The performance management system of Colbran Medical Institute Essay

The cognitive operation management system of Colbran Medical Institute - Essay ExampleThey tend to contribute towards their organization stanchly and scrupulously only when they are make, and their contributions are valued and appreciated by their organization. Valuing ones contribution and supporting their initiatives is workable only when an organization realizes its employees contribution in a way it should be realized. This is possible with proper murder of an verifiable performance management system. Using objective measures of performance evaluation makes employees exit that organization follows adjective justice and rewards them according to their contribution. The end result of objective performance evaluation is motivation, commitment, encouragement, job satisfaction, and greater employee safekeeping that contribute towards organizations profitability in the long run. Moreover, with objective performance appraisal followed by good reward administration makes employees loyal and more committed towards their respective organizations. Thus, we can say that objective performance evaluation followed by performance appraisal accompanied with proper reward administration makes employees motivated and committed towards the organization. ... When organizations communicate their employees the performance standards and key performance indicators all the way, that helps businesses in achieving competitive advantage because employees with a clear goal of what is expected of them, in terms of their performance, become more devoted and committed towards the organization. They tend to purport their behaviors in a direction that lead towards successful completion of their tasks. In addition to this, with management by objectives (MBO) and clear performance standards, employees get a clear track and set their individual goals in ensue of achieving organizational objectives. According to Armstrong (2000), performance management is a shared process between emplo yees and managers. In vast organizations, managers set clear objectives and performance standards, and communicate them to the employees so that they can direct their behaviors towards the accomplishment of organizational goals. However, the rudimentary purpose of performance management as outlined by Armstrong (2000) is the introduction and identification of the means of getting better output or results at individual, team, and organizational level by communicating the performance standards and objectives clearly to each of the entity whose contribution towards the organization is considered as worthy and important. According to Philpott and Sheppard (1992), the fundamental goal of the implementation and establishment of performance management system is to develop an organizational culture that nurtures employees for continuous improvement of business processes and their possess skills, knowledge, and abilities. Providence of a guideline and development of a working ladder is