In private firms to set standards of performance among

In the same vein
Armstrong (2005) pointed out that over the years most organizations have
operated what basically is called performance appraisal, but the concept of
performance management is a recent development in the world of management,
unlike the performance appraisal which is not strategically focused, the new
concept of performance management is futuristic and strategically oriented.
Performance management is used in most organizations particularly on individual
employees with the primary aim of utilizing on their current performance and
leveraging on that to boost their future potentials.  In addition, Armstrong (2005) opined that the
concept of performance management was not utilized until 1970, however since
the utilization of the concept in 1970 it has been constantly used in most
public and private firms to set standards of performance among managers and
individual employees as well as establish criteria for assessment of desired
result, outcome or conformance to organizational standards (Boland and Fowler,
2000). Boland stressed that “performance management is aimed at establishment
of set of activities that ensures that organizational aims and objectives,
visions, management patterns, management incentives and rewards, performance
framework, team goals, employee needs are efficiently and effectively achieved.
Performance management is a managerial activity which involves regular
employee’s performance appraisal” (Armstrong and Baron, 2005). Fowler (2000) in
his own view posited that the concept however, is not limited to employees only
it also encompasses an overall management and organizational appraisal to set
target objectives which the organization intends to achieve per time. Performance
management is beneficial to organizations in varied ways as it helps to boost
the morale of employees to achieve the set target of their organization, it
also provides an avenue for organizations to appraise its performance and
ethics to make provision for improvements for improved performance (Armstrong
and Baron, 2005).

 

According to Fenwick (2004), globalization and
increased competition among different firms around the world has compelled
companies’ top managements to adopt and apply performance measures in their
organizations to improve on their competencies, capacities, talents and above
all thrive over and above other competitors. Therefore; an effective performance
appraisal system has great capacity to improve on the human capital of an
organization where as a good performance
management system works towards the improvement of the overall organizational
performance by managing the performances of teams and individuals for ensuring
the achievement of the overall organizational ambitions and goals. An effective performance management system
can play a very crucial role in managing the performance in an organization.

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In any organization,
manpower remains the most prominent and the most valuable assets among other
factors of production/productivity. It is for this reason performance appraisal
is given recognition as a tool to improve organizational productivity. Therefore, it is on
the premise of the above introduction that the rest of the study will
comprehensively examine performance appraisal on organizational productivity, a
case study of Baze University.