Implementing An Adequate Performance Development System ( Pds )

The performance management system helps the company in identifying the employees who are not able to perform as per the expectations. Warnings can be given to these employees for improving their performance. Even after that they are not able to improve their performance; these employees can be terminated on the basis of performance. The organization keeps documentation about the performance of an employee. The company documents the performance in HR 's file. Employees in Organization are motivated and they value the structure of the company, its development and plan for growth. A motivated employee performs using full potential, which is good for both the organization and employee.

It is an opportunity for an employee to respond to any issues discussed and to request any development requests they may have or any suggestions to improve the department or team. It also gives the employee a chance to feedback to the manager any concerns or issues they may have about the way they are being managed.

Therefore, this demonstrates that by undertaking the entity of codifying expectations for specific sharing of information, a firm will be able to illustrate the importance it brings about on communication improvements at the workplace effectively. Essentially, this entails that the loom of including an essential and better way of initiating communication in the workplace is a positive entity among the employees and the clients involved with the firm. This is so as it is an entity that will ensure that communication at the workplace is put into practice with the right desires. This is to ensure that better communication is seen and better targets that have been laid down are undertaken effectively and positive outcomes are witnessed. Thus, firms should take the approach of having a better improved communication network at the workplace, as it is an aspect that will definitely bring about positive implications at the workplace if rules laid down are followed effectively (Guffey & Almonte, 2010).

In order to solve the current problem; two attributes should be considered one is a planned PDSA (Plan Do Study Act) and the other is performance appraisal tool.

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

It allows everyone from top to bottom to have a clear understanding of the company’s objectives and what is expected from them, it also reduces the risk of confusion, waste of time, money and energy among the three levels of management.

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

Performance management is the process of planning work assignments, setting expectations, monitoring processes, rating performance, and rewarding performance. Performance management systems are used by organizations to identify, measure, and develop the performance of individuals and teams. The goal of an effective performance management system is to strategically align employee performance with company goals and objectives (Smither & London, 2009). In order to achieve optimal performance, organizations are tasked with implementing innovative solutions that ensure performance management systems that deliver real results and improve performance (MacMillan, 2015). Organizational leaders are responsible for understanding the performance management system in order to focus on employee efforts that will help in achieving both individual and organizational goals (Opm.gov). In this paper, the author will suggest the key processes that DSM needs to provide within its system in order to successfully link its key success factors (KSF). The author will select three drivers, and examine the central manner in which DSM management has aligned its business strategies to performance management. Lastly, the author will critique DSM’s competitive advantage by using three of the six assessment points outlined in the textbook.

As stated in the Hall Lecture Five, development is the “effort to improve an employees’ abilities to handle a variety of assignments & to cultivate employees’ capabilities beyond those required by the current job” (2016). In order for a management development program to be effective, a performance management and performance appraisal system should be developed or created. A performance management system “should be consistent with the strategic mission of the organization, beneficial as a development tool, useful as an administrative tool, legal & job-related, viewed as generally fair by employees, and effective in documenting employee performance” (Belhaven University, 2016). Firstly, understanding the difference between performance management and performance appraisal is key when developing and comparing a management development program. Performance management is a “series of activities designed to ensure the organization gets the performance it needs from its employees (Belhaven University, 2016). Performance appraisal is a “process of determining how well employees do their jobs relative to a standard & communicating that information to them” (Belhaven University, 2016). The appraisal performance system should include “category scaling methods, graphic rating scales, comparative methods, narrative methods, and management by objectives or MBO (Belhaven University, 2016).

The team is currently meeting or exceeding all of its performance goals. However, there are many areas of growth that can be identified and targeted for increase efficiency and maximize impact. Areas of growth can be identified using various method and tools. A performance management system would allow the team to have data and evidence necessary to optimally identify areas of growth, strategize, and measure growth. Through the development of the program, the team will be able to identify various metrics as indicators to measure their impact, and in the long run, their growth. It will

Make sure the employee is clear about the job expectations, the production expectations and any other details that would enable the person to perform effectively. Job descriptions, posted production standards, and data about performance help the employee understand and perform their role. A Performance Management System ensures the employee’s clarity about the goals.

Companies Performance Management system need to concentrate on the overall improvement the way the company performs. They achieve this by managing the performances of all personnel within the company no matter who they may be. This can be attained by ensuring that everyone within the company truly understands what the overall mission and goals that have been set for them within the company. Performance Management system has a very distinct way that it can manage the performance of the entire company and as long as everyone understands the goals that the company sets forth than the company as a whole will meet those goals. The developmental objective is fulfilled by defining the training requirements of the employees based on the results of the reviews and diagnosis of the individual and organizational competencies. (MSG)

The execution performance management requires the participation of numerous players (Managers, supervisors, and subordinates). For the system to succeed and accepted, clear understanding about the system is needed for effective implementation. Supervision and explanation of performance appraisal system is very crucial element for performance. ‘‘Merely developing a model of the strategy does not ensure the strategy will be successful.’’ Othman (2008, p. 261). Clarifying goals and supervising regularly help to develop people, improve performance, and satisfaction. Therefore, Supervision and explanation is appropriate for all employees regardless of how well or poorly they perform.

I use the following components of the performance management system to provide the framework within which managers and employees operate. A successful performance management system should:

In the previous section we determined how our leaders will motivate our employees. The rewards we described before will be based on Performance. In order to measure employee performance we will create a performance management system. In the beginning, our company will use a dynamic performance management system that will have the goal of ensuring that people are working productively and on the right things. Our company will use this process to create a motivational work environment through 4 steps.