Introduction to Employees Performance

An employee performance management system is means to ensure that the employee reaches
his maximum potential on the job.
Employee performance management system must take into account:
a) Recruitment of workers, as only workers with the right attitude and abilities can
perform well.
b) Training, which ensures employees have the skills and knowledge they need to do a
good job.
c) Reward systems which encourage workers to continue to perform well.
Managing the performance of individual employees is the job of managers and supervisors.
Every manager is responsible to manage the performance of his subordinates. However, it is
the responsibility of the human resource department in an organization to design the system
which will achieve this goal.
Employee performance management system clearly illustrate the shared nature of human
resource management. Human resource management specialist, sometimes with the
assistance of an external consultant, design the system to be implemented in their
organization. Compared to other human resource management sub-system, performance
management tends to cause more dissatisfaction and is more subject to frequent review as
employees try to find a better system. One of the most common complaints expressed by
employees is that their performance has not been fairly appraised. They may believe that
rewards have been given to employees who have not performed well and those who have
done good work have not been properly recognized.

Benefits of an Employee Performance Management and Appraisal System

It is a very normal process to appraise or evaluate workers performance. It is quite natural
for managers to have opinions concerning which of their workers are in dispensable which
are reasonable performance and which are underachievers. An employee performance
management system merely formalizes this natural process and make it more transparent.
The problems relating to performance appraisal is in the executions. Many staff evaluation
meetings deteriorate into a meaningless exercise simply because no useful information is
being exchanged.
3 reasons for this assertions are:
a) Many bosses only evaluate performance targets. The boss does not distinguish
between what has been achieved and how it was achieved.
b) Many bosses do not really observe their staff. Without adequate information the boss
cannot help the subordinate improve.
c) Many bosses are not honest with their staff. They are afraid to give a truthful
appraisal.
Organizations interested in best practise are constantly and actively looking for ways to
improve employees performance and motivate individual employees to achieve the best they
can. In order to be affective, performance appraisal must fulfil certain criteria. Performance
appraisal system should be formalize to ensure fairness the workers involved. Hence,
effective hospitality manager must provide performance feedback to their employees. A
systematic appraisal of employees makes it possible to achieve the following benefits:
a) Encourage the quality performance by rewarding those who do well.
b) Improve current performance by giving workers feedback.
c) Identify training needs.
d) Initiate fair disciplinary proceedings.
e) Provide a channel of communication between managers and their subordinates.