Performance management system: Assignment

Running Head: Performance management system
SAHRA LLC
Performance Management
360 Degree Feedback Approach

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Table of Content
Introduction.............................................................................................................. 2
Literature Review...................................................................................................... 3
Discussion of the case study...................................................................................... 5
Finding about the company..................................................................................... 5
Characteristic of effective 360 Degree feedback system..............................................6
Recommendation...................................................................................................... 6
Consider the background and history of the team.......................................................7
Establish the structure and purpose for 360 degree feedback.......................................7
Assure rater anonymity and feedback.......................................................................7
Deliver and share feedback with the team.................................................................7
Asking the right questions....................................................................................... 8
Searching for Strength rather than the weakness........................................................8
Explain the intent behind the system.........................................................................8
Conclusion............................................................................................................... 8
References............................................................................................................ 10

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Introduction
Performance management can be understood as a continuous process in which
managers and the employees work together for the purpose of planning, monitoring
and reviewing the goals and objectives of the employee, and the contribution he has
been making to the organization (Rao, Wang & Huang, 2016). The fundamental use
of performance management is to promote and improve employee efficiency and
effectiveness. Performance planning, on-going performance communication, data
gathering, performance appraisal, performance diagnosis and coaching are the
important components of a performance management system (Mir & Pinnington,
2014). The importance of performance management lies in the fact that it helps to
assess and ensure that the employee is performing his duties in an effective and
satisfying manner, more so in alignment with the overall goals and objectives of the
organization. Organizations have been using performance management to ensure
that organization goals and objectives are in complete alignment with the skill set,
performance and competencies of the employees. It also helps to bring uniformity in
understanding for all the employees at an organizational level (Kearney, 2018)
The underlying purpose of the assignment here is to understand the utility of 360
degree feedback system at Sahra LLC and how the existing system can be improved
to increase the efficiency of its employees. The report will also put some light on the
general discussion of 360 degree feedback system, importance of the process for
the firm. Towards the end, recommendation pertaining to best practices of 360
degree feedback system will be suggest for Sahra LLC.

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Literature Review
Buckingham, M. and Goodall, A., 2015. Reinventing performance
management. Harvard Business Review, 93(4), pp.40-50.
The aim of the literature here is to assess how Deloitte brought radical changes in its
Performance management plan to drive results for the organization. Marcus
Buckingham and Ashley Goodall published an article in Harvard Business Review
named reinventing performance management, wherein they have discussed the big
idea of how one company is revaluating Peer feedback and trying hard to design a
system to fuel improvement in the organization. The goal which the authors set for
Deloitte was to design a system which would be able to recognize the varying
performance of the employees and provide a clear picture of their present
performance along with the roadmap to boast their future performance. The solution
which authors seemed perfect for Deloitte was to separate the compensation
decision from day to day and provide clear insight through quarterly or per project,
Performance snapshot, they wanted to rely on weekly check ins with managers to
keep the performance on track. Deloitte realized the need for change in the current
system when they tallied the number and found out that they have been spending 2
million hours a year to review all the documents and complete the performance
management process.
Deloitte realized three objectives which have to be focussed on to evoke a radical
redesign of the performance management system;
 Recognize performance through variable compensation
 See the clear performance of the employee
 Fuel the performance of the employees.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
In the year 2018, Cascio discussed the importance of 360 degree feedback system
for improving the efficiency and effectiveness of the employees. In the Book
“Managing human resources” Cascio mentioned that a round the year assessment is
the true reflection of the employee performance. A process of continuous feedback
system helps him to learn from his mistake and an action plan helps him to focus on