Case Study : Performance Management System

Training for employees on key areas are the foundation for well-prepared workforce and will lead to a stable structured organization. The main objective of this type of training is to help to illustrate the importance of training and why achieving the proposed goals is so important for the success not only of the employee but of the entire company.

Performance management can be defined as a systematic process, which helps an organization by improving the effectiveness of its

These HR specialists will focus on running new employee orientation. It will develop and implement a program of continuous training and education for employees to keep their skills sharp and up to date. The unit will also coordinate with the compensation and benefits administration unit regarding any reimbursements offered to eligible employees for outside education and training.

A performance appraisal is one of the most important factors in any organization and can be one of the greatest tools used to record employee production. Every organization has to have goals and objectives established and the employee has to be involved in this process. By conducting performance appraisal will improve productivity and also the morale of the employees.

* Plan: need to clearly identify what performance is required and how it will be measured

In case the company needs to hire new employees, their training must involve the company’s goals, mission and vision. They must also have

Training is essential for the success of an organization (Fallon & McConnell, n.d.). Three different training techniques that can help develop successful new staff that will improve a business is by having a effective new employee orientation, mentoring, and cross training (Fallon & McConnell, n.d.). For most new employee they are excited to start a new job and to find out what the job has to offer to them. However with every new employee there is an overload of information that they need to know from healthcare benefits, dress code, rule, and parking (Fallon & McConnell, n.d.). A new employee orientation is meet to help cover all this information and a way the new employee can get a feel of what their new job is going to be like. One

The components of a successful performance management system will help with defining; the plans to increase profits and the margin objectives. This includes having objectives for your individual employees, managers and anyone that contributes to the overall goals. Keeping a well-defined program will relate back to the planned and projected targets you have put in place in each entity of your company. Having a strong documented plan will also increase the trust factor within your customer base, along with your employees.

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.

Performance management is the process through which managers ensure that employee’s activities and outputs contribute to the organization’s goal (Gerhart, Hollenbeck, Noe, & Wright, 2009). Effective performance management can tell top performers that they are they are valued and encourage communication between managers and their employees (Gerhart, et, el). This process also establish consist standards for evaluating employees and help the organization identify its strongest and weakest employees. The performance process have six steps to show how an organization accomplish its goals. Steps one and two involve knowing what and how the company ‘s strategy to reach its goals. The third step consist of the organization training its employees and engageing in on-going feedback between the employees and managers. The fourth step involes the manager and employee on knowing if the goals are reached are they getting the results that are set out for. Finally, the last goal will be for the manager to identify what the employee can do to capitalize on performance strengths and address weaknesses. The effective performance management techniques for the CEO and average workers are that one task are bigger that the other. The CEO have to make sure all the managers are meeting the performance measure where average workers have to only be concerned about their individual job duty. These are some of the

A performance management system should consist of planning, monitoring, reviewing and evaluating (Hrcouncil.ca, 2015). During the planning phase management should identify, clarify and agree upon expectations of the employee. Also, in this phase management needs to determine how results will be measured, agree on the monitoring process and document the plan for performance management. Furthermore, this step is imperative for management to identify and ensure the performance objectives are explicitly stated to the employee. In the development of this phase management would

The implementation of a performance management system will allow managers to implement a goal setting process while periodically evaluating, coaching and rewarding their employees for the job that they have been hired to do. While participating in performance management meetings between managers and subordinates is not a pleasant environment, it is a necessary part of the corporate setting. If there is no formal performance management system in the workplace, the management team runs the risk of job performance and employee morale declining.

Employee performance is composed of weighing employee’s talent, providing constructive performance feedback, and handling talent problems. Employee performance is measured to make employees aware of the manager’s expectations and to keep them on track by embracing goals, assessments, and measures (Cascio, 2010).

Performance Management is an ongoing process of communication between a supervisor and an employee in an effort to accomplishing an organization’s strategic objectives (Mello 2015). Performance Management occurs throughout the year and provides feedback on expectations, identifying goals and objectives, and results. Based on Mello there are five strategic decisions that has to be made when developing a Performance Management system. The strategic decisions that has to be made are (1) how will the system be used (2) who will evaluate the system (3) what will be evaluated (4) how will the information be evaluated and (5) what methods wills be used to evaluate the information (Mello 2015).

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.