Performance
is the results of work quality & quantity achieved by the employee under
the given standards & criteria (Hay group ,1995) . Performance show the level of
success of the employees on duties & responsibilities assigned. Higher level of performance rates of employees,
will bring the organization to higher level in productivity, profitability
& growth (Hay group ,1995)
According to Armstrong (2017) performance is the ‘outcome of three determinants’:
- Facts and things
- How things are done
- Motivation to do them
The continuous process of improving
performance by setting individual teams and goals which are aligned to the
strategic goals of the organization, planning performance to achieve the goals,
reviewing progress, and developing the knowledge, skills and abilities of the
people.’ (Armstrong, 2017 p.391)
Performance
comes from the word job performance or actual performance which means work
performance or actual achievement achieved by someone (Hay group ,1995) Definition
of performance (work performance) is the work quality and quantity achieved by
an employee in carrying out his function in accordance with the
responsibilities given to him (Hay group ,1995)
According to (Al Mehrzi and Singh, 2016) Performance is the result or level of success of a person as a whole during a certain period in carrying out tasks compared to various possibilities, such as work standards, targets or predetermined criteria that have been mutually agreed upon. Furthermore (Yang et al., 2016) state that performance is basically what employees do or do not do. Performance management is the entire activity carried out to improve the performance of a company or organization, including the performance of each individual and work group in the company.
According to Shmailan, 2016, employee performance is an action what employees do in carrying out the work done by the company. Performance in carrying out its functions is not independent, but always relates to employee job satisfaction and the level of reward given, and influenced by individual skills, abilities, and traits.
References
Armstrong, M. (2009) Armstrong's Handbook of Performance Management: An EvidenceBased Guide to Delivering High Performance. London: Kogan Page Publishers.
Ahmad, S., &Shahzad, K. (2011). HRM and employee performance: A case of university teachers of Azad Jammu and Kashmir (AJK) in Pakistan. African Journal of Business Management, 5(13), 5249.
Abdallah, A.B., Anh, P.C., & Matsui, Y. (2016).Investigating the effects of managerial and technological innovations on operational performance and customer satisfaction of manufacturing companies. International Journal of Business Innovation and Research, 10(2), 153-183.
Gruman, J. A., & Saks, A. M. (2011).Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136.
Rachmaliya, N. S. &Efendy, H. (2017): Analysis of employee performance, organisational culture, work satisfaction and organisational commitment. Human Resource Research, 1(1), 2329 – 9150
Rachmaliya N.S, Doctoral Program, Human Resource Management, Jakarta State University
Tamuomebi M, ( 2020) Work-life balance & employee performance , A literature review, River state university , Nigeria.
Utin Nina Hermina, Sri Yanthy Yosepha , 2019, 9(3), 69-73 , International Review of Management and Marketing ISSN: 2146-4405 , Universitas Dirgantara Marsekal Suryadarma. Indonesia
Hi Saliya, agree with the article. A series of activities designed to ensure that the organization get the performance it needs from its employees can be defined as performance management and it needs modern management approach (Johnson and Kaplan,1987).
ReplyDeleteHello Nilushi,
ReplyDeleteThank for the feedback & It is well said that, Modern management approach is one of major effective model to apply on employee performance management .
According to (Al Mehrzi and Singh, 2016) Performance is the result or level of success of a person as a whole during a certain period in carrying out tasks compared to various possibilities, such as work standards, targets or predetermined criteria that have been mutually agreed upon
DeleteHi Saliya , Agreed with you , Performance management is now widely accepted as a natural management process that focuses on managing individuals to align with organizational goals through employee-defined measures, skills, competency requirements, development plans, and results in delivery, all of which help to keep employees motivated.
ReplyDelete(Armstrong and Baron, 2005).
Hello Maheshi,
DeleteThank for the feedback & According to Shmailan, 2016, employee performance is an action what employees do in carrying out the work done by the company
Hi Saliya. I agree with the content of the post. McCarthy and Garavan (2001) suggest employees must receive continuous feedback and assistance on their own performance, as well as opportunities for growth and development in their roles. As a result, they argue, successful performance can only be achieved if each section manager fully understands how to encourage and give enough learning and development tools.
ReplyDeleteHello Ashanthi,
DeleteThanks for the feedback & Furthermore (Yang et al., 2016) state that performance is basically what employees do or do not do. Performance management is the entire activity carried out to improve the performance of a company or organization, including the performance of each individual and work group in the company.