Discussion response #1
RE:” Retraining the general manager on how to efficiently conduct performance evaluations and reiterating the significance of doing so correctly and successfully could have filled in the holes left by the absence of such training.”
Great points about retraining. What might you include in such management training on alignment?
Discussion #2
Performance management (PM) is the process of ensuring that a set of activities and outputs meets an organization’s goals effectively and efficiently. (Aguinis, 2019). Managing performance is essential to workplace success, but many teams need a strategy that goes beyond basic evaluations. Performance management incorporates a complete system of goals, reflections, and rewards that encourages team members to do their best work. The performance management system is critical for any organization to ensure quality and to ensure the company’s goals are met. Therefore, it is critical for the performance management system to be congruent with the organization’s mission, vision, culture, and strategies. Specifically, the performance management system is a system that is created from top-down and is closely tied to the company’s mission, vision, and culture (Arnold and Wade, 2015). As a result, measuring individual performance will be based on the employees’ daily activities that support the organizational strategic plan. Keeping this in mind, the corporate vision, mission, goal, and strategies will directly align with the goals of the company as a whole and the goals of each individual.
Previously, I worked for an organization in which the alignment of its systems to its overall performance was poor. Despite being explicitly stated in the performance management system, some steps were often skipped when it came to managing performance. Communication and the performance management system were affected as a result of this. In the event of a bad review, a plan for improving the person’s performance was to be in place at the time of the review. In reality, the general manager of the company often delayed that step or skipped it altogether. In my opinion, a performance management system should have been developed specifically for the management team to increase the effectiveness of the review process. It would have been possible to close the gaps if the general manager had been retrained on how to conduct performance reviews efficiently and emphasized the importance of performing them accurately and effectively. I would improve the organization’s performance management system in many ways if I were HR Director. As a first step, I would retrain the managers who are on the front line with the employees every day. To train them on how to effectively give a performance review and how to reward or improve, I would conduct a seminar. To prevent surprises when it comes time for a performance review, I would meet with the managers biweekly for updates on everyone’s performance.
