Strategies for Performance Management System

Strategies for Performance Management System

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Integrating training, development and Individual/organizational learning strategies with performance management.

Strategies for Performance Management System
Strategies for Performance Management System

Most of the traditional Performance management system is for the purpose of facilitating pay increment through evaluating employees’ performance. In today’s competitive business world, whereby an organization is rushing for talent in the tight crunching market, performance management system serve more functions than before. Other than knowing how well an employee performs so that organization able to decide how valuable an employee is in order to pay what it is thought to be reasonable, performance management system play an important strategic role in winning their competitors. This can be done through by identifying the organization and individual strength and weakness using PMS evaluation. With this information, an organization can progress and improve with their results through their development plan. The other purpose of understanding the performance of an individual employee is to reward and retain talent so that organization is able to have a strong pool of talent consistently to ensure business sustainability.

Ahmed & Kaushik (2011) mentioned that performance appraisal is part of performance management system assist in evaluating the performance of employee so as to monitor their contribution leading to the organizational goal. By setting clear objectives lead employees to guide and mold their behavior that contributes to organizational results. Adopting and implementing effective development plan will improve employees’ knowledge, skill, and ability so that they have a good performance appraisal from superior. Performance appraisal plays important role in linking organization goal and employees’ personal career advancement hence increase motivation and job satisfaction through the career planning system. It has a great positive impact on new talent recruitment, talent retention, and commitment.

Sessa et al. (2009) elaborated that the performance management system are adopted for the purpose of evaluating employees’ performance as well as employees’ development. Through feedback gathered from managers, superiors, clients, customers, and other employees organization is able to performance status so that goals for future learning can be set. As mentioned in the papers, performance management encourages learning within individuals. Armstrong & Baron (2004) mention that most people learn for themselves through self-managed learning and suggest that that can be encouraged through the best use of their experience. Self-managed learning can be achieved subject to whether organizational culture encourage or the workplace is conducive for learning.

Learning can be enhanced through performance management by helping them to learn from their working experience, creating a conducive learning environment and by the guidance and support from their immediate supervisors. In our job site, there is newly recruited experienced staff. But we hardly see them contributing to team results using their experience. It was due to few reasons: team leader did not encourage them to exercise their knowledge, skill, and ability; they did not fit into the team culture fast enough; they were not sharing their knowledge and view objectively to improve the team results. Therefore learning should include briefing, daily interaction, daily information updating and clear instruction of what is to be achieved intermittently. Learning shall include sharing, acquire contemporary information for immediate action. Aguinis (2012) a good development plan shall include clear development objectives; a way of acquiring new skills and knowledge with a timeline; ways to measures performance. But I think it should include creating a good culture and conducive environment for learning and executing knowledge and skill based on immediate information.

Strategies for Performance Management System References

Aguinis, H. (2012) Performance management, 3rd ed. Upper Saddle River, NJ: Pearson Prentice Hall.

•Chapter 8, ‘Performance management and employee development’

Ahmed, P, & Kaushik, M 2011, ‘Career Planning – An Imperative for Employee Performance Management System’, International Journal Of Business Insights & Transformation, 4, 2, pp. 102-109, Business Source Complete, EBSCOhost, [Online] Available from http://search.ebscohost.com.ezproxy.liv.ac.uk/login.aspx?direct=true&db=bth&AN=68640403&site=eds-live&scope=site (viewed 28 November 2015).

Armstrong, A. & Baron, A (2004) Managing performance: performance management in action, 2nd ed. London: CIPD.

Chapter 6, ‘Performance management and development’, pp.93-102
Sessa, V.I., Pingor, C. & Bragger, J. (2009) ‘Using performance management as a learning tool’. In: Smither, J. & London, M. (Ed.) Performance management: putting research into action. San Francisco, CA: Pfeiffer, pp.329-358.

Strategies for Performance Management System Sample Answer

Performance management system

This collaboration is spot on by pointing out that nowadays, as a result of a very competitive business world, performance management systems in organizations have several other purposes besides just facilitating pay increment. The author of this collaboration reveals that performance management systems help to determine how well a given staff member is doing to establish how valuable an employee is so as to compensate him/her accordingly. A performance management system also helps to reward and retain talent as this will enable the company to continually have a sufficient number of competent staffs to ensure business sustainability. In essence, the aim of performance management systems is to develop people with the needed competencies and commitment for working toward the shared goals in an organizational framework (Ahmed & Kaushik, 2011).

Performance management system has a number of functions since they are designed to improve both organizational and individual performance through identifying performance requirements, giving feedback regularly, and helping the staff members in their career development. On the whole, the practice of performance management helps to drive decisions with regard to performance, transfers, promotions, remunerations, terminations, disciplinary procedures, as well as development needs in a business organization (Aguinis, 2012).

The collaboration is also accurate in stating that performance appraisal is a vital part of performance management as it helps to link the goals of the company with the staff member’s personal career advancement goal thereby helping to increase employee job satisfaction and motivation. Armstrong and Baron (2004) stated that performance appraisal is usually included in performance management systems; performance appraisal in many companies is actually part of an overall performance management system. The performance appraisal occurs periodically and becomes the foundation for making remedial actions and setting further targets (Armstrong & Baron, 2004). An effective performance management system ensures that staff members have the knowledge as well as skills needed to deliver what is expected of them by executing development plans, as well as learning and development activities.

Strategies for Performance Management System References

Aguinis, H. (2012). Performance management, 3rd ed. Upper Saddle River, NJ: Pearson Prentice Hall.

Ahmed, P, & Kaushik, M (2011). ‘Career Planning – An Imperative for Employee Performance Management System’, International Journal Of Business Insights & Transformation, 4, 2, pp. 102-109, Business Source Complete, EBSCOhost, [Online] Available from:http://search.ebscohost.com.ezproxy.liv.ac.uk/login.aspx?direct=true&db=bth&AN=68640403&site=eds-live&scope=site (viewed 28 November 2015).

Armstrong, A., & Baron, A. (2004). Managing performance: performance management in action, 2nd ed. London: CIPD.

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