Introduction
Performance in any organization is measured by the productivity and quality of services rendered to increase the profitability and ultimate success. The performance requires that individual job is directed towards the set goals of the entire organization, which address the strengths, weaknesses, threats and opportunities identified during the analysis of organization situations. Employees’ aggressiveness and improved managerial efforts help yield good performance in any organization at all cost .It is therefore, important to review performance at appropriate moments to adjust the organization expectations.
Steps and Benefits of Performance Review
Performance Management
It measures an individual’s efforts within the organization to yield the bottom-line-results; aiming to achieve set goals at all levels of organization .This would ultimately improve the profitability (Daley, 2012). The performance management generally has an effect on selection of achievable goals, development and promotion of the set objectives and sometimes termination of the set goals, depicting loss. It further promotes mutual understanding of set objectives by both evaluators and those being evaluated as well as clear goals that are specific, measurable, attainable, reasonable and time bound.
Progressive Discipline
It measures the harshness of the consequences designed to erode any undesired behavior within an organization (Daley, 2012). It gives the employee the reasonable time and opportunities to correct their behaviors before positive repercussions arise. The general procedures involved include; verbal warning, written warning, suspension and termination of service.
Step and Drawback of Performance Review
The doctrine of employment-at –will
It involves unplanned and prompt termination of employer-employee relationship without definite term (Damanpour et.al. 2009). This exposes the employees in desperate situations and unplanned pressure looking for new jobs.
In conclusion, it is important to review the performance of any organization in order to ensure maximum profit and productivity. Besides, employees are evaluated on their competence at their areas of work in order to compete successfully with other firms, and ensure that their individual goals are met. However, the doctrine of employment-at-will should be eliminated in order to relieve pressure looking for new jobs.
References
Daley, D. M. (2012). Strategic human resource management. Public Personnel Management, 120-125.
Damanpour, F., Walker, R. M., & Avellaneda, C. N. (2009). Combinative effects of innovation types and organizational performance: A longitudinal study of service organizations. Journal of management studies, 46(4), 650-675.
