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Performance Management

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Performance Management
HRM/531 Human Capital Management

Introduction This paper will describe performance management and how Camber’s current performance evaluation system works to provide me feedback on my job as a Field Support Representative for the Navy. In addition, it will also provide possible suggestions about how to improve the performance evaluation process.

Performance Management
Cascio (2013) stated “Managers must observe performance, certainly a representative sample of an employee's performance if they are to be competent to judge its effectiveness.” (p.338). Performance evaluation is necessary. If employees are to know and understand how they are performing in their jobs it is important for employers to provide goals that the employee needs to attain, provide them with the resources available to them and provide feedback on how the employee is performing their job.

As a manager performance evaluations should contain three areas for the employee. One area is the employee’s performance. "A manager who defines performance ensures that individual employees or teams know what is expected of them and that they stay focused on effective performance." (Cascio, 2013, p.333). The performance should include goals for the employee to meet the next evaluation period. These goals should have a structure in terms of the measurement of the goal and the level the goal should be fulfilled. When establishing goals for my yearly evaluation my boss will include some job skill that will enhance my current knowledge and performance. He then will assign a task to evaluate how I meet that goal.
Another area that a manager should do is to provide sufficient resources to help enable the employee. “Managers who are committed to managing for maximum performance recognize that one of their major responsibilities is to eliminate roadblocks to successful

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