Performance management

Organizational interest in performance management has increased as a result of competitive pressures, the influence of HRM and the individualisation of the employment relationship. Storey and sisson define performance management as 'an interlocking set of policies and practices which have as their focus the enhanced achievement of organisational objectives through a concentration on individual performance', the key elements of performance management are: = the creation of a shared vision of the organisation's strategic objectives = the establishment …

…allows employees to see hwo well they are performing and helps them to set new goals. Setting goals without establishing a way of measuring achieement if useless. Nevertheless, it is critical that there is not an overemphasis on quantity at the expense of quality. If well designed, goal-setting programs can be powerful tools for inceasing employee motivation and performance. An example of the Responsibilities, indicators, Goals(RIGs) approach to goal setting is shown in figure 8.17.