Issues in Employee Performance Essay Example | Topics and Well Written Essays - 2500 words

Issues in Employee Performance - Essay ExampleHowever, having a sound output for the caller-out depends on the choice of human capital one organisation has. In regularise to attain quality productivity, one must select competent personnel of which can deliver the expected output base on the set goals and objectives of the family. Moreover, on the other hand, those who have been employed in the company should be calculated based on ones productivity and accomplishment, a process of which leads towards employees exploit wariness. Primarily, employees carrying into action caution focuses on develop ones capabilities. Aguinis (2007) mentioned in one of his writings that performance management is a continuous process of identifying, measuring and development the performance of an individual. Aguinis (2007) further added that this continuous capacity building needs clear objectives, observing and measuring performance and regular feedback. However, Cokins (2004) does not limit performance management to capacity building but rather performance management helps managers to sense datum earlier and respond more quickly to uncertain changes. Understanding the Nature of Employees concord to Dan Hill (2008) employee management is the most emotional part of the business. It is a relationship that links the superior and the lag where interaction takes place and sometimes intense. Fast phased working environment mostly leads to misunderstanding or discrepancy affecting office relationship. Emotionally confronted with reality cannot be avoided since it party dominate the relationship that shadows rationality and objectivity affecting company goals and specific work assignments. In some cases of which are highly damaging to the companys reputation and as part of correcting the actions of which has negatively undertaken by an employee, immediate termination of employment should be considered and served to the employee. However, in less grievous cases, disciplinary action may take its place in order to help the employee improve their quality to meet work standards. It should always be kept in approximation that majority of employees would like to succeed in their respective position in which in order for an employee to call down to their respective careers, constant guidance and coaching is expected from their superior. This would help them improved and be recognized at once ability enabling them to integrate concretely to the companys operations giving them a sense of belongingness and for them to be able to recognize their personal problem and being able to improve oneself. Performance counsel Wilson (2005) conferred that performance management has its own set of process, concept of which its approach has a holistic philosophy that integrates employees motivation, awareness of expectation from the superiors, personnel development and training, monitoring and performance measurement for them to be able to know the cay areas for improvem ent. According to Mathis and Jackson (2008) performance management should emanate from the organizations needs to meet its strategic objectives. Performance management serves as a strategy relating to every activity of organisation (Armstrong, 2005). Armstrong (2006) mentioned that installing a performance management system in the workplace creates an atmosphere that enables employees to performance in high