Performance Management Literature & Language Essay

Performance Management
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Performance Management
Performance management refers to the strategic process which aims at the achievement of an organization’s goals and objectives both effectively and efficiently (Bianchi, 2016). The process has a wide range of goals that range from incentivizing the workforce and attaining a direct financial gain through cost reduction to the improvement of management control. Various methods are at the disposal of HR (human resource) officers and managers to appraise the performance of their employees, as ways of managing performance. For instance, an institution may adopt a forced bell curve method to evaluate employees’ performance, which comes with certain critical drawbacks and benefits.
First, the method is praised for helping in the identification of an organization’s star performers. Jayasuriya (2019) acknowledges this reason as the motivation for its development. The bell curve method groups employees into three groups of high performers, average performers, and nonperformers (or below-average performers).Ideally, they are in proportions of 20%, 70%, and 10%, respectively. Therefore, the information comes in handy to managers when they want to establish motivation programs whose aim is to incentivize the best performers.
Additionally, the performance evaluation method increases profitability and productivity (Moon, Scullen & Latham, 2016). Managers have the option of eliminating the nonperforming or the least productive 10% from the workforce. Consequently, younger talented personnel get the opportunity to showcase their talents and grow in their careers while benefiting the institutions. Besides, there is the creation of a competition among employees to prove their worth. Thus, has proven most suitable in the cutthroat working environment such as commission-based scenarios.
Conversely, this technique has significant drawbacks. For instance, the discriminatory nature of the forced bell curve performance evaluation emerges as rigid, making it unsuitable for some individuals (Chattopadhyay, 2019). For instance, the category of employees forming the pool of ...