Performance Management and HR Budgeting for H2O Essay

action Management and HR Budgeting for H2O - Essay ExampleThe purpose of proceeding counseling is to create signifi bottomlandt procedure indicators, so that employees can follow their own performance levels. This order can help them manage their activities, correct their weaknesses and provide a plan for the right processes to maximize their performance. Performance circumspection measurement is about accountability to the musical arrangement and then to ones self. We can tell that the organizations performance way placement is working well if we notice the following signs high esprit de corps for the members of the team effective teamwork even across different de sort outments promotion decisions ar well formulated goals are achieved people are remindd appraisals executed effectively and terminated employees are well informed of their performance. (Horwitz, 2005, p. 5) Performance management philosophies Performance management systems developed by organisations are base d on the philosophy which emphasizes employee performance. This system motivates employees to perform well and work for organizational objectives. Performance management philosophy refers to developing an organized method of evaluation that requires performance expectations, monitors the job of the employees, evaluates their performance, and uses the information from this evaluation for management decisions and likewise for providing resources. (Bhattacharyya, 2011, p. 11) A management philosophy may start with the hiring process. The initial step is to focus on an applicants goals, capabilities, career focus, and so on. As soon as the applicant passes the tests, he/she becomes a member of a high-performing team. The developed performance management system allows the employees to know the companys performance requirements and incentives, based on job results, and also to acquire new ways how to effectively perform up to the next performance cycle. According to Kandula (2006, p. 11 ), performance management is the result of utilitarian instrumentalism, which means it encourages hiring human resource at the lowest cost, retaining employees as capacious as they are useful, and termination of the contract if it is not anymore effective. Organizational culture plays a vituperative role in the development of performance management in an organization. Organizations with a supportive or collaborative culture have the chance of developing performance management processes that share information about improving employee performance. A reward system may create a desired performance rather than a punitive system which may result in unsatisfactory performance. (Micklitsch & Ryan-Mitlyng, 1996, p. 18) Performance management includes all assertable initiatives managers undertake to have high performance among employees. These initiatives focus on giving performance appraisal, rewards and recognition to motivate high performance (Heslin, Carson, & VandeWalle, p. 89). Perf ormance appraisal is almost similar to the principle of performance management. Many organizations of instantly are still applying the traditional method of performance management, i.e. the maintenance-oriented, regulatory and administrative human resource management (Kandula, 2006, p. 11). This is a barrier to the application of performance management practices. There is a resistance on the part of the employees, and it can slow down the