本文的主要内容是绩效管理问题，为了提高员工的参与度和发展水平，绩效管理可以在工作评估、评估甚至员工绩效的运动之外得到很大的改善(O’boyle, 2015, p.60)。提高绩效管理的一个方法是确保员工有机会亲自评估自己。这是因为与他人相比，个人通常更努力，甚至对自己更挑剔。结果,自己输入放在自己的表演可以极大地发挥重要作用确保沟通渠道不仅保持打开状态,但也确保经理给出更多的机会容易讨论不同的看法和意见之间的两个主要的评估。本篇澳洲论文代写文章由澳洲论文人EducationRen教育网整理，供大家参考阅读。
Performance management can greatly be improved beyond the movement of job assessment, evaluation, and even performance of employees in order to enhance the engagement and development of employees (O’Boyle, 2015, p.60). One way to enhance performance management is through ensuring that employees are provided with an opportunity to personally assess themselves. This is because individuals are typically harder and even more critical of themselves as opposed to others. As a result, having their input placed at their own performances can greatly play a significant role of ensuring that the lines of communication are not only kept open, but also ensure that managers are given more chance of easily discussing differences in perception and opinion between the two major assessments.
In order to improve the practice of performance management in an organization, information should always be gathered from various sources. This implies that instead of relying on feedback and input directly from the employees’ supervisors, individuals who interact or come into contact with the employees to evaluate their performances should also be consulted. Employees should also be helped to better comprehend how their individual performances tie into the overall vision of the organization (Watts, 2012).
From the above information, it can genuinely be asserted that despite the diversity that exists regarding the issue of performance management, the effective implementation of performance management programs will greatly benefit both the organizations as well as their respective employees. This is quite true because the performance management systems have the potential of providing collated organizational data and individual feedback that can ultimately be used for purposes of Human resource planning and even in program evaluation purpose. In addition, the use of collated data can greatly help in programs of human resource management, remuneration schemes, and even in effective managerial programs. The task of ensuring the negative effects of performance management in an organization are abolished in an organization should never be left to organizational managers alone. Rather, it should be a collective responsibility of all the organizational stakeholders. There is need for the enhancement of performance management as a management practice to be greatly enhanced so that it can be beneficial for all people in an organization.