Performance Management Plan
HRM/531
November 10, 2014
Performance Management Plan “A corporate strategy is one that determines what businesses a company is in or wants to be in, and what it wants to do with those businesses. “It’s based on the mission and goals of the organization and the roles that each business unit of the organization will play (Robbins & Coulter, 2012, p. 228)”. Performance management is the process that puts together aims, performances and development in a unique system, where the main goal is to assure that employee performances support strategic goals of the organization (Dessler, 2005, p. 310). Based on the company strategy goal, management should develop an organizational performance philosophy as guideline for the performance management framework. This philosophy is the performance that the company wants from all its’ employees. Performance management is not just the requirement from employers or managers; it should be a commitment from everyone that involve in the process. According to Cascio (2012), “performance management requires willingness and a commitment to focus on improving performance at the level of the individual or team every day (p. 333)”. In today business world, managing performance is inevitable. Unmanaged performance is random and chaotic and thus disastrous for organizations (Brumback, 2011, p. 182).
Effective Performance Feedback Effective performance feedback is an essential component in the employee growth process. The feedback provided by management allows the employee to make improvements when necessary, and accept praise for a job well done. To provide effective performance feedback it is important for the feedback to be administered by a manager whom is familiar with the employee’s work ethics. The information presented to the employee will be received better because the information is coming from a manager who has daily contact with the employee. The feedback should be given in a private setting such as a closed office or
