Discuss about the Making Performance Management Work.
The concept Performance Management holds vital importance in today’s companies. This is very much needed to assess the potential and competence levels of the workers. It is a must from the part of the organization to have the management of the performance at regular intervals. With this, Employees able to become aware of their contributions towards the company and can put in more effort to do much better. Most importantly, the goals and its attainment would take place in the successful manner (Amos, Ristow, Pearse and Ristow, 2009).
In current business setting, the performance management would be the better approach to make working ambiance more of effective and improved. It would act on the expectations of the workers and would associate them with their workplace environment. From time to time, the changes take place makes the workers feel easiness and comfort in order to go well with their accountabilities and duties at the part of the company (Dressler, 2004).
The future of the workplaces is very much bright. But, at the same time, it can pose challenges to the employees as well as HRM. This is the theme of the paper and one can see the way these two would manage these challenges and receive the best possible advantage out of it. There rest different approaches that give new shape to the working ambiance and allow the employees to raise their talent levels. In this way, it is surely going to benefit the company as well as the employees in the most successful manner (Jelali, 2012).
The chosen topic is work-life flexibility replace with the work-life balance. It is very much essential in order to cope with the issues that crop up due to imbalance at professional as well as personal fronts. In the paper, the discussion would be continued regarding the replacement of the work-life flexibility with work-life balance. It would clearly state as to how these changes make workers feel more of comfortable and stress-free at their workplace (Grote, 2005).
In this way, it could be very well understood that the performance management would take place effectively and successfully. The change would comprise of the challenges as well as the opportunities. The challenges are that the workers could face issues in adapting to the changes brought forth. On the other side, the opportunities would be that the workers would be able to come up with the new ways in order to make work more of improved and better enough (Martin, 2008).
After going through the handful of topics, the apt one is Work-life Flexibility over Work-life Balance. It is the most requisite option in order to deal with the issues that come up while working for an organization. Personal, as well as professional life, need a perfect equilibrium to make both workable and feasible. Due to this only, one can concentrate on both the fronts and be very much efficient in fulfillment of the obligations (Kleynhans, 2006).
The time demands the change to take place to reduce the pressure and anxiety levels on the employees. The employees are the assets of an organization and on them, the responsibility lies to pay off the liabilities. Future workplace changes are highly necessitated to draw in favorable response on the part of the employees. Before introducing the change, it is a must from the employees as well as HRM to realize its relevance and importance. The discussion would move further by considering three of the necessary elements:
The future of the workplace would bring forth positive as well as negative aspects to the employees and to their working styles. It can be taken in a way that the work-life flexibility allows the workers to change the way of working, and to have the new set of skills with regards to the fulfillment of the duties. There rests great necessity to make sure that the workplace changes is a great demand to make workers show their efficiency and capability.
It would give empowerment to the workers to figure out new ways of working and to carry on with the new-fangled set of skills. HRM practices move on progressively and authorize the human resources to perform allocated tasks and act in the best interests of the company. Work-life flexibility is an important point as it facilitates the workers to plan out their schedule in such a manner that could help them balance their personal as well as professional life (Mathis & Jackson, 2011).
The workers would feel pleased enough when the balance is maintained at these two ends. It would raise their caliber and more of attention given to their work areas. Satisfied workers add on great working and functioning to the company and that leads to the attainment of the so-called goals and objectives. Work-life flexibility is the best possible approach to mark success and to go well with the sense of balance. This facilitates employees to come up with the best styles of working and novel set of skills (Dresner, 2008).
Moreover, the employees would arrange the tasks in such a manner that involve less of time and energy. With the help of the flexibility option, the task accomplishment would take place on a timely basis. It adds to greater growth and progress to the company at its largest possible degree. Most importantly, the workers would become disciplined and there would be hassle-free work. In the real sense, the Work-life flexibility is the future of the workplace and make things moved on effectively and successfully (Sims, 2007).
In this way, the workers will not miss the deadlines and can give their best at both parts of their life. In the coming time, the work-life flexibility is going to be the most viable option. It makes workers raise their competence and talent levels and also to work well for the realization of the so-called goals and objectives (Armstrong, 2009).
HRM implications are to be taken into consideration as it also holds an important place in helping an organization perform its tasks successfully. Human Resource Management is an important department and that looks forward to the management of the human resources. With the change in the future workplace that is work-life flexibility, the HR have to operate differently. It would bring forth significant changes to the HRM and the way it manages and administers the human resources (Werner, Schuler and Jackson, 2011).
The HRM programs, policies, processes receive a vast change to the great extent. At the part of the company, it is very much favorable and pleasant and endorses with the way company works and functions. This future workplace change that is work-life flexibility going to impact HRM in the most favorable manner. The Human Resource Management takes place in a new way and the changes can be very well seen in the programs, policies. Workers are allowed to schedule their tasks in such a manner that gives them comfort and relaxation (Solomon, 2009).
Most importantly, the growth can be received on the worker’s part. Performance levels would climb up leading to successful accomplishment of the assigned duties and obligations. On the whole, the organization, as well as workers, would grow and excel at an incessant basis. This is the ideal position at the part of the company. HRM Implications turn up very much bright and prosperous and the way of operating seem to be unique as well (Krausert, 2009).
HR receive the liberty and freedom of having the flexibility to carry upon its roles and tasks. This makes their way of operations totally different and there would be no more interference from the seniors. Decision-making would rest on the part of the HR and it would raise their potential to arrive at better verdicts. HRM can be seen at an advanced level that takes into account workers as well as company’s long-term growth and development.
This would also help the HR to have better learning and development and to prepare for the future challenges and opportunities. The significant change to the HRM would be a key to success and provide new shape to the organizational development. Operations and Process can experience great change and seems to be widely acceptable. For the betterment of the organization, it is highly obligatory to proceed with the future workplace change and to draw in the most favorable response out of it (Avis, 2009).
The future workplace changes Work-life flexibility considered from the perspective of leaders and managers as well. Leaders and managers have the significant impact on their followers. With the help of the change in the future workplace settings, the leaders and managers need to change their way of leading and managing their followers. It becomes very much necessary to understand the implications that could come up by means of the changes taking place (Moynihan, 2008).
Work-life flexibility is an important way to make workers manage their personal as well as professional chores. It is a must for the managers and leaders to accommodate the changes and to do the needful. Leaders and managers render direction and guidance to their followers so as to make the change workable and worthwhile. The advice needed and necessitated at each significant step just to get over with the persisting issues. The aim is just to make sure that the conditions turn up highly well-versed and better in its approach (Baldwin, 2008).
The leaders and managers are to undergo respective transitions and to make it carry upon at the respective levels of management as well. Working ambiance should also become accustomed to the changes and the relationship with the followers need to be cordial enough. In this way, it can be effectively understood that the work-life flexibility should be given the great level of importance and for that proper planning should also take place (Axson, 2010).
It is highly mandatory to think over the worker’s arrangements. The team should be alert enough and should fulfill requirements on an absence of the other team member. These situations are to be well-managed and handled just to get rid of any future troubles. It mainly looks forward to making sure that the leaders and managers get control over these changes. This is so because the mismanagement could lead to chaos and disorder on the part of the company (Shields, 2007).
Timely fulfillment of the tasks can be very well received if things managed in a proper manner. In this way, it can be effectively understood that the flexibility should not be taken as a liberty. Tasks are to be organized in such a way that it does not get delayed or postponed. Leaders and managers are to have strict surveillance over these activities in order to get a better hold on the same. In a similar way, the results obtained would be far better and improved enough (Cokins, 2009).
Conclusion:
To conclude with the whole discussion pertaining to the future workplace changes, it can be stated that this would be a better prospect for the company. It cannot be deniable that the changes are a must to grow and excel from time to time. The work-life flexibility is the best possible option in order to perk up performance levels at employees part. In the coming time, the employees are to be given enough freedom such that they can handle both the areas personal as well as professional with due effectiveness. In this way, the sincerity can be seen in both these aspects and it makes them feel good and positive enough.
It would be very much advised that the change carries the future potential, but brings forth challenges also. The challenges can be the wrong use of the flexible hours, delayed submissions, impact on their performance levels, and physical issues. All these together are to be brought into notice in order to mitigate ill-effects of the future workplace change option. In this way, the company would obtain the most favorable and positive experiences and that would add strength to the organization only. Performance management is the best possible way to assess the worker’s potential. It can go well by means of the changes that can come up in the way of organizational growth and success (Pulakos, 2009).
Performance management is the parameter to scale up the performance levels of the workers. For making it proper and appropriate, the workplace needs to go through certain changes. This would definitely make the aura more of effective and stimulate the workers to give their best towards the attainment of the so-called goals and objectives. In a similar way, the workers get the feel to be the member of their company. This makes them more responsible towards the company and carries on duties with utmost sincerity. Workplace change is the future of the company and to be accepted with full zeal and enthusiasm. HRM and workers should also act accordingly and need to familiarize with the change settings in order to receive the best possible experiences out of it. At this point, the operations and practices go for a sudden change and that is highly essential.
Regular monitoring of the workplace changes is a must. Due to this, the shortcomings get noticed and get improved in the most effective manner. It mainly looks forward to having a better workforce and its management should also be up to the mark. Time to time suggestions should come up from the part of the managers as well as the workers. The suggestions need to be favorable and hopeful at the part of the workplace. On the whole, it would benefit the workers and their performance.
References
Amos, L.T., Ristow, A., Pearse, J.N. and Ristow, L. (2009) Human Resource Management, 3rd edition, Cape Town: Juta and Company Ltd.
Armstrong, M. (2009) Armstrong’s Handbook of Performance Management: An Evidence-Based Guide to Delivering High Performance, 4th edition, Pentonville Road: Kogan Page Publishers.
Avis, J. (2009) CIMA Official Learning System Performance Management, Burlington: Elsevier.
Axson, D.A.J. (2010) Best Practices in Planning and Performance Management: Radically Rethinking Management for a Volatile World, 3rd edition, Hoboken: John Wiley & Sons.
Baldwin, K. (2008) Managing Employee Performance in Seven Steps, Eastbourne: Lulu.com.
Cokins, G. (2009) Performance Management: Integrating Strategy Execution, Methodologies, Risk, and Analytics, Hoboken: John Wiley & Sons.
Dresner, H. (2008) The Performance Management Revolution: Business Results Through Insight and Action, Hoboken: John Wiley & Sons.
Dressler, S. (2004) Strategy, Organization and Performance Management: From Basics to Best Practices, Boca Raton: Universal-Publishers.
Grote, R.C. (2005) Forced Ranking: Making Performance Management Work, Boston: Harvard Business Press.
Jelali, M. (2012) Control Performance Management in Industrial Automation: Assessment, Diagnosis and Improvement of Control Loop Performance, Cologne: Springer Science & Business Media.
Kleynhans, R. (2006) Human Resource Management, Pinelands: Pearson South Africa.
Krausert, A. (2009) Performance Management for Different Employee Groups: A Contribution to Employment Systems Theory, Lauf: Springer Science & Business Media.
Martin, J. (2008) Human Resource Management, City Road: SAGE.
Mathis, R.L. and Jackson, H.J. (2011) Human Resource Management: Essential Perspectives, 6th edition, OH: Cengage Learning.
Moynihan, D.P. (2008) The Dynamics of Performance Management: Constructing Information and Reform, Georgetown: Georgetown University Press.
Pulakos, E.D. (2009) Performance Management: A New Approach for Driving Business Results, Chichester: John Wiley & Sons.
Shields, J. (2007) Managing Employee Performance and Reward: Concepts, Practices, Strategies, Cambridge: Cambridge University Press.
Sims, R.R. (2007) Human Resource Management: Contemporary Issues, Challenges And Opportunities, Charlotte: IAP.
Solomon, C. (2009) Select a Performance Management System, Greeneville: American Society for Training and Development.
Werner, S., Schuler, S.R. and Jackson, E.S. (2011) Human Resource Management, 11th edition, Zurich: Cengage Learning.
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