The Performance Management At Hewlett Packard Commerce

Hewlett-Packard is believed to be one of the most popular companies in the existence. It markets all over the universe and distinguishable locations. Bill Hewlett and Dave Packard founded HP in the twelvemonth 1939. The company has its ain doctrine to achieve success and stand different from its rivals in the market. Management by Objectives ( MOB ) is one of the successful tendencies carried out by HP Company to mensurate its public presentation direction and assessment system.

Therefore many companies were following this method for measuring their public presentation direction. The aim of this study is to place the public presentation direction effectivity and frequence of assessment and besides acknowledge the strength and restrictions at HP Company and to do recommendations sing their restrictions and possible ways to get the better of them ( Armstrong 2005 ) .

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Hewlett-Packard ( HP ) is a transnational company selling allover the universe. The company offers a broad scope of consumer and IT merchandises such as personal computing machines, Laptops, publishing machines and services, Ink, Toner & A ; paper, Proctors, Accessories and package ‘s, Scanners, Smart Phones etc.

The HP Way

The HP manner is non wholly different from other company ‘s direction doctrine. But the company has got its ain rules and direction frame implemented by its laminitiss in nearing the top to bottom flat direction in distinguishable manner. It implies that the company should swear and esteem every person and they believe in their employee ‘s intelligence leads to company success and they followed decentralized system ( Peter Burrows concern hebdomad 2004 ) . This leads HP Company to retain the 2nd top most topographic points in the hardware industry globally ( Hardware Top 100 2010 ) .

System Aim

Performance direction is a procedure carried out by organisations in order to achieve the organisation ends by placing their employee ‘s public presentation separately and in squads ( Armstrong & A ; Baron, 2005 ) . The direction degrees may differ from organisations to organisations therefore every direction has its ain public presentation assessment system to place, support, ascertain jobs, develop and grasp to the employee ‘s see their work public presentation ( Sims 2002a, p. 81 ) . Performance direction evaluates the company ‘s public presentation of the employee ‘s, which helps to give effectual feedback in order to better their employee ‘s on the job public presentation and to succeeded organisation marks.

The organisations marks are considered to be the long-run ends and to achieve that public presentation assessment system are to be carried as short-run ends. Controling procedure, which is the most of import function of any organisation to supervise the single employee ‘s public presentation and this helps to compare the employee ‘s public presentation and to analyze the overall direction public presentation ( Sims, 2002a ) . The basic demand for commanding system is to originate public presentation rules, detecting public presentation of the employee ‘s and comparing it with the primary rules framed by the organisation and eventually taking required action to pull off the public presentation.

Hewlett-Packard applies the quality direction hence their organisations purpose and aim is concerned about the ultimate clients. Therefore, HP employees pattern the strategy called “Management by Aims ” ( MOB ) . This strategy has structured the company objectives into two elements as long-run aims and short-run aims. These aims were discussed between their distinguishable direction degrees that are pass oning the public presentation standard with the single employee ‘s and as section vise were negotiated. The Management by Objective ( MOB ) strategy finds how the employee ‘s complete their undertaking successfully, which indicates the procedure of mentoring and coaching. This procedure is made efficient by complecting the monitoring procedure at all degrees throughout the HP Company.

MOB besides involves in the strategic planning of HP Company as a portion that describes the purpose or end of the company. The company ‘s top direction involves in public presentation direction system and introduces the public presentation assessment procedure to the employee ‘s and given opportunities to repair their ends. Even the workers at bottom direction degree are encouraged to take part in the procedure of determination devising by proposing their positions for achieving marks successfully this procedure is carried out for every six months between all degrees. The Mob ‘s aims are to function as day-to-day to assist in doing determination for enormous growing of the company. Dave Packard believe in “ if HP made every persons understanding their company aims and ends and what the company planning for, so they could easy acquire every employee ‘s narrow attending towards achieving the end ” . This is known as the “HP Way. ”

Frequency of Appraisal

A It is a procedure of placing the employee ‘s features during the on the job period that fundamentally indicates quantitative and besides qualitative characteristics of direction public presentation. This can be identified by following certain appraisal methods in order to happen how the employee ‘s work expeditiously and absolutely. Consequently public presentation assessment has end scene and public presentation rating as curving marks. These marks are combined because of the public presentation direction standards used by the managers/supervisor in order to promote the employee ‘s by giving proper bid about how to reassign consequences to vie distinguishable degrees of public presentation.

Goal Puting

In HP Company they traditionally pattern the HP Way, harmonizing to it they give regard and importance to each single employee, hence people in top-to-bottom degree direction have determined their ends. Harmonizing to Bill Hewlett ( co-founder of HP ) a organisations public presentation should be measured by puting up of Goals besides that should be mensurable in both qualitative and quantitative footings for efficient direction public presentation ( mystrategicplan ) .

Performance Evaluation

In Hewlett-Packard, the public presentation rating method is implemented as a basic development device. The company conducts frequent meetings by assorted up with all degree of direction people at one roof to measure about the direction public presentation quarterly. Harmonizing to the HP Way the employees are given full freedom to put their petitions and thoughts in the meeting and their suggestions are strongly supported. They pattern an informal manner of nearing to the analysis the public presentation of its direction by giving feedbacks to the employees on an on-going footing. This reflects and made the company to present 360-degree and MOB assessment method as mensurating the company ‘s public presentation.

Method of Appraisal

In HP Company their direction ‘s public presentation is analyzed by transporting out the direction of aims appraisal method. Through this method the company happen their employee ‘s evaluation during the work clip and those who attain top evaluation are awarded with publicities and offers on the other manus the employee ‘s who got hapless public presentation evaluation will be taken necessary actions to do them rectify consequently. This appraisal strategy followed by the Hewlett-Packard Company measures both the qualitative and quantitative facets of their employee ‘s public presentation. The company follows a quality direction therefore their aims

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The Performance Management At Hewlett Packard Commerce. (2017, Jul 08). Retrieved from