AssessTEAM Performance Management Model for Factories

Running head: PERFORMANCE MANAGEMENT MODEL 1
Performance Management Model
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PERFORMANCE MANAGEMENT MODEL 2
Performance management is one of the most debated, criticized and praised management
practices for many years. In today’s corporate world managing the performance of employees is
one of the crucial factor that determines the ability of businesses to survive and outdo their
competitors in the market. It is therefore crucial that organization adopt the performance
management system that greatly aligns with their lines of specialization. A performance
management system can be defined as a systematic process meant to improve the performance of
an organization by developing individuals as well as team’s performance. In other words it
means that managing and understanding performance within the set basis of capability
requirements and planned objectives greatly assists the organization obtain better results. The
major feature of an effective management system include being consistent, fair and reliable, it
holds employs accountable, applies established performance measures and it is as well efficient
and flexible. It should also be supported by executives and managers for it to be successful
(Masters & Kotsakis 2008).
In choosing the right performance management model to apply in any organization some
of the factors that can be used considered include pricing, ease of use, goal setting, performance
reviews, 360-degree feedback, reports and analytics, software integration as well as the ease of
use and set up. For the right performance of this factory I would recommend the uses of
AssessTEAM model as it aligns with most of these features. It is a recent performance
management module and have been regarded by various studies as the best in terms of features
and prices. It can support any company that is highly interested in integrating a system to review
its employees. It employs some of the traditional approach while reviewing performance which
makes it friendly and simple to use while maintaining recent improvements in performance
management (Aguinis 2009). This module also have the standard package of tools needed for

PERFORMANCE MANAGEMENT MODEL 3
performance management. These include performance reviews, 360-degree feedback, goal
setting, and integrations besides reporting to any other software packages that might exists within
the factory. This adaptability of AssessTEAM is very crucial as it can assist the factory to even
fully integrate its systems with those of their clients. In addition to these standard tools this
model is also created in a way that can support even the most recent performance management
requirements. This can greatly assist the factory to adopt even the performance management
needs that may develop after it has been purchased and integrated into the factory’s system.
Furthermore it also contains a mobile app which make it simple for the managers and employees
to use. It also gives a concierge service that assist in guiding the rollout associated with
performance management to both employees and managers in the factory (Stenzel & Stenzel
2013).
AssessTEAM also possess the most considerable performance management pricing as
compared to other tools used in performance management. It offers the main performance
management features that one can expect with a very low cost. Furthermore by adding a little
cost per each employees the factory can be able to obtain timesheet management as well as more
project team reporting. This can greatly assist the factor if there is a high need of tracking
performance by team as well as the hours worked. It can also assists to conduct employees’
reviews. This model is also set in way that can increase the enterprise of the company is
accompanied by getting tools that will assists in tracking profitability as well as productivity at
the team and individuals levels. This therefore means that AssessTEAM will allow the company
to manage the performance of individuals and teams, including the productivity and profitability
of the team involved (Silber, 2010). .