People and Organisations

“Performance management is systemic and continuous process for improving individual, team and organizational performance” (Armstrong, 2014). There are three components of performance management; 1.      Planning for performance 2.      Supporting performance 3.      Assessing performance According to Armstrong, 2017 performance is behavior that accomplishes results. It is outcome of three determinants; Facts and things, how to thing s are done, and motivation to do them. Planning performance is linked with job and work designing.   By a good performance management systems employees are motivated and their self-esteem is increased. Employees can identify their poor performance and be able to more competent on their work. This will result employee satisfaction and ultimately be helpful for achieve organisation goals in accordance with its strategic objectives. Supervisors are able to understanding and communicate subordinates performance and it allows to them to ma

“Work design deals with the ways in which things are done in the work system of a business by teams and individuals. Job design is about establishing what people in individual jobs or roles are there to do” (Armstrong and Tylor, 2014).These two processed can be done simultaneously. Workforce requirement in large scale manufacturing industry is declining and work force requirement in service sector is increasing. Professional services, new product development, customize production are the areas that need employee emotional satisfaction in order to get the work done. Therefore work designing and job designing in an organisation should be done considering psychological impact, cost of production or service and quality of the product or service. Cost and quality of production or service Early years work and job designing had been done in cost and quality perspective. After the industrial revolution production was done in large volumes and labor force requirement increased. There