Approach To Performance Management-Manchester Metropolitan University
Introduction
Performance management PM is defined as the procedure of certifying a set of actions, and its outcomes are achieving the administration goals successfully and professionally. This can be a focus on an individual/employee, the organization, a section, or the whole organization in processing a given task. Performance management in the current business world is moving beyond the usual end of year review. The industry is undergoing a staged amendment throughout most of the organizations that are reviewing the basic features of the performance management. (6 Best Practices for Effective Performance Management – The Lindenberger Group, 2020). In the management of human capital, performance management is considered the “Achilles heel” because of its importance in accomplishing essential aspects of the business (Pulakos, 2009 p 56). Although PM is regarded as the core of the company, the process extends to all other departments that interact to produce outstanding outcomes for the facility. The Manchester metropolitan university among the world-class universities in the UK that has demonstrated proficiency in administration and management. The premier business university has been able to achieve several fetes through the evolvement of its performance management skills and reviewing its performance management style from the traditional to the ‘integrated sandwich’ approach. The several strategies discussed herein portray the performance management evaluation of the university.
Performance management is critical in any organization since it forms the basis under which the organization uses to determine the outcomes of a situation. Performance management has been vital to inform integral decisions of a business-like, compensation adjustments, endorsements, layoffs training and deployments, mentoring, management improvement programs. Without the clearness of what’s wanted or with increasing challenging use, a performance management system might deteriorate underneath its weight (Xanthopoulou, Bakker, Demerouti, and Schaufeli, 2007 p 76-87). The clarity has been applied at Manchester Metropolitan University (MMU), each department understands its KPIs that contributes towards the achievements of the overall originations goals. Performance management focuses on the culture of the business, which is all-inclusive culture; this allows all the prospects of the market to have a say and contribute towards the making of the goals and decision making process for the daily running of the business (Richman, 2006 p 36-39). The complexity of the current business structure requires that the employees are involved in influencing the business culture and climate.
The second most crucial part of Performance Management is the performance measurement session, which needs to be advanced ‘past the well-known.’ It requires that the organization evaluate the performance form a more secure assessment of the administrative functioning. This underscores the importance of benchmarking and using the balanced scorecards of critical perspectives. The balance should ensure that it attains a good measure of both the financial and non-financial measures of the business. Kaplan and Atkinson (1998, p 56) advise that the management should embrace a balance of financial and non-financial measures and link them to the business strategy for the practical success of the business. This creates a superb environment that allows the success of the business entity. The balanced scorecard has been widely applied in the successful achievement of MMU to realize the current success that being seen at the university (Our Performance · Manchester Metropolitan University, 2020). The university has applied balanced performance management through the incorporation of issues like; proficiency, worker interactions, promotion influence, consumer (Turnley, Bolino, Lester, and Bloodgood, 2003). The process of benchmarking has also been influential in achieving the performance management goals. This can be internal, process benchmarking, or external.
Quality issues always arise in the process of performance management. This is when the best is asked of when the organization is conducting its performance management. The role of quality process in performance management is accounting effort the organization invested in ensuring it delivers for customers. Through quality, the organization is able to meet the clients expectancies through the provision of highly satisfying performance (Sutcliffe, and Vogus, 2003 P 45). The most common amongst all of performance management approached is the famous. The Manchester metropolitan university being a UK based university uses a traditional approach that views a compromise in the quality of the goods or services as entirely the responsibility of workers and they should take care of it. These suggest the need for constant monitoring to avoid the reduction in quality of the goods or services (Our Performance · Manchester Metropolitan University, 2020).. For companies to ensure they always produce and never compromise on quality, the international organization of standardization give a go ahead for the production of goods that do not go below a certain quality.
Companies are reviewing the 12-month end of year performance review instead opting for a real time and quicker performance manage. This is effected by frequent feedback by managers, heads of department, chief executive officers, supervisors etc. the technological advancement at this era my allow the employees to receive feedback and evaluations in their portals, emails or through app reviews. This allows the workers to immediate reform review or change their behaviors and attitudes towards a certain action areas (Sheldon, and Elliot, 1999 P 482-497). The data collected can be reviewed and magnified to show a trend or used to forecast on the outcome of the company. Further analysis can be done on the data to depict the bigger picture on trends that are occurring in the firm. This quick feedback allows the manger to hold candid conversations with their employees on how they can improve the effectiveness and quality of service offered by to the clients. The MMU has a system that collects data on feedback and relays it monthly to its employees. This data is paramount and acts as feedback to ensure those employees’ activities are always construed towards achieving the organizational goals.
Globalization is the process of making the business move to the whole world fonts or providing the good or services at the international level. be under the same umbrella (Schaufeli, Salanova, Gonzalez-Roma, and Bakker, 2002 P 71-92). This can be done through the pushing of their goods or services into the international market. While undertaking performance management its possible for firms to evaluate its employees on a global scale. E.g. During globalization, the employees are expecting to be remunerated through global standards while the employer will expect the employees to showcase a quality of global standard (Stiles, Gratton, Truss, Hope-Hailey, and McGovern, 1997 p 97). The MMU has been a good example of a university that has scaled past the borders. In the quest of offering quality uncompromised education. While having students from Asia to Africa, this demonstrates how the brand has achieved in the last few years its been in existence.
Performance management has been influenced with the new and engaging technology that has influenced the operations of the business in attaining the company goals. The use of technology in the 21st century cannot be underestimated in the pursuing of the organizational goals. Most companies are now purchasing the most powerful and complicated technology to ensure that they have a cutting edge on business management and other Human resource management functions (Tierney, and Farmer, 2002).. This approach allows the business to measure the goals, analyze the data acquired and ensure the decision making process is advised by the data collected and in a more faster way. The use of technology has also improved in reduction of human error while time is saved while performing duties. These technological platforms allow the employees and the manager to interact freely while knowledge and information sharing take place. The importance of technology in performance management cannot be underestimated (Stajkovic, and Luthans, 1998 p 34-35). In MMU the university uses technology to communicate with students, lecturers can leave assignment for the students in their portals, workers can report to work on the portal and get managerial updates form the workers, the students can also undertake online classes with their teachers while being at home. All this is made possible by the technological advantage that has been used in management.
In conclusion, the application of performance management on business is an art that requires skillful execution. This art of business is an important component that helps to drive business in the 21 century towards achieving organizational goals. The application of performance management has moved from the traditional methods towards the current new methods that include the use of bottom up approach. This has enabled the workers to be more entitled to decision making process and increased awareness of the organization goals. Consequently the modern bottom up method allows the workers to be keen on the to departmental and personal KPIs leading to more involvement on the attainment of the business goals. Through performance management, the business is able to make important decisions on strategies, promotions, and employees lay offs and management training. Performance management helps the organization to attain the set targets of providing quality services and goods towards its employees and customers. The ISO gives a certificate to the company for the best value on service provision. The aim of globalization is to be able to expound the services and goods to the global market that is aimed by many companies. The use of technology has been key in the provision of outstanding service and good provision while aiding in performance management. It is through the technology that data can n be processed for decision making process and workers can be able to get their fate. The current modern method of performance management beats the old traditional methods as it doesn’t have to wait for the end of year review and feedback. The new method allows for spontaneous feedback between the clients, workers and stakeholders. Workers can also share their view on how the business is run and their ideas can be incorporated to make the business successful. The performance management process is important and paramount for the success of the business.
References
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