Successful Implementation Of A Performance Management System

959 WordsAug 13, 20154 Pages
Performance Management Communication 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. What is Performance Management? There was no indication that employees were educated on the general idea of performance management before the rollout, the goals or reasons behind introducing a new system, or how they have been used in similar organizations. In addition, nothing suggested the employees were consulted in the development of the core competencies for the PMS. If
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