Brief 2

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Georgia State University *

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Accounting

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Apr 3, 2024

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Alexis Blackstone Brief 2 October 22, 2023 HRM-704-71WW Kim Campbell Subject: Evaluation of Accounting, Inc.'s Communication Plan Dear Professor Campbell, I am writing to provide an evaluation of the communication plan implemented by Accounting, Inc. as part of their new performance management system. The plan effectively addresses many aspects of performance management, although there are areas that require further attention. Additionally, the plan exhibits some potential cognitive biases, which I will discuss in the context of performance management principles. Evaluation of the Communication Plan: 1. Purpose of the System: Accounting, Inc.'s communication plan successfully conveys the purpose of the new performance management system. It outlines the significance of core competencies and their relationship with individual positions and the company's strategic priorities. Furthermore, it highlights the connection between performance scores and monetary rewards. 2. Specific Changes: The plan effectively outlines the specific changes introduced with the new system. It describes the core competencies and job-specific performance dimensions, ensuring employees are aware of the alterations to the evaluation process. 3. Responsibility: While the plan does mention how raters are chosen and the utilization of performance feedback, it could benefit from more comprehensive details regarding the roles and responsibilities of employees. A clearer delineation of what is expected from employees would enhance the plan. Cognitive Biases in the Communication Plan: 1. Selective Perception: The communication plan may be prone to selective perception, where employees might focus more on the parts of the plan that align with their existing beliefs and understanding. For instance, employees may emphasize the monetary rewards associated with the new system while overlooking their own responsibilities in the process. Addressing selective perception requires reinforcing the importance of all components and actively engaging employees in their roles. 2. Selective Retention: Employees may selectively retain information from the plan, particularly aspects related to their personal benefits, such as monetary rewards. Accounting, Inc. should employ strategies to enhance information retention, such as periodic reminders, training sessions, or follow-up discussions. 3. Selective Exposure: While the plan does an adequate job of conveying information, employees may still exhibit selective exposure by choosing what they want to engage with and ignoring certain elements. To mitigate selective exposure, regular updates and

interactive sessions can be conducted to ensure employees remain engaged with the performance management system. Performance Management Principles: In line with performance management principles, a comprehensive communication plan is vital for the successful implementation of a new system. It is essential to provide employees with a clear understanding of the system's purpose, changes, responsibilities, and expected benefits. A well-structured communication plan can foster employee buy-in and facilitate a smoother transition to the new performance management system. Areas for Improvement: While Accounting, Inc.'s communication plan is quite comprehensive and addresses most of the key questions that a good communication plan should answer, it falls short in providing a specific timeline for the implementation, and it could offer more detailed information regarding the expectations and responsibilities of employees. To provide answers to these unanswered questions, Accounting, Inc. could consider the following:  Timeline: Accounting, Inc. should specify when the implementation will begin, when performance evaluations will occur, and when monetary rewards will be distributed. A clear timeline provides employees with a sense of structure and expectations.  Employee Expectations and Responsibilities: Accounting, Inc. can offer a more detailed breakdown of what employees are expected to do within the new performance management system. This may include actively participating in self-assessments, goal- setting, and other aspects of the evaluation process. By addressing these unanswered questions and providing more specific details, Accounting, Inc. can enhance the clarity and effectiveness of its communication plan. In conclusion, Accounting, Inc.'s communication plan lays a solid foundation for the implementation of its new performance management system. However, improvements can be made by offering a specific timeline for the implementation and detailing employees' expectations and responsibilities. Addressing cognitive biases through reinforcement and engagement strategies will contribute to the overall effectiveness of the plan. Sincerely, Alexis Blackstone

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