limited inputs. The human resource represents one of the key components of production factors. Employees who regard as productive are able to transform-limited inputs to high-quality output that generates profit to the organization.

Performance feedback and employee productivity

Jackson and Schuller (2012) suggest that adequate performance feedback in the workplace helps to build responsibility, because employees and supervisors contribute to goal development, knowing your competencies, having a conversation on how to develop your career, and employee motivation. But some firms do not offer feedback.

Performance Management in Department of Animal Production and Health

Department of Animal Production and Health is a government organization and it contains various employees in different services. Most of the performances of the employees are measured annually and upper-level employees’ performances are measured quarterly.

                                    Figure 2: Benefits of continuous Performance Management

Conclusions

Employee evaluation has a helpful effect on their productivity. Feedback for employee performance was positively correlated with their productivity. A good appraisal system improves employee performance and motivation causing attainment of set goals of the organization. Employees could be updated on the feedback concerning their performance at the workplace. To have good work motivation, a manager needs to recognize employees’ good performance. Thus, employees get to be creative and more innovative.

 

References

Bloom, W., Dorgan, F., Dowdy, V. & van Reenen, M. (2017). Improving employee performance through appraisal and coaching (2nd ed.). New York, NY: American Management Association.

Brown, M., & Benson, J. (2013). Reactions to Performance Appraisal Processes. Industrial Relations Journal 34(1), 67-81

Baruch, Y. (2016). Self-Performance Appraisal Vs Direct-management Appraisal: a case of congruence. Journal of Psychology 2 (10), 7-14.

Jackson, S. & Schuller, R. (2012). Managing Human Resources through Strategic Partnership (8th ed.). Toronto, Canada: Thompson

Oluoch, O. and Oluoch, M., 2019. [online] researchgate. Available at: <https://www.researchgate.net/publication/338711776_Performance_Management_Practices_and_Employee_Productivity_at_State_Department_of_Labour_Kenya> [Accessed 22 April 2021].