Case Study Analysis of Omega's Performance Management System

This case study examines Omega's performance management system, focusing on its strengths and weaknesses. The analysis reveals that while the initial implementation of the system showed promise, later phases lacked effective performance assessment, review, and employee encouragement. The study highlights the importance of a comprehensive performance management plan, including regular feedback and consistent reviews. The case study recommends the establishment of robust assessment plans, guidance for managers on improving key performance indicators, and a strong feedback system to enhance employee engagement and achieve organizational goals. The conclusion emphasizes the need for integrating feedback and consistent review systems to foster a positive employee-organization relationship and ensure the effective attainment of organizational objectives. The paper includes references to relevant literature on performance management.

Running head: CASE STUDY ANALYSIS
CASE STUDY ANALYSIS
Name of the Student
Name of the University
Author Note

1CASE STUDY ANALYSIS
Introduction
The employees who deal with the different customers form an effective part of the
organization and in consideration of this, it becomes effectively critical for them to ensure that
they are being able to guide the employees and appraise their performance (Buckingham &
Goodall, 2015). The study is based on the performance management and appraisal system
adopted by Omega. The study follows a comprehensive format whereby the effectiveness of the
Performance management plan as adopted by Omega has been discussed which is followed by
the analysis of the recommendations to fix the procedure and ensure that Omega will be able to
attain its goals successfully.
Discussion
The given steps form the actual and most effective link which is required to be present in
case an organization aims to attain its goals successfully and attains to achieve the
entrepreneurial goals (Noe et al., 2015). In consideration of this, it can be mentioned that in the
Case of Omega, the performance links were not appropriate in the case of Step c, d and e. This
means that although the firm felt a need for the procedure of performance management and
planned accordingly for the same, the performance execution also took place effectively and in
the initial phase of the program, the firm observed better results for the enterprise and through
this initiative Omega was able to drive its initiatives and boost the sales accordingly (Mone &
London, 2018). However, from the third phase onwards, the performance assessment, review and
the prerequisites were very poor whereby the employees were not encouraged adequately and the
performance measurement aspects were kept at low. As the different employees and their inputs

2CASE STUDY ANALYSIS
were not recorded effectively, it was difficult to identify the various shortcomings which were
being faced by the other employees and in consideration of this, it becomes very effective to
understand that this is the reason why conducting the performance review also became difficult.
Hence, to resolve this issue, it can be considered relevant for the organization to engage
in the following steps:
 The formation of the effective performance assessment and review plans is essential to
overall entrepreneurial success (Cascio, 2015). Hence, while the initiative undertaken by
Omega was a sound one, an assessment plan should have been kept at place in order to
ensure that effective steps were being adopted by the firm at large.
 Additionally, the managers should have been guided accordingly and provided with
adequate assistance on how to improve the different key performance indicators along
with a sound Feedback system so as to ensure that, the various initiatives could be
engaged in effectively and the improvement can be undertaken considerably.
Conclusion
Therefore, from the given analysis it can be mentioned that, the Performance
management needs to be managed in accordance with the feedback and consistent review
system. In line with this, it becomes critical to ensure that effective steps are undertaken in order
that the organizational goals are being set in an effective manner and regular feedback sessions
are conducted so that the firm will be able to get into a positive association with the employees
and attain organizational goals.

3CASE STUDY ANALYSIS
References
Buckingham, M., & Goodall, A. (2015). Reinventing performance management. Harvard
Business Review, 93(4), 40-50.
Cascio, W. F. (2015). Managing human resources. New York: McGraw-Hill.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resource
management. Gaining a Competitive.