The paper "Performance Management for Omega Inc" is a wonderful example of a case study on management. Aguinis (2009, p. 3) defines performance management as a continuous process designed for identification, developing, and measuring the performance of teams and individuals and aligning the performance with the organizational strategic goals. It is worth noting that the key to the definition of performance management is the continuity and alignment with the organizational strategic goals. For instance, if a manager or a supervisor may fill a form once annually because it is a ‘ requirement’ by a human resource manager, then this will not be taken as a continuous process.
Robbins et al (2012, p. 444) add that the performance management system requires the manager to understand if their employees’ performance in their jobs is effective and efficient. Thus, it involves the establishment of performance standards that are employed in the evaluation of the performance of the employees. Aguinis & Kraiger (2009) identified the following as the purposes of a system of performance management; strategic, administrative, developmental, communication, organization maintenance, and documentation. Strategic purpose involves linking the goals of an organization with individual goals thus, reinforcing the attainment of the organizational goals.
Administrative purposes make this system a source of useful and valid information for decision making in regard to employees such as promotions and identification of poor performers. The communication purpose of the system allows informing the employees on how they are doing, learning about the expectations of the management, and getting information on areas requiring improvement. Developmental purpose includes feedback in order to improve performance. Organizational maintenance leads to yielding information about the current employee’ s abilities, promotional potential, and skills among others.
Documentation purpose ensures yielding of data which is essential for making administrative decisions. Grote (1996) refers to the performance management system as an outgoing and continuous process or a cycle that consists of the following stages or components: prerequisites, performance planning, execution, assessment, review and renewal, and re-contracting. The performance management process is aimed at improving the productivity of the organization and employee growth among others.
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