Introduction
Employee performance management is vital in the workplace as it enables the attainment of developmental objectives. Social and economic development goals are impeded when employees are irresponsible, corrupt, have a low work ethic, and perform poorly. Managing performance in the workplace facilitates the attainment of developmental objectives and goals as it addresses poor performance, aligns employee efforts with organizational goals, and increases individual achievements.
Discussion
Employee performance management is a continuous process aiming at improving organizational fulfillment. It aims at influencing performance and individual behavior within the workplace. Human resource practices are integrated within a company to manage performance effectively (Vu et al., 2019). The primary practices include encouraging employee participation, addressing poor performance, rewarding exemplary achievements, and goal-based appraisal (Vu et al., 2019). Motivational presumptions such as equity, behaviorism, and goal-setting theories mutually reinforce workforce management practices.
Workplace performance management is faced with challenges that greatly affect its success. Many organizations fail on one vital success metric, leadership development (Aráoz et al., 2017). Companies need to create more effective developmental programs to prevent the waste of talent. The factors that significantly impact the success of employee performance management include executive accountability, organizational policies, and human resource competence (Vu et al., 2019). Change must be adopted to eradicate these challenges and promote better and more effective performance management.
Conclusion
The management of performance within a workplace is vital in ensuring the organization is successful. Good management ensures that all the employees are aligned toward company goals. Some challenges faced include poor management and incompetence by the leaders. Poor management is the key factor impeding the attainment of positive workplace accomplishments. The challenges can only be overcome when change is adopted, from the leadership to the policy implementation.
References
Aráoz, C., Roscoe, A., & Aramaki, K. (2017). Turning potential: The missing link in leadership development. Harvard Business Review. Web.
Vu, T., Plimmer, G., Berman, E., & Sabharwal, M. (2019). Managing employee performance in transition economies: A study of Vietnamese public organizations. Public Administration and Development, 39(2), 89-103. Web.