Approaching the Planning and Design of Performance Management Systems
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There are many ways of describing ‘the human element’ in business, including motivation, engagement, career development, conflict resolution, joy at work etc. Ideally, what is best for the company is also best for its people. People who are committed to and take pride in their work are more likely to contribute to organisational performance. Is this always the case? Can performance management systems be designed to both help achieve the organisation’s goals and develop its people?
In this Collaboration, you will explore, how to approach the planning and design of performance management systems for optimal effectiveness.
SAMPLE ANSWER
Performance Management Systems
Introduction
In line with this, it is considerably essential to determine that many organizations use the performance management approach as a means of measuring and evaluating its employee’s behavior and achievements over specified durations (Aguinis, 2012). The central purpose of this paper is determining viable approaches into the planning and design of a performance management system that ensures an optimal effectiveness within an organization.
Approaching the Planning and Design of Performance Management Systems
It is essential to denote that improving the morale, developing loyalty and increasing the staff’s productivity within the employees of an organization through performance management remains an essential element in optimizing the effectiveness of an organization and its workforce (Aguinis, 2012). An efficient performance management system is one that puts into consideration a performance culture which develops employee engagement within an organization. This process, therefore, includes the setting, measuring, and rewarding the employees for the achieved expectation. In planning and designing a performance management system, an organization, in this case, needs to consider:
Defining its Goals
It is essential to determine that the first step into this approach is in setting the stage in a correct manner that considers the individual goals and aligning them to the corporate’s strategy. This process needs a collaborative approach that involves the managers and the company’s employees (Aguinis, 2012). Once a company establishes its wider scope strategy, the individual goals are then developed that support the bigger picture. The major job functions and responsibilities are then shared and individual’s needs are addressed through a framework.
The goals should be defined in a specified manner that allows the employees to understand what is required of them, when and the capacity (Winter, 2014/2015). The goals should also be measurable through an approach that provides milestones aimed at tracking the progress that would motivate the employees towards achieving their individual goals. The success of the goals also needs to be achievable with the collaborative efforts of all the employees. The goals should also focus on the overall organization’s strategy and be grounded within a time frame.
Monitoring the Progress of the Goals
It is also essential for managers to employ approaches of determining the progress of the employees with the aim of setting up assistances and resources for training when the goals and targets may be missed (Winter, 2014/2015). This enables the managers to determine their employee’s productivity, as well as the employees who are able to track their progress in achieving their goals. A review into the team goals over time is essential in stressing the organization’s focus.
Appraisal Process
This approach ensures that the best is received from the employees through an approach that listens, observes, and gives feedback including the provision of recognition of their needs (Winter, 2014/2015). An essential element in this process is to provide positive feedback on the successful achievements of the employees and to develop approaches to enable the employees to meet their skills. This bestows a sense of loyalty to an organization.
Pay-for-Performance Compensation
In order to retain an organization’s top talent, it is essential to determine motivational approaches that would meet the employee’s expectations. Through the pay performance, the organization is in a position to align the goals and objectives of the company in rewarding and motivating their employees who perform well while in an approach aimed at making them the assets of a company (Winter, 2014/2015). A successful pay-for performance strategy of compensation can be an essential factor in retaining the talents
Conclusion
An efficient performance management system is one that puts into consideration a performance culture which develops employee engagement within an organization. This process, therefore, includes the setting, measuring, and rewarding the employees for the achieved expectation.
References
Aguinis, H. (2012) Performance management, 3rd ed. Upper Saddle River, NJ: Pearson Prentice Hall.
Winter, C. (2014/2015) ‘Redefining performance management’, Human Resources Magazine, 19 (5), pp.22-23
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