INTRODUCTION

Managing the employees is an essential aspect in any organization. The

individual employee’s performance contributes to the performance of the
organization. There are instances that the management makes a mistake to conclude
that the individual’s performance can be caused by salaries and benefits, but that
includes many factors, not just a single factor.
SHRM views employee engagement as an important aspect of productivity which affects
firm performance and organizational success. Kahn’s (1990) theory of engagement
states that personal engagement is influenced by psychological meaningfulness,
psychological safety, and psychological availability.
Performance management is a continuous approach used by managers/supervisors to
guide employees as they perform their various tasks in the organization. The system
is then used to evaluate the performance of employees, teams, and departments, as
well as to align an organization's overall objectives and goals with the individual
goals of its employees. It assists an organization's management in determining
whether there are deviations in employee performance that affect the organization's
mission, vision, and goals. The identification of current and future competency
gaps, its use in conflict resolution, the identification of training needs, and the
mentoring of employees for optimal performance are just a few of the many functions
of a performance management system. (Prasad and Vaidya, 2019)
In recent years, the performance management system has grown in importance in the
field of human resource management. Indeed, it has become a critical topic of
debate among academics, with many organizations making significant changes in how
they approach the issue of performance management. Employees are the most important
resource in any organization, so they are the focus of performance management.
Organizations will always evaluate workforce performance outcomes to determine if
human resources are being underutilized. (Babu and Suhasini, 2017)

DESCRIPTION OF IMPORTANT TERMS

Performance management- is a whole work system that begins when a job is defined as
needed. It ends when an employee leaves your organization by way of finding a new
job or retiring.
Performance management defines your interaction with an employee at every step of
the way in between these major life cycle occurrences. Performance management makes
every interaction opportunity with an employee into a learning occasion.
Employee performance- refers to how your workers behave in the workplace and how
well they perform the job duties you've obligated to them. Your company typically
sets performance targets for individual employees and the company as a whole in
hopes that your business offers good value to customers, minimizes waste and
operates efficiently.

Employee involvement- refers to work structures and processes that allow employees
to systematically give their input into decisions that affect their own work.

Job Autonomy -also refers to how and when you perform your duties, as well as the
level of independent judgment and discretion required to do your work. Jobs with
autonomy are perceived in a number of ways, therefore, a concrete definition is
improbable, but it generally means an employee can exercise free will and self-
control on the job.

CONCEPTS CITATIONS and REFERENCES

https://www.dlsu.edu.ph/wp-content/uploads/pdf/conferences/research-congress-
proceedings/2018/emb-10.pdf?
fbclid=IwAR0oLKccQ2cylhNhTmpjwX1XRn2XWRZLtx1Air4qNBuNhkf5ZbmiXgCBHT0
https://www.researchgate.net/publication/344608032_Employee_Treatment_andWork_Engag
ement_The_Philippines_Context?fbclid=IwAR1fo3DF5A1A8FIqPR5JI_MeSs-i4wjfmeAY-
oXQkOzmSARrdnzR_hVvAvI

https://employsure.com.au/guides/employee-performance-management/managing-employee-
performance/?fbclid=IwAR2EnrHAr8rP5qkywcnEuaE5l73UF3ducqDu6DJE4staRc5XwkBNKW-
uTjU#:~:text=Managing%20employee%20performance%20is%20important%20part%20of
%20running,employees%20perform%20at%20their%20best%20and%20remain%20productive

Prasad, K.D.V., & Vaidya, R. (2019). Association among occupational stress factors
and performance at workplace agricultural research sector employees at Hyderabad,
India. Pacific Business Review International, 10(7), 27-36.

https://bizfluent.com/facts-7218608-employee-performance

work.chron.com/example-job-autonomy-15680

Babu, T.N., & Suhasini, N. (2017). Performance management: effective tool for
talent management. International Conference on emerging Trends in Engineering,
Technology, Science and Management, 99551-9585