Introduction
Performance management refers to the continuous process of communication between the supervisors and the employees which take place throughout the year and are aimed at accomplishing the strategic objectives of an organization. It includes setting up objectives, clarifying expectations, identifying goals, providing feedback as well us reviewing results.
Part one
Government Sector
The government through a particular agency laid unique management strategies to ensure higher performance of its sectors these strategies were as follows:
It formulated pre-session development materials while still identifying key documents to be used for strategic planning. This paper was to be used as reference sources for these management strategies. It also laid forward a pre-session discussion with management and other stakeholders to refine goals planning session and their outcomes. This ensures that there will exist a clear target which the sector or an organization will strive to achieve, with the presence of strategies put forward to be followed in order to achieve this goal, the organization can be in a position to identify possible weakness and taking necessary steps in managing them (U.S. Office of Personnel Management, n.d).
Development of valid mission or vision either during strategic planning or before the session this also emphasis on the need to aware of what one need to achieve. This will ensure working toward the desired direction. The mission ensures that every step taken is within the organization’s flame. The act of identifying strength weaknesses and threats also helps in ensuring that ways of handling future threats to the effectiveness performance of the organization are addressed in advance. The identification of weakness is important as it results to the formulation of better plans of minimizing this weakness seeing that they do not lead to the collapse of the organization.
There is also the strategic issues identification exercise which helps agencies identify strategic issues and fundamental challenges affecting the mission, values, mandate, structure, process and its management, the action will contribute to address the issues which may limit achievement of the laid strategies. The agencies, therefore, comes up with necessary methods which ensure that it minimizes the effect of this challenge concerning its overall performance. The mandate also provides the organization works within specification and also ensure that it does not act ultra vires (Bruce, 2006). Thus, remaining within the law specification.
The identification of strategic goals and objectives which help the agencies identify goals and objective goals to deal with the strategic issue identified. This goal lays the foundation of the strategic plans the play a great role in ensuring that the strategies put forward are in line with the agencies specification. This lays a strong ground of the strategic plan which is essential in proper management plans.
The last step in proper management strategy is the summary report of the strategic planning .this is a session where activities and their outcomes are translated to a strategic plan document. This is a document which is used as the overall reference. If these strategies are put into action in an organization, there is a higher probability of proper and effectiveness management of the organization. With the fact that management is the key factor in the performance of any organization, these management strategies can lead to the wellbeing of the business.
Part two
Private Sector
Currently, the increased use of computerized employee’s performance evaluation system by many organization has led to changes in the performance process. Managers’ use various methods of employee monitoring to enhance performance efficiency. Computer monitoring measures employee’s keystroke accuracy and speed, a video surveillance detects theft, safety and horseplay. Computerized employee’s performance also detects some mistakes per minute of the employee accuracy and the speed of working.
This allows managers to maintain a clear record of their employee’s performance, and thus they aid in setting the standard. These companies include those that deals with telecommunication i.e. The North Telecom, the Drug Marker Merck and forest product company Boise Cascade. The result from the enterprises that exercise computerized employees performance might be of high quality and match with those that are as a result of government strategies, the product thus a higher probability of meeting customer’s specification. Products meeting customers requirement tend to uplift the image of the company thus increasing the demand for these products, in the other hand the employees privacy may be interfered this computerized system monitors every move made by the employees this might be a threat to their personal life.
Merits of Computerized Employees Performance and their Drawbacks
Merits
The advantages of computerized employees’ performance are divided into two categories; there is the advantage to the managers and the employees. The advantage to the employees includes.
Computerized monitoring offers the distinct advantage to the employees for one it offers an unbiased method of performance evaluation thus preventing the interference of the manager’s feelings this gives a room for the performance to be based on quality and quantity of employees. It also provides feedback to employees basing on their work performance. Lather than depending on their managers to tell them how to go ahead with their tasks. This system allows one to review tapes and see exactly where one was going wrong, with this the employee can be able to correct his mistakes. The use of computerized employees performance strategy still provide more flexibility in work location and also in hours of work by allowing employees to use telecommute or use of flextime.
The advantage to the managers includes, the use of this technique is very essential as it helps in ensuring that customers get quality services and ensuring employees are productive. It also gives employers a clear picture of who are hardworking and who are unproductive, this is important during performance appraisals and promotion. This method also enhances the quality of services apart from monitoring, it also ensures the safety of employers and employees property and their protection. The employer is also in a position to monitor the employees behaviors such us drug abuse (Novek, n.d).
Demerits
This method also contains son detrimental effects to both employees and the employers, they include:
They invade the privacy of workers and erodes their sense of dignity; this highly frustrate their efforts to offer high-quality services; these methods also led to stress within workers due to the interference of their privacy. The pressure and stressors have been taken to be the main contribute to employees psychological and [physical health. Research by Smith shows that monitored workers in America suffer depression to fatigue, headache, and other physical problems. There is also a case known as break bathroom harassment this where the workers stress become unbearable, and employers may take advantage to harass the employees. In the other hand, employers suffer in several ways for instant workers have high levels of stress and job dissatisfaction when they feel they have no control over their career thus lacking trust in the work environment. When workers have a feeling that their employer has no confidence in them their mental well-being is harmfully impacted. Bell Canada, The Federal Express and the Northwest Airlines found that too much monitoring spoil the service. There is also some act which governs the monitoring of employees. This restricts the extent to which the employees can be governed (Sieber, 2005).
Factors to Consider While Purchasing Computerized Methods of Agency
Conclusion
As discussed the increased use of computerized employees performance evaluation can be of high benefit to both the employees and the employer, if the companies can look for a way of ensuring the privacy of the employees are not compromised, employees can enjoy their work and result in better performance of the organization as they will provide quality services
References
Bruce, A. (2006). How to Motivate Every Employee: 24 Proven Tactics to Spark Productivity in
the Workplace. New York, NY: McGraw-Hill.
U.S. Office of Personnel Management - www.OPM.gov. (n.d.). Retrieved May 12, 2016, from
https://www.opm.gov//
Novek, J. (n.d.). Technology and Workplace: Summary and Recommendations. Place of
Publication not Identified: Publisher not Identified.
Sieber, C. (2005). Motivation. Bad Säckingen: VITA-Zahnfabrik H. Rauter.
