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Individual Performance and Organization

Individual Performance and Organization

The Link Between Individual Performance Management and the Organization

The idea of performance management within organizations began in the 1960s with the idea of appraising the performance of employees within an organization. However, performance management also includes managing individual behaviors and targeted activities associated with individual goals, all the while striving to align these with the strategic direction of the organization.

Take time to review the weekly resources and reflect on your own experiences with individual performance management. Then, apply what you have learned and explore this week’s Discussion questions with your colleagues.

Post by Day 3 a cohesive and scholarly response based on and supported by your required readings, media, and research this week that addresses the following:

What is Individual Performance Management?
How does Individual Performance Management contribute to the overall performance of the organization?
Why should individual goals align with the overall strategic goals of the organization?

Individual Performance and Organization

What is Individual Performance Management?

Individual performance management refers to the continuous communication process between a supervisor and an employee that is aimed at supporting the attainment of organizational objectives (Aguinis, 2019). The process ought to be engaged throughout the year and aims at setting objectives, clarifying expectations, offering feedback, and evaluating the outcomes (Aguinis, 2019). Individual performance management is based on the supposition that each individual employee plays a role in organizational performance. As a result, a clear management system ought to be put in place to ensure that individual employees know their roles in the attainment of strategic objectives.

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How does Individual Performance Management contribute to the overall performance of the organization?

Individual performance management is essential for increased employee performance and engagement. The process encourages employee recognition and reward. Individual performance management enables the supervisors to take notice of employees who perform exceptionally. Giving such employees pay rises or rewards helps in keeping them motivated towards meeting organizational goals (Ahuja, Padhy, & Srivastava, 2018).  Individual performance management is essential for the creation of individualized development strategies. The information collected about the performance of an individual employee provides an opportunity for the supervisors to implement strategies to build their talents. The impact of the employed strategies not only reflects on the employee’s strengths but also organizational performance. Individual performance encourages the exchange of feedback between the employee and the supervisor. This feedback is vital in making an employee aware of the areas that require improvement. Improving on these areas boosts the overall performance of an organization.
Why should individual goals align with the overall strategic goals of the organization?

Managers ought to ensure that the individual goals are aligned with the overarching organizational goals. Proper goal alignment helps in ensuring that each employee is assigned the right duties at the right time. A clear understanding of how individual employee’s goals add up to the organizational goals makes it possible for the employee to progress objectively. It makes individual employees cognizant of their value and how to contribute maximally to the organization (Ahuja, Padhy, & Srivastava, 2018). This improves the level of employee engagement and satisfaction as well as an enabling organizational culture.

References

Aguinis, H. (2019). Performance management (4th ed.). Upper Saddle River, NJ: Prentice Hall.

Ahuja, K. K., Padhy, P., & Srivastava, G. (2018). Performance Appraisal Satisfaction and Organizational Commitment. The Indian Journal of Industrial Relations, 53(4), 675-693.

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