Conclusion and Recommendations

Conclusion and Recommendations

There are many issues in performance management and reward which need attention from an interdisciplinary social level. Different countries have their way of conducting performance management. It is evident from the research that unique techniques used by companies from different countries are varied in the dimensions of cultures, government policies, individual cognitive behavior, and the company objectives. Furthers, specific goals are adopted by a company in abid to have a specific structure or model of rewarding and encouraging performance in the companies and their employees.

Companies are increasingly using technology in performance management in certain levels. it has been noted that SouthKorea uses a full technological system in performance management in the civil sector. In contrast, the USA has a specific body that coordinates the whole process with minimal technology. However, it is not possible to realize the benefits of technology in performance management if the government and the top managers are not putting more effort into it. Technology is knocking doors, and it is here to stay; countries and their respective agencies should adopt such trends since they have proven to be accurate. If technology offers better service to top managers regarding performance management then management should change; this would also increase

The study did not include social recognition, which is an important area to recommend as many companies shift to employees’ wellbeing and set aside companies’ current status. From the study, retention can be achieved by showing employees their importance and then values they put in a company. Many theories conflict since they have different ways of proving rewards and benefits. However, this study recommends the use of social cognitive to internalize the behaviors of the employees an, therefore, design a social recognition strategy that would make employees build a strong bond amongst them and increase productivity.