Performance Management Process Analysis: Omega Inc. Case Study

This report examines the performance management process at Omega Inc., a manufacturing company that relies on sales representatives from independent dealerships. The analysis begins with the prerequisites of performance management, including job analysis and strategic workforce planning, highlighting how Omega defined job descriptions and used mission statements. The report then delves into performance planning, emphasizing career opportunities and development plans, linking it to Omega's use of sales quotas and feedback mechanisms. The execution and assessment phases are explored, with a focus on manager and employee responsibilities and the evaluation of performance effectiveness, including the use of sales targets. The report concludes with a review of Omega's performance review process, identifying the lack of feedback as a key issue and outlining plans for improvement. The report underscores the importance of a well-structured performance management process for enhancing employee performance and driving organizational success, as demonstrated through Omega's case study.

RUNNING HEAD: PERFORMANCE MANAGEMENT PROCESS 0
Performance Management process
Student’s Details-
FEBRUARY 7, 2020

PERFORMANCE MANAGEMENT PROCESS 1
Disrupted Links of Omega in the Performance Management
Process
Performance management process is the act of monitoring the performance of
employees in the defined parameters (Mone & London, 2018). It is consisting of the
components which are considered as the crucial element of the HR function. Here, the paper
has the discussed the performance management process by linking it with Omega’s
performance management process of sales representatives.
The process of performance management starts with the prerequisites that involves
the work job analysis and the strategic planning of the workforce in which the HR managers
make a recruitment plan that can ensure that right candidates are adopted for the appropriate
position. The manager at Omega can set some expectations into the job description and
determination of the kind of training given to the employees (Baker, 2017). Moreover,
Omega has initiated the performance management process by the defining the job description
of sales representatives. Also, the company has used the mission statement for improving the
quality of service.
Secondly, the process involves the performance planning which specifically involves
the providing the career opportunities to the employees and improving their behaviours and
results through the development plan for the future excellence. Also, this can be linked to the
Omega in which sales quotas are set for each employee as the performance gaols and are
assessed on the basis of the feedback and training given (Forslund, 2015). Further, next step
in performance management process is to execute the performance through the facilitation of
the manager and employee responsibilities on the basis of which their performance will be
assessed which Omega can use. Similarly, in Omega, managers were responsible for giving
the feedback to the employees on the basis of the sales and the employees were accountable
for reaching the monthly sales gaol.
Further step in the performance management process is the performance assessments
by evaluating the effectiveness of the results and the specific behaviours. This step is
concerned with the selection of the appropriate method for the assessment. Also, this has
been ensured through the assessment that can improve the performance in the long-run.
Moreover, Omegas has evaluated the performance through (Bititci, Cocca, & Ates, 2016) the
success of the sales target as there was no appraisal form. Further, the last step in the

PERFORMANCE MANAGEMENT PROCESS 2
performance management process is the performance review in which the manager measures
the current performance by comparing it with the predetermined goals and forward planning
for the future actions. The manager of Omega can make the final decision for the
performance improvement and thereby leading the organization to increased profits.
Moreover, Omega has made the performance review in which the company has determined
that there was lack of feedback which led to lower customer service and ultimately declined
the sales. The company has made the further planning of new process management process.
To conclude, it can be said that performance management process provides the
necessary components which are crucial for the improving the overall performance of the
employees. Here, the paper is based on each step of performance management of Omega and
their plans for the managing performance management.

PERFORMANCE MANAGEMENT PROCESS 3
References
Baker, T. (2017). Management Myth# 1—Job Specification Improves Performance. In
Performance Management for Agile Organizations (pp. 59-72). Palgrave Macmillan.
Bititci, U., Cocca, P., & Ates, A. (2016). Impact of visual performance management systems
on the performance management practices of organisations. International Journal of
Production Research, 54(6), 1571-1593.
Forslund, H. (2015). Performance management process integration in retail supply chains.
International Journal of Retail & Distribution Management.
Mone, E., & London, M. (2018). Employee engagement through effective performance
management: A practical guide for managers. Routledge.