The paper 'Measuring Employee Performance' is a great example of a Management Case Study. Performance in an organization and the follow-on effectiveness and efficiency can just be realized when employees are consistently evaluated and measured. The failure of the organizations to incorporate an effective performance measuring approach has hampered them from attaining a competitive edge that they need more than in the past (Forth & McNabb 2008, p. 106). Employee performance measurement is developed to evaluate an individual’ s work to the company. Islam and Rasad (2006, p. 106) argued that individuals’ performance against company goals reflects whether the company is fulfilling its objectives.
Some companies have failed to reach their goals because they do not understand how much every employee can contribute towards the set goals. Organizations ought to be given much attention as it forms the basis for organizational training. Liu et al. , (2007, p. 507) claimed that it is from performance measurement that the management will dig what affects employees and recommend for training. Based on the information, this essay discusses the topic “ measuring employee performance” . To put this discussion into perspective, the essay will define what measuring employee performance is and review similarities and differences, strengths and weaknesses, and identify the gaps within the literature about the topic. Overview of employee performance Aguinis (2009, p. 3) defined employee’ s performance as the degree of input a member of an organization contributes towards the realization of organizational goals.
In a nutshell, it is the effort the employee puts towards realizing the goals of the company. The effort could be excess of or below the expectation of the manager. Aguinis (2009, p. 7) employees’ performance needs effective management to realize the desired results.
Such management is done on the basis of establishing a measurement system which comprise indicators, tools, and processes which are selected and best suit concrete circumstances and certain attributes of the organization. In addition, performance management which is of emphasis on contemporary organization and management practice and theory majorly is based on staff as the pillars in building new input in form of products or services within the organization (Cokins 2005). Islam and Rasad (2006, p. 169) contended that the performance of an employee is normally complemented by McKinsey’ s seven 7S model elements such as structure, systems, strategy, style, skills, shared values, and staff.
However, the performance ought to be measured as stated to ensure the company has the right employees to steer the company to achieve the desired goals. Similarly, the performance is required to understand why the company is performing or why it is failing and what should be done to improve employee’ s performance (Obisi 2011, p. 12). Therefore, an employee’ s performance is defined as a practice that entails purposeful stock-taking of the company’ s success, which staff has attained in performing tasks assigned in a bid of fulfilling the set goals within a time frame.
Employee performance appraisal measurement has been in practice for many years by some companies. Although the performance measurement approach has been deliberated by several people, it is still concerned by some experts as an inseparable element of management practice (Islam & Rasad 2006).
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