Question

Create a presentation of an ideal performance management system (PMS) that you would implement as the human resources (HR) manager of an organization (fictional or real). Be sure to include information that addresses the following aspects of your PMS: Organizational Strategy including description of the organization’s purpose, vision, mission Systems including defining and measuring results, appraisals, compensation Implementation Factors including communication plan, appeal process Employee Development Considerations Each of the above areas and their subcategories must be addressed. Assume you are presenting the paper to the senior management team of your organization. Your final paper should be 7-8 pages in length (not including the cover and reference pages in your page count). The project should follow academic writing standards and APA style guidelines, citing references as appropriate. It should contain concepts from the course reading materials and textbook, reflect your insight and analysis of the course materials, and use external information, providing an original and thoughtful presentation. Be sure to cite and integrate at least three credible, academic sources.

Answer 1

An ideal performanagement system should have the following inputs:

1. Job descriptions: the company should have a proper job description that would guide the employees about the do's and donts of their job. The job description isn't a laundry list of tasks for each title or position; however, it contains the essential functions of each job and the qualifications necessary to perform those tasks.

2. Training: Proper training of the supervisors that would conduct the performance evaluation of the employees is required as only then they would do it in a manner that would be free from bias and errors and alos bring the necessary confidence in the team. In addition, supervisors learn how to evaluate employees objectively. Training for employees explains how their performance will be measured and evaluated, as well as what actions are subject to disciplinary review and the policies for receiving disciplinary counseling and notices.

3. Timeliness: The PMS should be measurable witin a specific time and the duration of the PMS implementation sould be specific as well as accpetable by the employees.

4. Compensation: The compensation should be linked to the PMS as this would generate a necessary impetus to the importance of quality work with ethics in place. Money isn't everything, but management consultant and HR expert Dik Grote recognizes the ideal performance management system as being able to "mobilize the energy of every employee in the enterprise toward the achievement of strategic goals."

The company's vision and mission statement should be linked to the compensation and evaluation plan as the employees should understand the values of the company that they are working with and as a tool PMS is the best possible manner by which the employees can be made focus for getting the goals achieved.