Avaliação Parcial - Empreendedorismo
15 years ago
Thursday, July 3, 2008
Week 5, Blog 2 – “Performance management”
The section in Chapter 10 which refers to human resources, specifically performance management grabbed my interest. This is where a system “tracks and gives feedback to employees about how well they are accomplishing objectives tied to each for their key dimensions.” The section goes on the say however, that in the absence of such a system managers are more likely to go with their gut feeling or play favorites. There is a lot of truth to this. I think that so much of how successful people are in an organization is tied to how well they have been able to build key relationships, and not necessarily their job performance.
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Performance management is an essential section that is necessary for each and every person in a supervisory level position. Performance management provides for challenges, which allow people to meet and maintain a predetermined level of performance. I have taken a course that dealt with personnel and program evaluation. Within one of the texts, the author Ronald Sylvia stated that there was nothing more demoralizing than being on the job for over a year performing at a level that the person believes is acceptable only to find out that they have been carrying out unacceptable work the entire time. The author in that instance placed the entire responsibility over that incident on the supervisor who never took the time to provide feedback to the employee indicating where changes were expected.
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