Performance Management System for O’Meara Electronics Company

Running head: PERFORMANCE SYSTEM
Advanced Remuneration and Performance: O’Meara Electronics Company
Name of the Student
Name of the University
Author’s Note:

1
PERFORMANCE SYSTEM
Table of Contents
1. Introduction............................................................................................................................2
2. Discussion..............................................................................................................................2
2.1 Analysis of Case Study and Evident Approaches to Performance Management Systems
and Practices...........................................................................................................................2
2.2 Comparison of Two or More Performance Management Systems and Practices with
Suggestion for One Performance Management System for O’Meara Electronics Company 3
3. Conclusion..............................................................................................................................7
4. Recommendation of Performance Management System and Practices.................................7
References..................................................................................................................................8

2
PERFORMANCE SYSTEM
1. Introduction
Performance management system can be stated as the systematic approach that is
utilized for measuring the entire performance of few employees. It is a significant procedure
by which the entire company can align their respective objectives, goals and mission with
available resources and systems and also by setting the priorities (Noe et al. 2017). The
following report outlines a brief discussion on the performance management system of
O’Meara Electronics Company. They had been operating for more than 20 years and
currently they have decided to rationalize their performance management strategies with
details.
2. Discussion
2.1 Analysis of Case Study and Evident Approaches to Performance Management
Systems and Practices
O’Meara Electronics Company is a popular organization in general electronics sector
and has a reasonably high market share in this industry. They even have a smaller market
internationally (Van Dooren, Bouckaert and Halligan 2015). They have mostly semi-
automated the factories and then employs electronics technicians and engineers, who are
responsible for designing audio equipment, digital cameras, telephones and many more
accessories. The staff of this organization are employed in various departments of production,
dispatch, storage, marketing, development, human resources and accounting and more than
1000 staff are working here (Decramer, Smolders and Vanderstraeten 2013). In August 2016,
the President of this particular organization, O’Meara Electronics Company decided
rationalize their existing strategies of performance management and remuneration
management.

3
PERFORMANCE SYSTEM
For this purpose, they have hired a HR consultant, Sarah Jones for getting
recommendations to bring new strategies and plans within the organization. The performance
management all day forum was being organized during the middle of the week on
Wednesday at a resort in Yarra Valley. The organizational performance management is about
customer contracts as well as numbers and the individual staff performance is ad hoc to be
measured (Heras‐Saizarbitoria and Boiral 2013). The execution administration framework is
one of the major continuous process to characterize and convey the duties, activity parts,
goals and execution desires for incorporation of association of work. Performance
management system helps in easy identification of knowledge, skills and competencies.
The performance goals of this organization were required to be shared with all
employees and the organizational performance should be linked to individual performances
(Bednall, Sanders and Runhaar 2014). At the end of the performance goal achievement, the
organizational manager or supervisor provides feedback to the worker and a performance
appraisal would be done for understanding the position of the employee. The results of this
performance review eventually become the foundation for any changing objective and setting
of new goals.
2.2 Comparison of Two or More Performance Management Systems and Practices with
Suggestion for One Performance Management System for O’Meara Electronics
Company
Performance management system is responsible for providing new and innovative
opportunities to the employees for their growth and development and even defusing the major
conflicts and grievances amongst team members by proper and subsequent performance
evaluation system (Laudon and Laudon 2016). The employee performances are accurately
and fairly assessed against the major standards and targets of performance. These employees
would be able to obtain proper results for their clarity over performance targets. Performance