Employee Performance Management System Role in Organization Change


Employee performance management system is a strong strategy in helping an organization to achieve its mission that every employee in the corporation is working in the achievement of the common goal. This human resource approach should assist the workers to understand their responsibilities and how their work will assist in achieving the organization’s goal. International revenue service that is experiencing cultural change can use a performance management system since it will help in raising the actions of employees in the achievement of the organizational goal.

The approach of HRM to organization change

Employee performance management strategy helps in providing the fundamentals and expectations in an organization. This essentially helps in ensuring success in the team works. This encourages employees to become accountable and productive. When workers are made clear on their expectations, they frequently have a direction on the goals of the organization. This helps in coming up with a communication process that corresponds to the staff when and where their jobs are needed. Employees can come up with their goals, and get essential feedback on their performance.

The HRM approach helps in creating a good environment that will help employees do well in their work. This will assist the organization to improve the morale of the employees, consequently, increasing the production rates (Dattner, 2010). The supervisors and employees have a chance to establish a communication process that will spot the barriers to success. This offers the employees and supervisors a chance to eradicate the barriers. Mangers must have informal discussions with the workers since this will help employees give their ideas freely, thus creating an atmosphere that will ensure the company succeed.

Performance management strategy creates an atmosphere where workers can execute the responsibilities to the best. The description of the work is given to the workers and they are expected to come up with the desired results (Dattner, 2010). The system aims to guarantee that the organization establishes a clear description of the work and choose a process that is efficient with the appropriate workers. The approach is established on how an association will discuss requirements and attain the expected outcomes and measures. This will help in the provision of resourceful education and training.

Achievements of the performance management system

This strategy assists in the assessment of how a worker is performing in connection to the desired performance. The performance evaluation concentrates on rewarding the workers who have achieved their goals and guarantees that they are encouraged to perform better. This approach assists in determining the criteria of raising salaries, promoting workers and when to give allowances to employees based on their performance. A performance management system offers a chance for the perfection of the employee’s performance. This will help in establishing a suitable training strategy for the employees who do not achieve the goals of the organization. This process will raise the spirits of the workers and improve the productivity of the organization.

Challenges of Performance Management System

The challenge of this approach is that it is affected by the politics in an organization. The managers may unfairly give the results to the employees. Managers may give their assessments on how the relationship they have with an employee. The performance evaluation may provide results that are not correct. Since the worker’s promotion is based on his performance thus the raise of his salary. This will offer the expected results since the employees will hide their problem areas during a self-assessment. Some supervisors have a close relationship with the employees that they are disturbed in judging the performance of the employees since they work in the same environment. Managers have difficulty in reporting the performance of the employees because it can result in unfriendly relationships.

Implications of performance management of employees

According to Dattner (2010), this approach can be enhanced if the person’s results are assessed to increase production by linking individual employee actions with the goals of the organization. The method should be open and it must be able to give transparency on the responsibility of the expected results of an individual. It is acceptable for the method to document all the employee performance that can be used as evidence in the compensation process. The procedure must make certain that it expands the skills of the workers and offers a diverse opportunity for the learning process. This method to employees must ascertain there are official credentials to support the assessments and reduce conflicts in the organization.


For this HRM method to be enhanced and be acceptable, the method must give feedbacks every time and necessary job feedback. The process of communication must be understandable and clear to the workers to ensure that they understand their responsibilities. Every worker ought to be rewarded according to the results of his work but not being praised by the supervisors. The strategy should ensure that it has provided clear directions so that employees will benefit in future. Administrators and supervisors are ought to assess the results of the workers and fairly provide the essential inspirations.


Dattner, B. (2010). Performance Appraisal.

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