The paper 'Managing Human Resource ' is a wonderful example of a Business Case Study. Businesses competing with each other look towards tools and strategies where they can measure the performance of the organization so that comparison can be made and steps are taken to improve upon those. While organizations look towards comparing the performances through the performance they also look to evaluate the manner the employees have performed so that the future and steps in accordance with the employee with regard to promotion, incentives, and future pay decided.
Organizations thereby look towards using a different mechanism that helps them to provide a direction based on which the organizations can compete and ensure that they are able to develop a framework where they are able to grow. This paper thereby looks into the manner performance management and performance appraisal differs. This helps to find out the key characteristics which determine success for the organization and also helps to understand the common errors which businesses commit and needs to be reduced so that the business is able to grow and flourish. Difference between performance appraisal & performance management Performance management holds an important aspect for all businesses.
Organizations need to identify different methods that can be used to evaluate the performance of an organization. Performance evaluation is done as it helps to improve the efficiency of the organization. Since performance management looks to identify the manner in which the whole organization has performed thereby it concentrates on the macro level and looks to identify the performance of the organization on the whole. Performance appraisal, on the other hand, looks towards monitoring the performance of the employee on an individual basis so that the organization can determine the manner the employee has contributed towards the organizations.
This helps the organization is framing strategies for employees required in the future and also directs the management to decide the incentives, promotions, and other things associated with an individual employee. This has helped organizations to develop different tools that lead towards gauging the performance of the organization both on an individual basis i. e. micro-level and at the organizational level i. e. macro level. An important aspect here is that the collective performance appraisal of the employees helps to determine the manner in which the organization has performed.
Thus, performance appraisal helps in building the performance management of the organization and if the organization is able to ensure proper strategies that help towards the growth and development of the employees the organization on the whole benefits. Since performance management looks at the broader perspective and looks to evaluate the performance of the organization thereby increasing the role of managing the organizational function and ensuring the smooth flow of work. The organizing function of management sees that “ the managers organize for all the resources including human to see that the objective set by the business unit and planed accordingly are achievable” .
(Heather, 2009) The manager has to ensure that the employees are as per the requirement of the job. Training should be imparted to the needy and the project manager must ensure that business doesn’ t lack resources which will defy them from achieving their goals. For example, when an organization focuses on customer satisfaction it does it in different ways. Like the project managers ensure that the query departments provide the customer with the correct answer, the goods are good in quality and timely response to win them.
The project manager also has a role to review the performance continuously and any uncertainties should be brought up and care should be taken to reduce those. (Mind Tools, 2010) Thus, project management and project appraisal looks at a different aspect of the business but looks towards providing the same benefits as the goals of both are inclined and look towards the overall growth of the organization.
Garcia, R. 2008. Evaluating the organizational performance and social impact of third sector organizations: a new functional realm for nonprofit marketing. Conference Working Paper, Volume III
Heather, R. 2009. Four Function of Management. suite101.com, retrieved April 3, 2012 from http://businessmanagement.suite101.com/article.cfm/four_functions_of_management
International dimension. 2005. Managing Human Resource: Productivity, Quality of Work Life & Profits. 7th edition, The McGraw Hill Companies
Karimaa, A. 2003. Efficient Video Surveillance: Performance Evaluation in Distributed Video Survillence Systems. Turku University, Finland
Lupi, S., Verzola, A., Carandina, G., Salani, M., Antonioli, P. & Gregorio, P. 2011. Multidimensional evaluation of performance with experimental application of balanced scorecard: A Two Year Experience. Cost Effective & Resource Allocation. 9 (7), 12-32
Mind Tools. 2010. Project Schedule Development. Retrieved on April 3, 2012 from http://www.mindtools.com/pages/article/newPPM_71.htm
Performance Management. 2005. Managing Human Resource: Productivity, Quality of Work Life & Profits. 7th edition, The McGraw Hill Companies
Shaw, C. 2003. How can performance measured & monitored? Copenhagen, WHO Regional Office for Europe