Performance Management Essay Example for Free

Performance charge EssayTalent now gravitates to an organization that is flexible, has firm values and a robust doing ethic (Bhal, 2002).In any organization no matter the size performance management is a sarcastic element in regards to the human element that is the foundation of the organization. In order to effectively place, manage, and develop military unit a performance management plan is an ingrained part of the development surgical operation. In accordance with the front recommendations for the Bollman Hotels planned magnification into India, the following information will be in regards to the alignment, put-on analysis, measurement, school of thought, and feedback of a recommended performance management plan. AlignmentAccording to Bhal, many of the organizations in the India market receive not centre on the human resource aspect of the business module (Bhal, 2002, p. 141). This has left a hard labor movement to overcome for those companies looking to expand in to the bea. India has seen the need for a transformation in the Human Resource department, in terms of their treatment and beliefs in the management of their personnel. According to Amba-Rao, Petrick, Gupta, and Von der Embse there atomic number 18 four major areas that are said to be under renovation (Amba-Rao, Petrick, Gupta, Von der Embse, 2000, p. 61).The four areas are listed as first, high performance ca-ca governances have been shown to be crucial to sustaining global competiveness and they rely upon objective, adequate PA processes, second the productivity of choke cultures in Indian organizations is jeopardized by employee PA practices that appear biased, ad hoc and non-integrated into a globally competitive HRM system, one-third Indian managers have been criticized for not involving employees in the PA process, and lastly managerial values that are national culture-based, organizational culture-based and firmownership-based can enhance or inhibit individual and org anizational performance satisfaction (Amba-Rao, Petrick, Gupta, Von der Embse, 2000, p. 61). These are the misconceptions and obstacles of that must be overcome for any organization venturing into India.Organizational Performance doctrineCompany philosophy must integrate the Indian culture as the expansion of the Bollman Hotel expands. According to Amba-Rao, Petrick, Gupta, and Von der Embse, studies have shown a low expectation of Indian workers as it relates to empowerment, effiecency, and development (Amba-Rao, Petrick, Gupta, Von der Embse, 2000, p. 65). This should be a strong focal point as Bollman looks into the expansion into this country. By ensuring that all of the employees feel they are valued and entrisical to the operations and achiever of the organization it will help the overall morale of the organization. As described by Cascio the treatment and philosophy of that employees ascribe to an organization is called employee relations (Cascio, 2010, p. 548). These are essential considerations in the development of the performance plan for the expansion of the Bollman Hotel.Job AnalysisIn the HRM field job analysis is defined by Cascio as the process of obtaining and information about jobs (Cascio W. , 2010, p. 163). In order to properly define a skill or job infallible in the new market you must first look at the attributes and skill sets want for each job function. Employees are the foundation of the organization and to develop and establish a good employee bell ringer is an essential function of any organization. This occupation will not be a daunting task for the already prevalent Bollman Hotel. However, there will be a need for fine tuning and align the merging culture and socio-economics with the current Bollman brand.Measurement ProceduresCascio describes a performance management plan as a form of compass for the employee and employer (Cascio W. , 2010, p. 330). In establishing and assessing performance there must be open goals for ea ch employee and an established measurement of each goal for that employee. In the instance of the Bollman Hotel, set measurements could be established based upon guest complaints per 10 customers for example. Another measurement could be the number of return business clients per quarter.Skill Gaps and Delivering Performance FeedbackBy establishing a firm expectancy and goals for each employee and defined job descriptions this will help to ensure a quality performance plan. India employee pool is looking for an organization that will promote from within and place an furiousness on the development of each employee. The assessments need to be a imposing integration into the policies and performance system in order to avoid skill gaps and performance gaps. A strong training, coaching, and integration process is essential to ensuring each employee is aware of their expectations and receive proper training for each desired job function (Bhal, 2002).In the Indian culture by making biased decisions and not giving a fair estimation to each employee with the necessary feedback is a critical mistake that has plagued the Indian human resource arena (Amba-Rao, Petrick, Gupta, Von der Embse, 2000). India has seen a strong acceptance of open discussion in terms of feedback from employees during appraisals. This will help to foster a rapport a mutual understanding of expectations and goals listed for each employee. This alike gives the manager the opportunity to establish a form of relationship with the employees and allows for a free flow of information up and down the chain of command. However, by doing this the manager need to ensure that the respect and communication is respectful and mutually beneficial (Bhal, 2002).Cascio has listed some reclaimable feedback methodologies. The goal of each appraisal feedback session should look to improve and provide the employee with valuable information needed to advance and excel within the organization (Cascio W. , 2010, p. 34 1). Appraisals are also in compliance with the Labor recounting Laws of India and the documentation required to terminate an employee if need be. The use of comparisons or ranking systems may be a negative reinforcement system in terms of feedback per the India cultural and socio-economic systems in place (Bhal, 2002). This will also add to the divide of the cultural systems currently in place.ConclusionIn essence a formal and detailed performance management system is essential to building a strong foundation for Bollman Hotels to flourish and thrive. In knowing the driving force behind the culture and what problems lay in time lag that could be the potential downfall of the hotel. By having strong communication and a good feedback system in place it will ensure that to break the stereotypical human resource conceptions and establish a strong foundation work force for Bollman.ReferencesAmba-Rao, S. C., Petrick, J., Gupta, J. N., Von der Embse, T. J. (2000). Comparative performanc e appraisal practices and management values among foreign and internal firms in India. Int. J. of Human Resource Management, 11(1), 60-89. Bhal, K. (2002). Perceived Role of Human Resource Management in Indian Organizations An Empirical Study 1. Global Business Review , 3(139), 139-152. Cascio, W. (2010). Managing Human Resources. New York McGraw-Hill Companies . Cascio, W. F. (2010). Chapter 14 Procedural jurist and Ethics in Employee Relations. In W. F. Cascio, 8th (Ed.), Managing Human Resources (pp. 546-575). New York, NY McGraw-Hill Companies.