INTRODUCTION
We are living in a world that is evolving on a daily basis, hence organizations willing to succeed in such a world, must consider its innovative points, especially when it comes to technology, otherwise they will be left behind and will eventually perish.
Every entity’s primary activity would be to sell, whether goods or services; it all comes down to sales, and there are competitions between those entities because they have different Managements, Cultures and Performance evaluation policies which leads them to have different profitability outcomes.
Every entity has a goal and to reach that goal, every single member of the entity is required to meet their responsibilities and perform their tasks diligently and with due care.
This leads us to the topic we are tackling in this essay, “performance management” within entities.
Performance Management is defined as the process of drafting a work atmosphere or setting in which individuals are given the opportunity to perform to the best of their capacities (Werner, 2017: 279).
The topic will be discussed with an open eye to 3 aspects; Strategy Implementation, Culture Changed and Human Resource Systems. We will:
Discuss strategies that can be implemented within an organisation in order to keep the organisation successful and profitable through every member’s performance, skills and over all collective influence, as well as the consequences of bad evaluation and which measures can be incorporated to prevent or mitigate
Discuss the impact that Culture Changed within an organisation will have on the performance of the members of the organisation, and
How performance management interlinks with Human Resource within an entity and also further discuss the advantages and disadvantages of performance Management and establish whether or not performance management is essential
STRATEGY IMPLEMENTATION
Strategy implementation is all about clearly outlining step by steps the process that might be used by an organization to reach certain desired goals (Postner, 2012: 233).
Performance Management is not an enjoyable feedback process that employees like to have.
Therefore as an organization, we need to come up with some strategies to make everyone's performance successful.
As a group, we decided to base our focus on the strategy performance appraisals, which simply means the evaluation of employee's performance and see if the individual's abilities can beneficiate toward the growth of the entity.
In addition, performance appraisal, can cause the company legal issues from a dissatisfied employees when is poorly handled.
When conducting a good performance appraisal process, or evaluation process, the manager needs to consider setting clarified and specified performance expectations for each employee and give periodical feedback about the employees’ performance comparing them to company goals. (Gul and O’ Connell, 2013:33)
However, what would happen if the employers could stop supervising and appraising their workers, they ask? They could probably be creating a workplace that has no mission and vision and creates workers that are demotivated and discouraged. (Tar and Falcone, 2013:39)
We further look at the outcomes of not having performance ratings and where employee’s performance is rated the same:
• Employees Could Leave Work Due to Unfair Results:
If employees do their job well and then feel like they were unfairly evaluated by manager of which decreases motivation. Even if they don’t leave the company, they might end up being reclusive, hence why managers should treat employees fairly and provide them with fair results. (Tar and Falcone, 2013: 45).
• Employees may Lose Their Self-Esteem:
Employees who were unfairly evaluated will lose their self-esteem, which can cause them to hate the organization, therefore managers should always evaluate fairly at all times.
• Resources Are Wasted :
It takes time to prepare for an annual review, especially when it’s quite clear that employees haven’t been performing. A constant performance management review takes time and it’s quite costly but it gives us a great set of results, therefore the company should have a certain period of which they choose to do performance reviews and employees should be notified. (Autunes et al. 2010:11)
• Employees become Less Motivated :
When employees feel like they are not appreciated or unrecognised within the company, they become demotivated to do any work, which in the end results in a decrease in performance rates, and therefore managers should always applaud good work and give some sort of reward.
• Job Satisfaction Decreases and Employees become Tired:
If the performance management system is biased and invalidated, employees are more likely to become disgruntled and exhausted of their duties.
• Increased Legal Risk:
Giving negative appraisals without anything to prove poor performance claims can be very risky legally, because in most cases, employees who feel that they have been unfairly assessed can take your company to court. (Autunes et al. 2010:09), therefore managers should always make sure that they can back up performance ratings to improve work performance.
• Managers involuntarily have to give up Resources:
Managers have to allow peer to peer reviews based on annual performance. Basically, the organization will involuntarily have to go on pause and postpone goals until the yearly reviews get accomplished. (Gul & O’Connell, 2013:33)
• Failing to Set Objectives Causes an Unfair Process:
Without any objectives for employees’ performance in their roles, employees will be unaware of their expectations, therefore they won’t be knowledgeable to what justifies good/bad performance, so managers should ensure that clear objectives are set in order to make the process fair.
To sum up this question of performance management based on the strategy implementation that can be used by an organization to better the performance of its employees, we once again disagree with rating everyone the same hence the performance appraisal shall be used carefully to get an individual evaluation for the reinforcement of the organization in terms of its production.
CULTURE CHANGE
Coming to this part of the essay, which we also decided to conduct a questionnaire survey to get more opinions to the question, we are being asked to discuss the statement based on performance management by referring to culture change.
As mentioned in our main introduction, Performance Management, on one hand, is known as the process of drafting a work atmosphere or setting in which individuals are given the opportunity to perform to the best of their capacities (Werner, 2017: 279).
According to the same author, it is an entire work system which starts when a job is defined and applied through out an individual’s performance (Werner, 2017:279).
Culture on the other hand, refers to the lifestyle or a system of tradition that controls the idea and action of a given group of human beings in society (Domatob, 2011:78).
In addition to the definition, we are confronted with difficulties that need modification, renewal, and dismissal of some of the elements of our culture. This process is called Culture Change, from which we are being asked to give up on our routine way of doing things and adhere to a new and unknown culture (Domatob, 2011:86).
It is all about integrating to a new system different from the previous. It is not an easy task at all, therefore Performance Management is required in order to evaluate whether the organization has reached its goals and objectives or not (Demartini, 2014:153).
For instance, it will not always be an easy task for a former ABSA employee to quickly adapt to the way Standard Bank deals with its customers. Both banks have different strategies and systems hence training might be required at some stages in order to adapt to a new culture different from our previous.
According to Domatob (2011:89), Culture Change will always be a tremendous issue and challenge that some organizational employees will have to face. It is difficult to change the habit we have been acting for a certain period of time, hence motivation shall have to take place.
Managers need to always motivate their new and former employees to perform well at work or elsewhere (Demartini, 2014:162). Working in a culture we do not know and understand will result in us failing to fulfill our daily expectations and tasks.
Another example of culture change will be the world in which we live in today. The 21st century has come up with some interesting and amazing technologies that force and allow many organizations out there to better the promotion of their products and services.
Social media channels like YouTube, WhatsApp and many more, facilitate organizations daily work, hence a culture change might be observed to some employees not familiar with the technology and once again performance management will be of importance in this instance to make sure that the technology is being used correctly and to the organization’s benefit. (Bentley & O’Brien, 2017: 37)
Some organizations are used to the very old way of handling work related tasks hence a change might be expected in those organizations or else they will perish (Rausch, 2013:44).
Therefore, to see and understand that we have fully integrated to a new culture, we need to be evaluated and supervised. This can be achieved daily or weekly by an appointed supervisor who must be a prerequisite to all departments within the organization.
We believe that as an organization, we are expected to provide training to our employees, whether new comers or current. We need to provide development and guidance to our employees and the expectation that the individual shall perform according to acceptable performance criteria (Rausch, 2013:53). We need to regularly measure performance with the aim of improving the latter so that the organization meets its objectives and goals.
Performance Management is key to any organizational improvement (Postner, 2012:77). We can only be able to improve our level of performance if we are being managed and supervised to see whether we are doing well or not, and also repetition is important.
People need to adapt to and understand their environment in order for them to like it. Just like students need to like their courses of studies in order for them to pass them with good and acceptable marks. The opposite will result in a failure.
Regarding the standard rating question, in which we were asked whether everyone should be rated the same in order to avoid performance management which most employees dislike , we totally disagree with everyone getting the same rate. It is so unprofessional to give a high mark to someone who does not deserve it. Stupid and lazy employees need to be picked up and rated accordingly.
For instance, in a classroom of ten pupils, we do have unintelligent pupils and intelligent ones, therefore it will be so unfair to rate both categories the same. Each and everyone of them should get an individual mark in order to allow the teacher to evaluate and see where improvement is needed in order to bring the dumb pupils to the same level of understanding as the intelligent ones.
In addition to this question, as mentioned above, we also conducted a questionnaire survey from which we gathered more and different views from different individuals as to whether performance management is needed in an organization or whether everyone should simply get rated the same or not.
98 percent of people, that we approached, are sharing the same point of views as ours, meaning that we need to have individual evaluation within the company to help understand who amongst us need to better their level of performance.
To close up this culture change statement, we would like to add that, it will definitely be a disaster and a very bad idea for managers to discontinue managing and evaluating their subordinate’s performance.
We need to be evaluated to see whether we understand the culture or system we are working into. We also can not rate everyone the same as the result will not be accurate enough. It will be difficult to know the employee of the month for instance.
We need to know who deserves the best rating within the organization and who needs to improve in efforts to achieve the organization’s goals and objectives.
Individual employee rating is crucial to any organization willing to change the culture of its employees and improve their performances.
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HUMAN RESOURCE MANAGEMENT ASSIGNMENT CULTURE CHANGED QUESTIONAIRE SURVEY / UNIVERSITY OF JOHANNESBURG
Interviewees First name & surname Profession & company name Email address
1 Sainclair Misandji Admin – Orpheo
Jewellers saintelizabethmisandji@gmail.com
2 Thierry Omatuku Project Engineer – OL
Engineering and
Services Thierry.omatuku@olengservices.com
3 Juresse Lokosha Creative Director at Pro-
Inventio Graphic
Design and Multimedia jlokosha@gmail.com
4 Reginald
Mtetwa
Jbulani Senior Quantity
Surveyor - Fortem rmtetwa@yahoo.com
Topic: Performance management
As it was mentioned earlier while discussing the performance management with regards to
“culture change”, we have conducted a questionnaire survey as an additional approach to get more insight on the topic. 4 individuals who are employees from different entities were able to share their views and opinions based on the questions we asked below, and that allowed us to make some conclusions and understand performance management from their perspective.
QUESTION 1:
Should every employer evaluate, rate and manage its subordinates’ performances? Kindly provide a reason to your answer, whether yes or no.
• Sainclair Misandji: Yes, as this assist employees and employers to either maintain or improve the level of performance.
• Thierry omatuku: yes, it is good for manager to rate his staff to make them competitive by providing them awards which will lead to the increase of productivity of the business
• Juresse Lokosha : Yes, because it helps both employer and employee to identify the areas that need more improvements for better performances. It will create in addition fair performance standards so the employer and employee will be able to deliver a performance that is acceptable
• Reginald Jabulani: Evaluations help Identify areas of improvement and enables employers to provide the appropriate training and resource for the employees to undertake their work efficiently and effectively.
QUESTION 2:
What would happen if the performance of the employees is no longer evaluated by the employer?
• Sainclair Misandji: the employer will not be aware of weakness areas within the entity and its employees. The employer will not be aware of areas that require change or improvement.
• Thierry omatuku: employees will not perform and will not feel motivated to do the right job at the required time and it might lead to the loss of customers
• Juresse Lokosha: The employees will not be aware of the standard of works that they need to deliver as well as what is considered as acceptable performance, and this will lead to a lack of efficiency and improvements in the services.
• Reginald Jabulani: inefficiencies would occur due to lack of identification of the employees’needs
QUESTION3:
Should every employee receive the same rating? Give a reason to your response
• Sainclair Misandji: No, because each employee is different; for instance, each employee has completed different levels of education. Each employee performs a different task or duty.
• Thierry Omatuku: No, because the performance is individual and every employee have his own strength and weakness, and therefore there will be those among them who are excellent and others who are just good.
• Juresse Lokosha: No, because each employee responds differently and has different opinion to a certain question or matter therefore the rating shouldn’t be the same.
• Reginald Jabulani: No, as they should strive to improve their rating and competition brings better performance
QUESTION 4:
What impact will “culture change” have on the performance of your employees within your entity?
• Sainclair Misandji: culture change within employees helps them understand one-another and by understanding one-another, individuals are able to work together smoothly
• Thierry Omatuku: Given that a culture within an organisation is the manner of doing things, when it changes, it might have a positive and a negative impact on employees and it is up to the whole organisation to turn the negative impact into a positive one.
• Juresse Lokosha: Culture change will improve a better relationship between coworkers and that will help them to be more productive.
• Reginald Jabulani: Culture change often shocks the employees but should not always be viewed as negative. If the change leads to overall company improvement, then it is warranted and necessary for progression and growth
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HUMAN RESOURCE SYSTEM
Human resource management systems that build up characteristics of an individual and collection of a worker that impact business efficiency ( Katou and Budhwar, 2015,p.247). The primarily HRM system that impacts personnel is an inability to work, secondly the system that impact is inducement and lastly the impact HRM system that impact workers a chance to achieve. Skills, abilities, and knowledge the impact to the development of workers motive to work also the involvement of cultural HRM focus of resourcing using this HRM system.
According to ( Katou and Budhwar, 2015, p.247) The department involving the remuneration build up employees to work while ensuring commitment, attitudes of motivation and satisfaction. All these three systems can impact employees indirectly and directly on all the results of workers attitudes, skills, and behaviors.
The personnel skills function
The mass of workers resources and abilities of a business relay selectively on personnel development and resourcing. The performance and for balancing competitive advantage can rely on the argument that training and staffing is the focal point of the process pointing directly and building the required skills ( Katou and Budhwar, 2015, p. 248). Existing worker resources and abilities increase new skills that employee and group training and development may be recruited. Adding new personnel skills and capabilities is an outcome to make future business productivity. Other than recruiting and development, remuneration, incentives and motivation, and job design are thought to make a positive impact on personnel skills.
The personnel attitudes functions
Behaviors and worker attitudes normally rely on procedures and practices the business is recruiting. Development and training can also send communication to workers that are primarily the interest of the business to have personnel to extend their stay in the firms. Going onwards, incentive schemes made for personnel remuneration on returns can be obliged employee attentiveness and inline with employer attentiveness ( Katou and Budhwar, 2015, p. 249).
The personnel behavior function
The information above to personnel, that resolute, can be explained into personnel behaviors regarding employees extending their stay with the business and to refrain from absenteeism. Personnel attitudes that have positive adjustment to work effectiveness theory are mainly one that impacts business effectiveness. There's no work that would be with the business environment if they not happy, also if they are increasing their knowledge and skills.
Performance management can be used in human resource management using performance appraisals. Performance appraisal which means to evaluate worker features that one needs to obtain Erasmus B.J et al (2013:321) are as follows:
● the worker accomplished good exceeding job expectations
● followed the expectations of how the job should be done
● or did not follow how the job should be done or accomplished
According to (Gorman et al., 2017, p.194) Evaluation management is the rating of the team or an individual in the organization. Performance management in human resources is also known as Performance reviews, performance evaluations, worker ratings, and results appraisals. Human resource segments are accountable for creating and evaluating the performance of many organizations. For instance, lower management or supervisors do a vital part in evaluating these employee ratings. Therefore it is crucial for lower management to engage in such a series of measures in the designing phase.
An evaluator has a chance to look for workers’ productivity for a certain time frame. Erasmus B.J (2013:321) says this provides a chance for numerous unique options of evaluations such as the first line managers, second in command, colleagues and the employees specifically, consumers and groups. Rating management is different actions or norms that increase the evaluation of a team or an employee (Gorman et al., 2017, p.194). Some organizations go as far as to rate or evaluate the accuracy of the training provided by human resources in management in the form of skills development of employees. Organizations also use competency models which are skills, capabilities, and traits to make a vivid selection on which are those who can be renowned as top achievers in the work environment.
It is also known that organizations which did not use competency modeling in employee ratings are decreasing in the effectiveness of potential in their systems. The human resources system has to ensure that employee evaluation has to be fair if the organization regards the evaluation to be a success, if not the employee will highly disregard the evaluation if it seems to be unfair. It is vital that human resources management has a certain way to measure or evaluate a team or person. Erasmus B.J ( 2013: 321) finds that employee rating collaborates and compares performance results with numeric impartiality.
Disadvantages of Performance Management Advantages of Performance Management
● The staff could terminate employment because of unfair outcomes
For instance, if a worker performs exceptionally well and examined in a way that is unfair they will be no motivation and they might leave the organization.
● Reviews which are fabricated in terms of information about the employee
Without equipment to review how staff performs shows visible results that there will be no consistency and truth. And their seniors could provide information which is inaccurate about their staff.
● Workers can lose self-confidence
Workers who establish that they are assessed in a manner that is not fair may lose their confidence.
● There could be a waste financial planning and period consumed to make such performance appraisals
Planning for job appraisals is time-consuming also requires money in order to run it (Lotich, 2019). - Embraces and creates accountability
Everyone knows what is expected from and how I is expected and when, clear marked guidelines and job duties are not only communicated verbally but also documented in the biding contract
- sets requirements expected for the worker by the employer enabling cohesiveness , allowing smooth operation of business operating like an oiled machine
Enables marginalized performance objectivity and transparent employee / employer relation
- Creates loyalty
When employers recognizes and rewards hard work pure based on merit, than employer feels more welcomed and appreciated.
- Employee retention
The more valued the employee feels the less likely they would seek alternative employment, must have a win win relations to ensure retention
- Enables consistency
The harder an employee works the bigger the benefits and the better the benefits as well.
- Reduces conflicts and saves a lot of time
The less conflicts, than less time and money will be spent on mitigating the issue at hand,
- Communication barriers are broken due to formalization between employees
Allows open door relation from top managers to down subordinates, thus building trust and a sense of belonging
- Achieving commitment
Creates employee to employer loyalty and employer to employee gratitude,
- Focusing on results
Positive results should be the main focus in the daily output of the establishment, positive advantage of performance management guarantees enables you to keep the eye on the end preset result
- Client focus
Clients are the core of any business establish and when perspective business structures are placed focusing on clients than they become key motivator in our day to day performance objective
- Recognizes hard working individuals
Thus enabling Performance management by Human resources, which makes you question if whether HR is a must have or not……????
outcome – HR performance management is a must have, reason being it assists in the overall structure of the organization, building a reputable entity by clearly outlining rules, procedures, and standards needing to be adhered tot to ensure manageable development
(Bhattacharyya, 2011: 34)
In order for anyone whether know ledged or not, to fully grasp and understand whether “performance Management: as a whole dynamic is necessary (if so how and to what extend) or not, must firstly understand what “Performance Management” is and what necessary tools we need or needed to propel it so that it is of a valuable tool for all involved, ….where do you begin, the beginning
Performance Management existence is solely structured around all cooperate individuals (regardless job title) being managed on their performance to enable collective cohesiveness for the better gain of the entity. One of HRs main functions is to establish certain procedures, process aligned with that of Labour Law to maintain fair and equal relations.
Human resources is a department within a registered business that predominantly exists as its primary function is to carry the full responsibility of things worker / work related. This includes however not limited to the recruiting process , vetting legislation , hiring process , promoting , compensation and company benefits , onboarding, training, development and firing of employees.
Performance Management is a collective mutual understanding on how individuals can and should contribute to the organizations overall goal and objective while aligning the workflow, meantime building competencies , improving employee performance and development, while driving towards better business results, to the gain of each worker directly or indirectly related.
In conclusion, human resource systems has to be achieved using skills, abilities and knowledge, which impact on the development of workers with the motive of the involvement of human resource systems. Skills development function has proven to increase employee job function since it provides inadequate skills for the organisation to provide job satisfaction and trust through the organisation.
Employees personnel attitudes function also play a huge role in employment performance management in terms of interest of the business by employees extending their stay in the organisation since that positive attitude provides a good result in employment loyalty. The personnel behaviour function also plays a huge role since it prevents employees from job absenteeism. Behaviour function also aid on positive judgement to work effectiveness theory which is mainly the primary purpose of effectiveness.
CONCLUSION
To sum up this entire essay based on performance management, we would like to add that, strategy implementation, which provides steps on how to come up with a good organisational performance management programme, we found out that performance appraisals prove to be useful in the utilisation of job rating achievement.
Also that management has to consider setting, clarified and specified performance expectations for each employee and give periodical feedback in order to be successful by comparing to company goals (Barnds 2018:20).
Culture changed, on the other hand, plays an important role which could be a terrible disaster and give bad idea for managers to discontinue managing and evaluation of subordinates performance. In addition they are need to be evaluated to see whether we understand the culture or system we are working into. Provided we can not rate everyone the same results which can not be accurate enough.
We will also yield on not knowing which employee stood out within the month. We need to be aware about who deserves the best rating within the organisation and who needs to improve his or her efforts to achieve the organisations goals and objectives. And employee performance is crucial in all businesses to change the culture of its employees and improvement of their performance.
We also concluded that human resource systems has to be achieved using skills, knowledge and abilities which can impact on the development of workers which is the motive in involvement of human resource systems. Skills development also shows that there is an increase in job function which aid on inadequate skills in the organisation and proven to give job satisfaction and trust. The personnel behaviour which is a vital role since it prevents employees from absenteeism . Positive judgement can be obtained through work effectiveness theory which is the first priority in purpose of effectiveness.
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