Topic: Performance Management

This research paper is based on the development and implementation of completely integrated performance management system. The organizations are enjoying many benefits by implementing the performance management system. It has helped in improving the productivity of employees in most of the organizations. It is to be understood that apart from advantages, the system also carries some disadvantages. It is time consuming and there are chances of biases entering into the system.

The first port of call, or initial point of contact, for performance management is usually the

Using the concepts of performance management and organizational goals, develop an argument regarding the relationship between the two (2) concepts. Be sure to include discussion regarding the impact of one to another and the challenges presented.

In relation to an individual’s role in organisation, it is important that an employee adopts team work as part of their social norm. Team work plays

Section 1: Introduction The theme of this paper is to formulate an effective performance management system, incorporate the HR concepts needed to manage that system, identify any strengths or weaknesses with the plan provide recommendations to implement the performance management plan. The references used will come from Chapter 8-10 of the textbook and several other web based sources.

Performance management systems are “systems designed to identify the ways to achieve organizational goals through constant assessment and feedback leading to improvement of employee performance” (Huprish, 2008). Across all organisations, employers must ensure that the performance management systems not only exist within, but are also implemented strongly. These systems are crucial in all organisations as it can provide and sustain continual progression. Within the performance management systems framework there is what is known as ‘performance improvement’. “Performance improvement is the goal of managing performance” (Tovey, Uren and Sheldon, 2010). At first glance, one could often misconstrue that organisations expand and grow positively

Performance Management is a critical and vital part of every organization. Motors and More, Inc. as a company have several issues with employees feeling that unfair treatment exists in the company which has led to a high turnover rate. For Motors and More to be successful, they must adopt a performance strategy that embodies accountability, transparency, completeness and equity. ( Ulrich, Allen, Brockbank, Younger and Nyman pg89 ) Accountability as it relates to performance strategy ensures that the employees are given complete and precise goals that directly relates to the overall business strategy of the company. Once the measure is clearly defined, it makes it easier for employees to be evaluated

Performance management systems are important for a wide range of reasons, and can be used for multiple purposes. One of these reasons is to help make good employment decisions, such as deciding who to promote within an organization. In order to make effective promotion decisions for mid-level information technology (IT) managers, it is necessary to outline the domain that performance takes place in, which is discussed in the first section. In the next section, criterion measures for relevant performance management systems will be given that can act as predictors in the promotion process of IT managers. In the final section, a summary of the criterion will be explored regarding relevance, sensitivity, and practicality. These evaluations are

The purpose of performance management is to get the most out of an employee, so they can help improve the company’s overall success. Performance management gives feedback that can be used for all HRM’s roles. The HRM’s role in the performance management process is to handle promotions, lay offs, trainings, and how much each person should be paid (Snell, Morris, & Bohlander, 2016). They are also responsible to incorporate pay for performance incentives. The HRM’s use a performance evaluation that measures each employee’s roles in their specific job requirements. This evaluation can be used for administrative purposes that gives input and results for all HRM’s activities. The performance management system also documents HRM’s actions if there is ever a legal problem. They need to set realistic goals for their employees and then evaluate them on the progress of these goals. The developmental purpose of having this type of evaluation allows HRM to hire the correct employees and make sure they are put into the best role that will further their career, as well as the company. If HRM can decide where an employee is best fit in the company, evaluate their progress, and train them where needed, the process will improve employee’s performance. This will lead to company success. In order to ensure the process aligns with the organization’s strategic plan, there needs to be a well-defined job description, communication, and well set goals in order to reach that success.

In the Case of Performance Management by Brent Gardner, the company of Brent is requesting all the midlevel managers and below to reapply for the job which is another way of saying that the company will downsize its manpower. It is important that one is clever with corporate politics, otherwise, the basis will be performance and profitability. Mostly, the internal stakeholders are affected, especially those who are the low-performing or non-performing employees. For this scenario, Brent and his team members are the internal stakeholders because they are affected by the problem, and have to come up with solutions to address the problem.

Successful implementation of a performance management system (PMS) relies heavily on effective communication. Organizations must design a comprehensive communication plan to ensure proper return on investment. Satisfied and engaged employees will understand the purpose of performance management and how it relates to strategy, the benefits to participation, how it works and their responsibilities, and how the PMS will integrate with other systems such as training, rewards, and career advancement. Accounting, Inc., included several of these important components in their PMS communication plan. Unfortunately, the plan left some unanswered questions, including the underlying reasons and support for a new PMS and how it will integrate with current systems, which could result in knowledge gaps that impact implementation. In addition, the mode of communication was questionable at times, exuding a “top down” feel with limited opportunity for two-way communication. Unless these issue are corrected, Accounting, Inc., may not realize the full potential of their PMS.

P&G is a multinational Organization of consumer goods situated in United States. It sells products like personal care, cleaning agents, pet foods. The P&G Company is well known for its unique strategy which cares about the need of human. It not only makes its product available to its consumers but also tries to improve the life of its consumers. This strategy is more focus on its consumers wants and that is why it has an appeal to the heart of the consumer. The company has diversified its product line and also acquired other companies which have significantly contributed in the growth of their profitability.

Human Resource Management (HRM) role is crucial in the execution of performance management system from design to execution. It’s about making the process transparent, clear, and consistent across the organization.

I interviewed Julie Holt, Principal of Monticello Elementary School (MES). MES has 16 teachers, and 247 kids grades K-6. The school classified employees include: 4 kitchen staff, 2 custodians, 5 reading and math interventionist support, 1 library media teacher, 2 computer teachers, and 2 office assistants. Six of the sixteen teachers have less than ten years’ experience.

I have experience in performance management and understand the performance appraisal or a disciplinary process. It aims to improve organisational, functional, team and individual performances. Effective performance management measures the progress being made towards the achievement of the organisation's business objectives. It does so by planning, establishing, monitoring, reviewing and evaluating organisational, functional, team and individual performance.