Reinventing Performance Management : Creating Purpose Driven Practices

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In the article “Reinventing Performance Management: Creating Purpose-Driven Practices,” Armitage & Parrey discuss how performance management must be seen by firm leadership as the agent that pushes talent toward overall business objectives through focus on the corporate mission and strategy (2013). “High-performance organizations around the globe are differentiating themselves in performance management by creating processes on the employee level that connect to the larger picture of mission and organizational performance” (Armitage & Parrey, 2013, p, 33). Our text outlines six purposes of a performance management system. These purposes are: strategic, administrative, informational, developmental, organizational, and documentational (Aguinis, 2013, p. 15). I would use these six purposes to convince the firm that the benefits of implementing a performance management system outweigh the associated costs of implementation. First, I would explain how performance management systems are meant to help the firm reach their strategic goals. A PM system is meant to reinforce the characteristics of the individual that will lead to the success of the organization as a whole (Aguinis, 2013, p. 15). Another strategic purpose of a PM system is in the onboarding process. Onboarding transforms an organization outsider to an insider. The onboarding process helps new hires understand the behaviors that are valued and rewarded by managers. This gives new employees a better idea of the new

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