Evaluation of Performance Management-Free-Samples for Students

Questions: 1.Provides a thorough and detailed evaluation of his/her performance management approach as a manager, and his/her personal style that is most important in executing this role effectively. 2.Provides a thorough and detailed explanation defending why these are important skills for ensuring the success of a Performance management program. Answers: 1.Detailed evaluation of performance management approach as a manager: Employees in organization will not have improved performance if managers for helping them to accomplish their goals do not possess necessary skills. Role of managers can be executed in an effective way when the personal style incorporates some skills. Some of the skills that a manager should have for enabling employees to achieve their objectives and goal within organization are serving as coach, mentor, observing and documenting the employees performance effectively, conducting constructive and useful performance discussions and review and proving any negative and positive feedback (Buckingham Goodall, 2015). It is essential on part of managers to establish a good coaching relationship with their employees. This is so because using this particular approach will help in enhancing interactions between employees and managers so that they take deep interest in solving employees issue. When the cultural background of superior and subordinates are not similar, creation of trustworthy and helping relationships becomes essential (Aguinis, 2013). Managers should also develop a feedback system that helps them in gaining information about current employees performance and assisting employees to fulfill their objectives in event of poor performance. Employment of such systems will also help in introducing disciplinary process, as this is a good system of performance management. Manager should also ensure that there are periodic discussions on performance review. A good strategy of coaching adopted by managers act as a learning opportunity for delegating action to employees and setting clear goals (Buckingham Goodall, 2015). 2.Detailed explanations about importance of skills for ensuring performance management program success: The success of performance management program is dependent upon the skills of managers. Possession of skills such as mentoring and coaching by managers will their employees in providing regular transparent and open feedback. It will also help in establishment in clear linkage between compensation given and performance of employees. Skills of managers help employees in enhancing their careers within the organization. The creation of good rapport between subordinates and supervisors would enable exploring the reasons behind the performance deficiencies of employees. Moreover, a clear and regular communications about the results and performance will be generated if managers are able to involve themselves in discussion with subordinates. Skills of managers to observe employee will help in diagnosing the problems behind performance as it helps in determination of course of actions (Cascio, 2014). Furthermore, persuading style of managers contributes to employee development by way of align ing the individual goal with the goal of organization. Developmental goals of employee are achieved by ability of managers to identify strategies and resources. In addition to this, the ability of managers to accurately document the performance helps in supporting their evaluation and the outcome of evaluation is free of mystery. Consequently, the evaluation forms the basis of acceptance of decision and trust promotion between employees. Programs of performance management incorporating developmental activities lead to better planning for future. One of the complex cognitive tasks of managers is evaluation and observing of developmental activities and documentation practicing will help in keeping the program free from memory related errors (DeNisi Smith, 2014). Therefore, the success of performance programs is determined the capabilities and skills of managers. References list: Aguinis, H. (2013). Performance management (3rd ed.). Upper Saddle River, NJ: Prentice Hall. Buckingham, M., Goodall, A. (2015). Reinventing performance management.Harvard Business Review,93(4), 40-50. Cascio, W. F. (2014). Leveraging employer branding, performance management and human resource development to enhance employee retention. DeNisi, A., Smith, C. E. (2014). Performance appraisal, performance management, and firm-level performance: A review, a proposed model, and new directions for future research.The Academy of Management Annals,8(1), 127-179