Trends in performance management

 


Setting goals, keeping track of progress, assessing performance, and giving staff feedback are all important aspects of human resource management. By coordinating personal ambitions with organizational strategic goals, it plays a critical part in fostering organizational success. Organizations have been implementing new performance management trends in recent years to boost the efficacy and efficiency of the procedure. Here are some current performance management strategies that businesses are implementing right now:

Utilization of technology: Performance management is becoming more and more dependent on technology. To evaluate performance, track progress, and give staff feedback, businesses are employing tools like performance management software, web dashboards, and data analytics.

Focus on employee development: Organizations are now placing more emphasis on employee development than just reviewing past performance. To assist staff members in developing their abilities and realizing their potential, this involves offering training, mentoring, and coaching. Customized training and mentoring are provided, and each session is worth attending (Buschor 2013).

Recognizing and rewarding employees for their accomplishments is becoming more important to organizations. Programs that officially and informally recognize and honor the accomplishments and efforts of employees fall under this category. Using social media to announce winners and provide awareness of the talents and recognizing them is very common practice today.

Diversity and inclusion are prioritized: With a more varied workforce, firms are putting more of an emphasis on making sure that their performance management procedures are impartial and fair. Providing equal chance to every employee should be an important goal in an organization. When everybody is recognized equally that atmosphere is safe and will in return provide benefits to the organization (Jabłoński 2017).

Employee-driven performance: Some organizations provide employees the chance to set goals and work towards them. On the other hand, the employees are rewarded based on their performance which motivates them to be better every day.

Continuous feedback: The transition to continuous feedback is one of the major themes in performance management. Organizations are giving employees constant feedback and mentoring rather than waiting for annual or biannual performance assessments. Employees can make changes and advancements continuously as a result, which boosts engagement and results in greater performance. The online meeting tools, dashboards and various new technology has able to facilitate this (Cuccurullo, Aria & Sarto 2016).

Aligning individual ambitions and objectives with the strategic goals of the company is a growing area of concern for organizations. Organizations can increase performance by ensuring that everyone is working toward the same objectives and better results.

 References

  •  Buschor, E 2013, “Performance Management in the public sector: Past, current and future trends,” Tékhne, 11(1):4–9.
  • Cuccurullo, C, Aria, M & Sarto, F 2016, “Foundations and trends in performance management. A twenty-five years bibliometric analysis in business and public administration domains,” Scientometrics, 108(2):595–611.
  • Jabłoński, M 2017, Strategic Performance Management: New Concepts and Contemporary Trends

Comments

  1. Prageeth Gamhewa18 April 2023 at 09:36

    Goal settings must be realizable. What would happen, when set unachievable targets?

    ReplyDelete
  2. Udeshika Wanninayake1 May 2023 at 18:55

    In the context of goal setting, what are the potential consequences of establishing objectives that are unattainable?

    ReplyDelete

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