Performance Management: Aligning Goals, Culture, and Job Analysis

This report examines the crucial aspects of performance management, emphasizing the alignment of employee goals with the company's mission and vision. It highlights the significance of fostering a positive organizational culture to guide employees and the importance of job analysis in defining roles and expectations. The report also addresses how to gain employee support for new performance management systems by incorporating transparency and offering appropriate rewards. References to relevant academic sources are included to support the arguments and provide a comprehensive understanding of the subject.

MANAGING
PERFORMANCE

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Aligning employee’s goals with mission and vision statement
In order to ensure that employee’s goals are aligned with the mission and vision statement of
the firm it is critical that a better culture is promoted within the firm (Cady, Wheeler, DeWolf
& Brodke, 2011). This must be supported by the policies that guide them to remain attached
with mission and vision of the company irrespective of the situation they are facing.
Organisational culture acts as a guiding force that helps them in doing their tasks aligning
with their mission and vision. For instance if the learning culture is promoted in the
organisation then the individual’s goals such as their personal development can be aligned
with the company’s mission and vision to be best in the industry and fulfil the needs of the
stakeholders (Cowley & Domb, 2012).
Assistance provided by job analysis and job description
By doing an effective job analysis and developing suitable job description, it is easier for the
organisation to hire the best employees from all across the globe. It is seen that job analysis
and description allows the employees to understand about what kind of performance criteria
that company expects from them in that particular job role and hence assists in achieving the
strategic goals made by the organisation (Harrison, 2012).
Gaining support for new performance management system
In order to gain support for the new performance management system, HR needs to conduct
meetings where they need to take feedbacks from the employees about the aptness of the
performance management system. If transparency will be incorporated in the new
performance management system then there is a greater chance that they can gain employee’s
support as they will get to know that what is actually happening in their performance
assessment (Mone & London, 2018). For gaining support HR needs to give proper rewards
on the basis of the performance of the employees. If the rewards will fulfil the expectations of
the employees then automatic support will be available to the new performance management
system.

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References
Cady, S. H., Wheeler, J. V., DeWolf, J., & Brodke, M. (2011). Mission, vision, and values:
what do they say?. Organization Development Journal, 29(1).
Cowley, M., & Domb, E. (2012). Beyond strategic vision. Routledge.
Harrison, R. (2012). Employee development. Universities Press.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance
management: A practical guide for managers. Routledge.