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Organization management challenge help
The important concern in designing a performance management system is its fit with the organization’s strategic objectives, and the most important concern in providing performance-related feedback is its fit with the organization’s culture (Mello, 2019). I do believe performance management systems measure significant and meaningful behaviors of employees. The purpose of performance management systems is to evaluate an employee’s work against the expectations set out by their position and by their manager to determine how the employee is doing in that role. The performance management system helps to ensure that the company’s goals are met in an efficient, timely and successful manner. These goals are often set by a CEO, president or executive board and filtered down through the management chain to be adopted by departments and individuals. You can tell the significance of performance management systems because of why they are used. They are used because it’s important for a business to have some kind of metric of acceptable performance. This comes into play on both sides of the performance scale so there is a record of performance history which is necessary when looking to promote a good employee or fire an unsuccessful one. Organization management challenge help
Organizations can use their performance management system to encourage long-term and strategic thinking rather than short-term or tactical thinking by providing a detailed route map about every aspects of the organization that includes their strategic framework and key pillars. A long-term planning can implement the plan effectively. They can assess and set standards before they implementation. But a short term plan and tactical thinking may not applicable for every organization. Long-term strategical plan is more flexible than short term thinking. I’ve seen the organization I’m current with start off years ago with a more short term performance management system but over the past couple of years it has transformed into more long term strategic planning. The organization using the long term goal and break it down into short term goals that are obtainable within the planning year to reach that long term goal. We also have a BHAG goal for each department that is an extremely longer long term goal and could possibly never be reached but has many goals that is stretched over years to possibly reach this goal. It’s a lot to accomplish but I understand that you have to have systems like this in place to be able to have the right people working for the overall effectiveness and success of the organization.
Mello, J. (2019). Strategic Human Resource Management (5th ed., pp. 327-346). Cengage.
Q.4 Write a reply for this article (Monicaa) (100 words)
Performance management is a regular practice of recognizing, assessing, and developing employee performance in alignment with strategic objectives. This process-based approach has been depicted as a management style that attempts to maximize employee contribution through strict control and increased demands, which has been shown to have a negative impact on employee well-being (Armstrong, 2022). Performance management systems do measure significant and meaningful employee behavior, and starting with your organization’s and modern workforce’s demands, modern performance management entails developing a customized approach to meet those needs while still being mindful of employee experience. I suppose it would be about creating a strategic business operation rather than fulfilling a year-end compliance requirement.Organization management challenge help
Quality management, in my opinion, emphasizes the importance of a process-based performance management system and should accompany a system like that.
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