AbstractIn a society where the environment and business

conditions are increasing in

complexity, performance has become a requirement in the
workforce, especially in the field of management, known as
"performance management". This concept has become popular in
many organizations as it aims to successfully achieve the highest
possible level of performance for each employee. It also takes into
account the skills, motivation and experience of each employee,
but also the impact of both the internal and external environment.
Performance management seeks to motivate and bring the best of
peoples capabilities, and not to judge the employee solely on its
results. The process involves using the best competitive advantages
of the organization in a socio- economic environment.

Allow high-level performanceImplementation of strategies

requires that employees have guides, support,
authority to perform the action, plans and performance objectives.
Currently in many organizations, there is a significant gap between
the reality and the vision of an organizations level of consensus
and performance.It is the role of management to organize, motivate
and manage people, to enable them to reach the highest possible
level of performance.
In a flexible organization where objectives, circumstances,
organizational structure and staff are constantly changing,
managers play a particularly important role in the support they
provide to the employees. In order to understand what is expected
from them in terms of performance objectives, managers would set
goals objectives, evaluate performance, provide feedback, plus,
praise with recognition and gratification. Another way to increase
performance is with quality management which acknowledges
the fact that a company thrives by meeting the needs of its
customers and those of its shareholders. Competitiveness requires
that management is continually looking for opportunities to
improve individual and group performance. Top performance also
means that managers ensure that jobs are structured, productivity
and skills are used appropriately and that employees have the
proper training, information and other necessary resources they
need to perform well.
What the author explains seems more than accurate to me, because
performance is often associated with figures, profits or
profitability, but I think it is a more comprehensive concept.
Achieving high levels of performance is more driven by a series of
improvements and progresses in a business rather than the sole
evolution of numerical results. As Peter Drucker said A
company's primary responsibility is to serve its customers. Profit is
not the primary goal, but rather an essential condition for the
company's continued existence and sustainability. (As cited in
Pilot, page 215).Managers have one of the main roles in
accomplishing that by creating a good group dynamic, which
includes a good quality of communication that ensures the
reduction of uncertainty. Besides, impartiality is a key to conduct
fair evaluation that leads to better productivity and ensures the well
being of a company. Creating a hostile environment will lead to
high turnover and will tarnish the company image. Moreover,
managers should set clear goals, including, establishment of
projects, enabling and facilitating evaluation of work and manage
skills of employers. The more an employee will be satisfied with
its job, the better the engagement and loyalty they will have
towards the company as job satisfaction leads to a high level of
performance. Lastly, I feel that society and companies have
become more collectivist lately, and this factor is crucial for
enterprises, managers roles are to promote that kind of behavior to
increase work in teams and a good work environment.
Evaluate the performanceIn more flexible organizations,
performance evaluation is an important way
for managers to clarify the standards and performance objectives,
but also increase future industrial performance, helps decisions on
salaries, promotions, termination of contracts, training, and other
actions. Most large companies are satisfied with the effectiveness
of their evaluation process and are constantly on the lookout for
opportunities for improvement. The efficiency depends on who
conducts the assessments and on what criteria. The proposed goal
is not so much on how to conduct an evaluation, but how to build
and implement evaluation processes in the long run to support the
implementation of the HR strategy. The main roles of evaluating
performance are to allow the employee to have feedback on what
he/she does. It is also used to motivate and guide the employee in
his/her personal development, know-how and skills. And it allows
the company to justify decisions and actions in the human
resources field. Moreover studies have shown that evaluation can
be very subjective, they should be fair, impartial and impersonal.
Also the performance evaluation does not always receive the
attention and time that they say they want to spend. The company
depends a lot on those evaluation and if they are biased it can
severely harm the company, as employees are the main force of its
success.
The author is right the major objective of the evaluation of the
performance is to increase motivation as well as individual and
organizational performance. I also agree that managers should take
the time necessary to conduct these assessments. This may seem
difficult or costly, but can have a significant impact on behavior
and results. It's not so much the amount is at stake, but adequate
time is used, quality over quantity. Similarly, managers must have
the courage to make "unpopular" assessments and take appropriate
action; they should fully exploit their role of mentor. I think that
communication is also essential; the performance evaluation is
most effective when its objectives are widely communicated and
understood within the organization. The best way to ensure
understanding is to train managers and employees. Management
and performance evaluation are part of managers own
performance and should be evaluated as well. Thats why 360-
degree feedback should be considered or tested in more companies.
It will increase the overall quality and will provide a more
complete judgment (Heathfield). It gives also the opportunity for
managers to make an inventory of their managerial skills, and
improve or acquire those required to progress in their career. With
a high quality appraisal the managers will help increase
satisfaction and engagement among employees.
ReferencesHeathfield, S. (n.d.). How 360 Degree Feedback Will
Help You Exceed Customer
Expectations. Retrieved October 27, 2014.Pilot, M. (2014).
Driving Sustainability to Business Success The DS Factor
Management System Integration and Automation. (p. 215).
Hoboken:
Wiley.Walker, J., & Walker, J. (1992). Human Resource Strategy.
New York: McGraw-Hill.