Advantages of Performance Management.

Performance Management Process focuses primarily on results, rather than behaviors and activities.A well known false impact amongst supervisors is that behaviors and activities are the identical to effects. Hence, an employee may seem highly busy, but not be providing at all toward the goals of the organization. An example is the staff member who manually reports completion of each form and process, rather than affirming automation of the inspection. The supervisor may resolve the employee is very dedicated to the organization and does work very hard, thus, deserving a extremely high performance evaluation.

Supports organizational activities and to process goals of the organization.Performance Management Process specifies organizational goals, outcomes required to attain those goals, measures of successfully or productiveness toward the goals, and entails to accomplish the goals. This chain of measurements is analyzed to make sure positioning with overall outcomes of the organization.

Cultivates a system-wide, long term aspect of the organization.In Performance Improvement Theory and Pattern Improvements in Human Resources Consultant, explicates an efficient performance improvement processes must pursue a systems-based strategy while looking at consequences.For instance, laying off people will probably bring about short term gains. Nevertheless, the organization may happen to feel scaled down performance, ensuing in long term profit loss.

Yields meaningful measurements.These measurements have so many different useful application programs. They usually are useful in benchmarking, or determining standards for comparison with best patterns in other organizations. They offer consistent base for comparing during inner change efforts. They show outcomes during improvement attempts, which include employee training, management development, quality programs, etc. They help ascertain equitable and fair treatment to employees based on performance.