The Performance Management System at Luminex Organization

A performance management system will help managers regularly review performance and identify problems early on. In most cases action can be agreed between the manager and employee to remedy any problems at the earliest opportunity. Performance issues can be varied and should not be confused with conduct issues.

Performance management can be defined as a systematic process, which helps an organization by improving the effectiveness of its

Performance Management is both a strategic (about broad issues and long-term goals) and an integrated (linking various aspects of the business, people management, individuals and teams) approach to delivering successful results in organisations by improving the performance and developing the capabilities of teams and individuals.

An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.

Performance management is essentially about creating a strong communication with the people around you in your working environment. It helps a manager monitor and assess how well their employees are

When looking at performance management it can be defined as (1) ‘a process which contributes to effective management of individuals and teams in order to achieve high levels of organisational performance. As such it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure it is achieved.’ We can see from this definition that managing performance is crucial to the overall performance of the organisation and meeting its goals and objectives. This process must then be strategic but also link other aspects of the organisation such as individuals and teams. As defined above, performance management is ultimately about achieving high levels of

Performance management is a tool that managers use to ensure that their companies remain at the top of their competitive edge. The Chartered Institute for Personnel Development (CIPD, 2008), defines performance management as a method by which individuals and teams are managed in a way that achieves high performance at an organisational level. The individuals within the organisation share an understanding of the achievement goals of the organisation. In order to achieve this, a general strategy is created, with each individual within the organisation understanding his or her role and requirements within such a strategy

Performance management is about creating a culture that encourages the continuous improvement of business processes and of individuals’ skills, behaviour and contribution. It is a repetitive process that is continually reviewed and is both strategic and integrated. It is about broad issues and long-term goals and integrated by linking various aspects of the business, people management, individuals and teams to delivering successful results in organisations. It does this by improving performance and developing the capabilities of teams and individuals.

The performance management process is a key component of an organisation overall approach to the management of its people. As part of the performance management system, performance management aims to achieve the following:

A performance management system should consist of planning, monitoring, reviewing and evaluating (Hrcouncil.ca, 2015). During the planning phase management should identify, clarify and agree upon expectations of the employee. Also, in this phase management needs to determine how results will be measured, agree on the monitoring process and document the plan for performance management. Furthermore, this step is imperative for management to identify and ensure the performance objectives are explicitly stated to the employee. In the development of this phase management would

A performance management system allows a business to maximize its efficiency through the sum of all its parts. Controlling employee’s behavior, maximizing employee efforts, and minimizing unproductive down town, is at the heart of a performance management system. In fact, according to Clardy (2013), “…a performance management system is the total complex of factors that trigger, channel, and maintain productive task performance.” (pg.1, para.2) Making sure employees are doing their job is no longer an efficient method of performance management. According to Cascio (2013), performance management can be thought of as a compass (pg. 332,

Performance management is the process of creating a work environment in which people are enabled to perform to the best of their abilities. Performance management begins when a job is defined and it ends when an employee leaves the organisation.

The implementation of a performance management system will allow managers to implement a goal setting process while periodically evaluating, coaching and rewarding their employees for the job that they have been hired to do. While participating in performance management meetings between managers and subordinates is not a pleasant environment, it is a necessary part of the corporate setting. If there is no formal performance management system in the workplace, the management team runs the risk of job performance and employee morale declining.

Performance management is a strategic and integrated approach to maintaining your employees’ success. The process involves ongoing coaching from the management team and the employee for setting goals which are achievable and will help the company fulfill their ultimate

Research has identified a gap amongst the managers and employees’ perception about performance management theory and its actual practice (Bratton J. and Gold J. 1999). In practice, most organizations do not employ the performance management process to its full capacity in motivating employees (Morris et al. 1991). Though in theory, the general acknowledgment that performance management is a tool used to promote employee understanding of its contribution to organizations strategic goals; while also ensuring that the right talent and skills are centered on the things of importance. Yet in practice, it is regarded as just a documentation phase that is used to fulfill basic organizational and statutory requirements (CIPD 2009). In simple terms, performance management can be described as a strategic part of human resource management; which is an all-inclusive process that aims to bring together various aspects including performance appraisal (Boxall and Purcell, 2003). Noticeably, an important aspect of performance appraisal is enhancing performance, which is a key element of organizational life and performance