See discussions, stats, and author profiles for this publication at: https://www.researchgate.

net/publication/347467623

EMPLOYEES PERFORMANCE MANAGEMENT PROCESS

Article · December 2020

CITATIONS READS
0 210

1 author:

Fatemeh Azizi Rostam

Islamic Azad University
42 PUBLICATIONS   31 CITATIONS   

SEE PROFILE

All content following this page was uploaded by Fatemeh Azizi Rostam on 18 December 2020.

The user has requested enhancement of the downloaded file.

 EMPLOYEES PERFORMANCE
MANAGEMENT PROCESS
Fatemeh Azizi Rostam, Assistant Professor, Psychology
Department, Islamic Azad University Islamshahr Branch, Iran
Email Id: fatemeh.azizi.rostam@gmail.com

Abstract

Today, the role of human resources has undergone many

changes. The focus of the strategies of this sector has shifted
to the macro-organizational strategy. In other words, the
human resources strategies have been aligned with the
macro-strategies of the company. Therefore, human
resources strive to improve employee performance
management, motivates them to participate in the
organization's planning and decision-making processes.

Keywords: Employee, Performance management,

Workplace

1
Introduction

All the main activities of human resources are in order to

develop the performance of managers and motivate
employees. It can be said that the role of human resources
has changed from evaluation to facilitator and empowered
and has become a turning point of the organization in
competition with other organizations. Activities such as goal
setting, continuous evaluation of employee progress,
receiving feedback, implementing staff development
programs, and designing a reward system are among the
duties of performance managers.

The employee performance management process begins

with the entry of an employee into the organization and ends
with the departure of the organization. Performance
management is a systematic system that improves the overall
performance of the organization by improving the
performance of individuals in a team framework. It is also a
tool for achieving organizational excellence, creating effective
communication, defining roles within the required
competency framework, and formulating achievable criteria.

2
According to armstrong and baron (1998), performance
management is a strategic and integrated approach that
improves performance and develops team and individual
capabilities to achieve successful results in the organization.

The term employee performance management became

popular in the early 1980s, when TQM programs reached
their peak to achieve excellent standards and quality
performance. Tools such as job design, leadership
development, training and reward systems were developed in
the new comprehensive framework alongside the traditional
performance appraisal process. Performance management is
a continuous process that takes place between supervisors
and employees throughout the year. A performance
management system consists of the following parts:

o Explicit job descriptions and employee performance

plans.
o Selecting the right people using a proper selection
process.
o Identify performance needs and standards, measure
results and overall productivity. Continuous
management evaluates performance and receives
feedback throughout the course.

3
 o Identify training and development needs by
measuring the results obtained.
o Implement staff development programs.
o Holding quarterly meetings to develop performance
and evaluate employee performance based on
performance plans.
o Design effective service reward and compensation
systems to identify top employees. Support for staff
career development.
o Understand the reason for leaving employees and
thus managing to leave the organization.

Result

As a result, employee performance management can be

considered as a proactive system that manages employee
performance in order to achieve the goals and performance
of the organization. In fact, it creates balance and integration
between organizational and individual goals to achieve
excellence in performance.

4
Conclusion

o The process of managing employee performance

aligns the personal achievements of employees with
the mission and vision of the organization.
o Awareness of employees of the importance of running
jobs to achieve organizational excellence.
o By setting clear performance expectations that
include outcomes, actions, and behaviors, it helps
employees understand their expectations outside of
their job.
o Receives feedback regularly. Therefore, they identify
issues in the preliminary stage and take corrective
actions.

References

1. Amiri, Mohammad. A Study on Performance

Management as a System in BG Shirke Construction
Technology Company Ltd, Pune. Diss. Bharati
Vidyapeeth, 2016.
2. Armstrong, Michael, and Angela Baron. Performance
management: The new realities. London: Institute of
Personnel and Development, 1998.

5
 3. Amiri, Mohammad. "of Book: Performance
Management as a system in." (2017).
4. Amiri, Mohammad, and Alireza Nobakht.
"Performance Management: An empirical Study of
selected manufacturing organizations in Pune,
India." Training and development 35 (2016): 81.
5. Teoh, Siew Hong, Ivo Welch, and Tak J. Wong.
"Earnings management and the long‐run market
performance of initial public offerings." The journal of
finance 53.6 (1998): 1935-1974.
6. Tseng, Ming-Lang, et al. "Data-driven sustainable
supply chain management performance: a
hierarchical structure assessment under
uncertainties." Journal of Cleaner Production 227
(2019): 760-771.

View publication stats