My Philosophy Of Performance Management

Performance Management is both a strategic (about broad issues and long-term goals) and an integrated (linking various aspects of the business, people management, individuals and teams) approach to delivering successful results in organisations by improving the performance and developing the capabilities of teams and individuals.

The following section provides recommendations based on the data obtained during the study. Recommendations will be presented for ways to improve consistency in Performance Management strategies and alignment between and organizational goals, and therefore increase overall performance.

The author of Proverbs confirms to "Trust in the Lord with all your heart, and do not lean on your own understanding, in all your ways acknowledge Him and He will make your paths straight" (Proverbs 3:5-6, ESV). Employee ethical concerns are to be dealt with according to internal process and procedure, such as employee and contractor agreements. First, I would find an ethics hotline for the company. These hotlines are meant to allow employees and contractors to report possible wrong business practices and discrimination. Next, I would inform my direct management of the findings. After this discussion, I would consult the appropriate legal counsel about next steps understanding that the CIO may retaliate but morally, I have to report the issue. Employees must be trained on the ethical and legal implication of falsifying information and proper way to respond to differing opinions (Kaupins & Park, 2011). As seen in Proverbs 21:6 " The getting of treasures by a lying tongue is a fleeting vapor and a snare of death" (ESV). My trust is in the Lord and He will glad my decision and protect me. A job is temporal but my faith is eternal. God will provide employment is I lose my job for reporting the issue. Additionally, he will be by my side to guide me through the legal ramification of reporting the tampering of business data and

Based on the case, Who You Gonna Call by Kevin D. Zeiler, Nicki is working in the billing department for a large, for profit health care organization. She has been working for the company for two and a half years and was just recently promoted to senior Medicare Billing Specialist. Due to her recent promotion she has been granted the ability to information she was not able to before, she then found discrepancies surrounding the way many of the Medicare invoices were coded. She informed her supervisor. The response of the supervisor was this is how we will continue to code these documents and Nicki should focus on training and monitoring her team/staff. She found the response very strange and after six months has passed, she does not feel comfortable and does not know what to do. While Nicki was reading the paper, she read about another facility who is being investigated for Medicare fraud.

Performance management is essentially about creating a strong communication with the people around you in your working environment. It helps a manager monitor and assess how well their employees are

A month previously Ramos received a phone call to a company hotline from fired employee, Betty Koster, who had been working in the accounting department for the past 8 years and believed that her termination was based on age discrimination. As Ramos already knew from her experience, calls from employees usually lead to investigation and should be handled immediately in order to avoid any possible lawsuit. After investigation of Koster’s employment file and interview with her supervisor, Simon Peel, Ramos understood that she needed evidence from Koster about age discrimination, since having been the oldest in department and the only person fired does not prove the allegation. When Ramos conducted a second call to the employee, Koster was very emotional and revealed new information about possible noncompliance with accounting procedures. Based upon her statement, sales representative Mark Tomkin, was alleged to have asked the accounting team to process entries without required approvals and or all required documents. Koster was the only one who did not agree to post anything into the accounting system without supporting documents. This was the reason why she believed that she had been fired.

Performance management relates to an organization’s ability to implement a system to evaluate and advance employee performance. Achieving peak performance requires consistency, clear objectives, and constructive employee evaluation. According to Mithas, Ramasubbu, & Sambamurthy (2011), an organization must design the performance management system based on extensive research about the organization’s mission, and then properly communicate the purpose of the system to employees, stakeholders, and decision makers. After the performing the research, the information should be used to establish the appropriate performance management specialized for the organization. In addition, an effective performance management system should align

Performance management is a tool that managers use to ensure that their companies remain at the top of their competitive edge. The Chartered Institute for Personnel Development (CIPD, 2008), defines performance management as a method by which individuals and teams are managed in a way that achieves high performance at an organisational level. The individuals within the organisation share an understanding of the achievement goals of the organisation. In order to achieve this, a general strategy is created, with each individual within the organisation understanding his or her role and requirements within such a strategy

Performance management is about creating a culture that encourages the continuous improvement of business processes and of individuals’ skills, behaviour and contribution. It is a repetitive process that is continually reviewed and is both strategic and integrated. It is about broad issues and long-term goals and integrated by linking various aspects of the business, people management, individuals and teams to delivering successful results in organisations. It does this by improving performance and developing the capabilities of teams and individuals.

Miriam may have a point; the actions of Jim do look suspicious. On the surface level, a reasonable person would say that Jim had the evidence to terminate Miriam. However, two issues arise when reading the case study. First, he said that he may have evidence of forgery; may being the key word. This indicates no concrete evidence. Second, why didn’t he bring her in before to talk about the late submissions of monthly budgets? The EEOC and the courts are going to side with Miriam. In this case, Jim needs to either reach out to Miriam, bring her back, and apologize profusely or if this does turn legal, attempt to settle out of court; “Pride ends in humiliation, while humility brings honor” (Proverbs 29:23, NLT). If the company cannot settle out

After analyzing my personal experience at the dental office just observing how we all interact as employees internally and interpersonally brought about some issues both legally and ethically. There are a number of variables that can contribute to any breakdown in a system or organization. Currently , the employee #8 was not there due to her being absent again and absenteeism is the main issue of the office. Many of us at this point do not really know if she will be returning. So currently their are many assumptions that are spreading around this small office. Ethically & legally we have just discovered that she wiped allall of the collection accounts and supposedly established a new collection agency but there is no record of

The situation is that Tina started the job as she thought and that it would increase her knowledge. When she did various tasks after joining the organization, she found that the job is based on fake IDs, fake recommendation for books, and there is very little use of knowledge and the tasks are done for the sake of tasks. First, Tina should analyze and decide the perspective of the situation. In a simple and theoretical way, the situation may be considered in a legal perspective as well. However, the case snapshot states that it is more of an ethical situation and this perspective should be prevailed in deciding the response.

The definition of the term ‘performance management’ varies in different literatures. As Hutchinson(2013) summed up, combined with Den Harton’s theory(2004), it is a continuous process which links individual and team objectives with organizational goals by measure and improve employee’s skill and performance. According to Armstrong (2012), human resource management aims at making sure the organization has the most talented, skilled and engaged people in order to attain its goals. In this context, performance management is one staple practice helping managers identifying and retaining most competent employees as well as correcting poor performance.

The issue in particular involved a female employee, Beth, allegedly linked to a criminal organization dedicated to bring and distribute counterfeit products from the Continental United States into and along the western United States. One of the employees within our office, Anthony, was already investigating this organization and I was the senior advisor providing guidance and support to him. Beth was the office clerk. Anthony and I had already identified, through conducting surveillance and by visiting the businesses afterwards for visual confirmation and purchase of evidence, the type of products and brand that the organization was bringing and distributing. It was then, when another employee advised Anthony that they had seen several boxes of the same type and brand of

Performance management aims at developing individuals with the required commitment and competencies for working towards the shared meaningful objectives within an organizational framework. (Lockett1992)