Performance Management Appraisal of Hewlett-Packard (HP)

Performance Management assessment of Hewlett-Packard (HP)IntroductionHewlett-Packard is believed to be 1 of the most popular companies in the universe. It markets whole over the world and distinguishable locations. step Hewlett and Dave Packard founded HP in the year 1939. The participation has its own school of thought to attain success and stand different from its competitors in the market. Management by Objectives (MOB) is one of the successful trends carried out by HP Company to handbill its mental process counsel and judgement governing body. Therefore many companies were following this remains for evaluating their performance trouble. The objective of this report is to identify the performance anxiety strong point and frequency of appraisal and excessively recognize the strength and limitations at HP Company and to make recommendations regarding their limitations and possible ways to overcome them (Armstrong 2005).Hewlett-PackardHewlett-Packard (HP) is a int ernational party marketing allover the world. The party offers a wide reach of consumer and IT products such as personal computers, Lap polls, printing machines and services, Ink, Toner paper, Monitors, Accessories and softw atomic number 18s, Scanners, Smart Phones etc.The HP WayThe HP way is not entirely different from former(a) companys counsel philosophy. But the company has got its own principles and management frame use by its founders in approaching the top to bottom level management in distinct way. It implies that the company should trust and respect every(prenominal) individualist and they believe in their employees intelligence leads to company success and they followed decentralized system (Peter Burrows business week 2004). This leads HP Company to retain the second top most places in the hardw ar industry globally (Hardware Top one C 2010).System AimsPerformance management is a exercise carried out by presidencys in order to attain the organization goals by identifying their employees performance independently and in teams (Armstrong Baron, 2005). The management levels may differ from organizations to organizations thus every management has its own performance appraisal system to identify, support, as authorized problems, develop and grip to the employees regard their work performance (Sims 2002a, p. 81). Performance management surveys the companys performance of the employees, which helps to conduce effective feedback in order to improve their employees working performance and to succeeded organization targets. The organizations targets are considered to be the long-term goals and to attain that performance appraisal system are to be carried as short-term goals. Controlling action, which is the most beta role of any organization to monitor the individual employees performance and this helps to equalize the employees performance and to analyses the overall management performance (Sims, 2002a). The introductory need for contro lling system is to initiate performance principles, observing performance of the employees and comparing it with the uncreated principles framed by the organization and finally taking required bring through to manage the performance.Performance management at HPHewlett-Packard applies the quality management therefore their organizations localize and objective is concerned about the ultimate customers. Therefore, HP employees practice the scheme called Management by Objectives (MOB). This scheme has structured the company objectives into two elements as long-term objectives and short-term objectives. These objectives were discussed between their distinct management levels that are communicating the performance criteria with the individual employees and as department bench vise were negotiated. The Management by Objective (MOB) scheme finds how the employees complete their task successfully, which indicates the process of mentoring and coaching. This process is made efficient by in terconnecting the monitoring process at all levels throughout the HP Company. MOB also involves in the strategic planning of HP Company as a part that describes the aim or goal of the company. The companys top management involves in performance management system and introduces the performance appraisal process to the employees and given chances to fix their goals. evening the workers at bottom management level are encouraged to get in in the process of decision making by suggesting their views for attaining targets successfully this process is carried out for every six months between all levels. The Mobs objectives are to distribute as day-to-day to help in making decision for frightening growth of the company. Dave Packard believe in if HP made every individuals disposition their company objectives and goals and what the company planning for, then they could easily get every employees narrow attention towards attaining the goal. This is known as the HP Way.Frequency of Apprai salIt is a process of identifying the employees characteristics during the working period that basically indicates quantitative and also qualitative features of management performance. This can be identified by adopting certain appraisal methods in order to find how the employees work efficiently and perfectly. therefore performance appraisal has goal setting and performance evaluation as arching targets. These targets are combined because of the performance management criteria used by the managers/supervisor in order to encourage the employees by giving congruous command about how to transfer results to compete distinct levels of performance.1. Goal reachIn HP Company they traditionally practice the HP Way, agree to it they give respect and importance to each individual employee, therefore plenty in top-to-bottom level management have determined their goals. According to Bill Hewlett (co-founder of HP) a organizations performance should be measured by setting up of Goals also t hat should be measurable in both qualitative and quantitative terms for efficient management performance (mystrategicplan).2. Performance EvaluationIn Hewlett-Packard, the performance evaluation method is implemented as a basic development device. The company conducts frequent meetings by mixed up with all level of management people at one roof to evaluate about the management performance quarterly. According to the HP Way the employees are given full freedom to place their requests and ideas in the meeting and their suggestions are strongly supported. They practice an informal way of approaching to the analysis the performance of its management by giving feedbacks to the employees on an ongoing basis. This reflects and made the company to introduce 360-degree and MOB appraisal method as measuring the companys performance. order of AppraisalManagement of ObjectivesIn HP Company their managements performance is study by carrying out the management of objectives appraisal method. Thr ough this method the company find their employees place during the work time and those who attain top paygrade are awarded with promotions and offers on the other hand the employees who got poor performance rating will be taken necessary actions to make them correct accordingly. This appraisal scheme followed by the Hewlett-Packard Company measures both the qualitative and quantitative aspects of their employees performance. The company follows a quality management hence their objectives