Performance Management

  Introduction With the current competitive business environment, organizations have to incorporate strategies into their business models to ensure sustained success over the long term. Furthermore, companies must engage in performance management, which, in addition to motivating innovation, serves the purpose of supporting employee productivity. A company stands to benefit from a well-designed Performance Management System (PMS) as it enables the organization to better utilize human resources, enhance organizational decision-making, and respond to shifts in the business environment. The following article integrates Jones et al. (1995) and Henderson (2010) alongside other contemporary research to discuss why companies need performance management and how it aids the growth of a business in a multifunctional manner.   Why Company Need Performance Management   Meeting Individual and Organizational Objectives Strategically important goals require performance manag...

  Introduction Performance Management Systems (PMS) are fundamental in integrating employees’ activities with the organizational objectives as well as boosting productivity and progression in value addition. However, establishing an effective PMS comes with its own set of obstacles. Many organizations remain operationally ineffective because of employees’ unwillingness, lack of leadership skills, poor formulating, technological hurdles, and prejudice during appraisals estimation and performance evaluation, which in return results in unaccomplished performance criteria and alienation.     Management Theories Regarding The Problems Of Performance Evaluation 1. Goal-Setting Theory (Latham, 2021)  Goal-Setting Theory claims that distinct and difficult goals will lead to high level of motivation and thus bettering of employees’ performance. Nevertheless, most organizations fail to establish clear, realistic and measurable goals which then leads them to such fru...

  Introduction  In the Digital Era, the use of AI systems and other advanced technologies in transforming business functions has greatly facilitated the management of performance in an organization. These systems are aimed at optimizing productivity of the workforce. Businesses are adopting AI-enabled systems for employee performance evaluation where feedback and HR functions are provided automatically. With these changes, organizations can improve the objectivity, efficiency, and strategic management of employee performance.   In this article, I will present the integration of AI and technologies in performance management efforts with the aid AI based theories that emerged and findings regarding the implementation of AI-based systems for performance management.   Integrative Perspectives on AI and Tech in Performance Management   1. AI-based Performance Management System (Schraagen et al., 2021)  In reference to Schraagen et al, 2021, per...

Introduction In any of the organization, leadership plays a significant role in the effectiveness of performance management systems and employee motivation. Leaders set clear performance standards, and also motivate, assist, and guide employees towards their full growth potential . Leadership fosters responsibility, organizational learning, and engagement, which are fundamental for personal and organizational performance.  This article attempts to comprehensively analyze the interface between leadership and performance management as well as motivation with the aid of Transformational Leadership Theory (Bass and Avolio, 1994) and Self-Determination Theory (Deci and Ryan , 2000). It also provides some leadership solutions that can be adopted by the organizations in order to promote high performance cultures.   Theoretical Perspectives on Leadership, Performance Management, and Motivation   1. Transformational Leadership Theory (Bass & Avolio, 1994) In a n...