Agencies have many resources and tools which they use in order to accomplish their mission and goals that have been set forth. Performance management is one of the many tools used by agencies to help improve the overall effectiveness of the agency by involving their employees to understand their individual importance to the organization. There are five basic components of a performance management system which organizations must utilize in order be effective and successfully be able to achieve the organization’s mission and goals (Naff, Riccucci, & Freyss, 2014). According to Naff et al.,
Performance management involves a set of steps beginning with establishing goals and communicating these expectations to employees, developing employees’ …show more content…
Setting specific and attainable goals for the employee through a joint venture between an employee and manager is the first step to a performance management system. It is highly important that managers hold employees to certain standards or levels of achievement, recognize their accomplishment through intrinsic or extrinsic rewards, and provide effective and frequent feedback to avoid goal ambiguity (Naff et al., 2014). The second step of performance management involves the training and development of employees’ knowledge and skills. According to Naff et al., “Development is a broader term that includes training; structured on-the-job learning experiences such as coaching, mentoring, or rotational assignments; job shadowing programs; and education” (2014, p. 270). Often, organizations have a negative outlook on training and development as it can be quite timely and costly and not everything is able to be taught; however, it can be quite beneficial if evaluated appropriately by …show more content…
After discussing numerous options with her employees, the decided that a vote, based on some general criteria would be the most objective and fair solution to the dilemma. It was decided that the top four names voted on by the employees would then receive the nomination for a merit raise. After the vote had concluded, both her list prior to the vote and the list accumulated by the employees themselves were relatively the same, as the employees on each list were the same, just ranked in different positions on the lists. However, upon Dickson’s arrival to the merit raise meeting with her boss, she had been made aware that due to budget restrictions, only one employee would be receiving a merit raise this year instead of three, leaving her completely unsure on how to
Performance management involves a set of steps beginning with establishing goals and communicating these expectations to employees, developing employees’ …show more content…
Setting specific and attainable goals for the employee through a joint venture between an employee and manager is the first step to a performance management system. It is highly important that managers hold employees to certain standards or levels of achievement, recognize their accomplishment through intrinsic or extrinsic rewards, and provide effective and frequent feedback to avoid goal ambiguity (Naff et al., 2014). The second step of performance management involves the training and development of employees’ knowledge and skills. According to Naff et al., “Development is a broader term that includes training; structured on-the-job learning experiences such as coaching, mentoring, or rotational assignments; job shadowing programs; and education” (2014, p. 270). Often, organizations have a negative outlook on training and development as it can be quite timely and costly and not everything is able to be taught; however, it can be quite beneficial if evaluated appropriately by …show more content…
After discussing numerous options with her employees, the decided that a vote, based on some general criteria would be the most objective and fair solution to the dilemma. It was decided that the top four names voted on by the employees would then receive the nomination for a merit raise. After the vote had concluded, both her list prior to the vote and the list accumulated by the employees themselves were relatively the same, as the employees on each list were the same, just ranked in different positions on the lists. However, upon Dickson’s arrival to the merit raise meeting with her boss, she had been made aware that due to budget restrictions, only one employee would be receiving a merit raise this year instead of three, leaving her completely unsure on how to