Performance Management Program Design and Implementation Report

This report provides a detailed analysis of performance management within a small company, emphasizing the significance of HR in fostering efficient employee practices. The report addresses communication gaps and the need for clearly defined roles and responsibilities. It introduces an 8-dimensional performance management design, incorporating weekly performance rosters, reward systems, and employee monitoring to enhance efficiency and market position. The implementation cycle includes planning, monitoring, development, rating, and rewarding, alongside authentication processes and a focus on training and development. The report also outlines steps for successful implementation, emphasizing evaluative tests, communication, goal setting, and innovative processes to improve employee performance and company productivity. The conclusion highlights the importance of performance management for achieving strategic objectives and retaining efficient employees.

Running head: PERFORMANCE MANAGEMENT
PERFORMANCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Introduction
In a relatively small company, the role of HR is quite significant as growing nature of the
company is depending on the efficient employees. There are some gap in communication noticed
so managing employees in the right channel is also a concerning factor in the organization. The
roles and responsibilities of each employee’s needs to be declared and that is the reason
performance management is introduced in that company (Van Dooren, Bouckaert & Halligan,
2015). Performance management is not the way of appraisal of employees’, though this section
of this management section but most of the time motivates employees’; implementing the
innovative design to the company is the basic motive of this.
Design of Performance management program
The basic design that needs to be implemented for performance management is the 8-
dimensional design of management. There are some influencing performance management
opportunities for employees. The innovative designs like weekly performance roster and
marking performance with rewards need to be implemented in this company so that better
chances of development program will evolve. Performance scope of every employee will be
same and deliver role and responsibilities to each employee so that they can do justice to their
work (Buckingham & Goodall, 2015).
Efficiency is the first aspect needed by the organization and employees’ need to be
enough efficient to deal with the organizational work (Aguinis, 2013). Monitoring is another
aspect for leaders and managers. They monitor all the employees and want that employees
enhance their level of performance for the development of the company. In case of a small
organization, their market position is quite low and that is reasonably expected as well but in

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case of innovative performance evaluation better market position is expected from the
organization (Pulakos et al., 2015). Properties is another aspect but as the company strength is
so less, that they don’t have that much of extra properties to make the vivid promotion of the
company. The timing of the implementation is another prime perspective as innovative design
needs to implement some time (Aguinis, 2013).The scope of better performance is another
aspect that performance management can deliver for the development of the organization
(Arnaboldi, Lapsley & Steccolini, 2015). If there are ample amount of innovative scopes
available still the company is not working over the condition then, there are lots of chances for
the HR team to make use most of them and apply for the changes.
Performance management cycle needs to be implemented in this kind of small-scale
companies. Planning of weekly performance roster is the first thing that will be introduced in an
organization. Technological systematic changes are also needed to configure for that reason.
Innovative processes are not always productive for the organization. In that case, Monitoring the
system and how people accustomed to those new ideas are the important factors to concentrate
on. Development of the factor and process the subordinates of that factor are also important
(Aguinis, 2013). If there are any kind of situation happens then it is quite relevant to organize a
training and development for employees. At the end of the entire process weekly rating system
has been introduced, and due to training process better outcome can be expected from employees
(Chowdhary et al., 2014). The rating system also determines the scale or pay band of employees
and also showcase the innovative way of business work and the adopting quality of employees in
the future understanding of them. The reward is the ultimate boost for employees as most of the
employees looking for better products for their own monetary rewards provided by the
organization (Gerrish, 2016). In most the cases, employees’ good performances are reflected

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through in company’s production so performance management cycle needs to put over the
company so that a productive result can be drawn and evaluation of performance engrossed
through the matter.
Time of implementation
Performance
Managemen
t
Week 1 Week 2 Week 3 Week 4 Week 5 Week 6
Planning
Monitoring
Developing
Rating
Rewarding
Authentication for program implementation
There are some corporate authentications needed to implement new innovation in
organization and there are some performance management systems also need to be introduced by
the management. The employee recruitment plan and create a pool of employees is the first
authorization that need to be taken from the HR manager of the company. Then only HR
department can promote the advertisement that accumulates more efficient employees’ to come
for the overall development of the organization (DeNisi & Smith, 2014). A pool of employees’
will be selected at the initial level and then scrutinize those employees and narrow down the
process to get the best employee for the organization. Authentication need from the positional
head, supervisors, leaders, and managers and then interview process states the best employee
through this process.

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Detail of new program
For weekly roster system, detail planning needs to sense the new program in an effective
way. A comprehensive process is needed for employee selection. A better planning is also
required like merit program idea, that extracted the best employee for the organization. Providing
reward and recognition to employees is another aspect of giving extra enthusiasm to do better
work and for the better production employees do the same for the organization (Budworth,
Latham & Manroop, 2015). Monetary increment, gift cards, extra traveling allowances all these
are facilities provided by this organization if production level has maintained by the employees.
For the career development opportunities including transfer or job shadowing for staffs are the
innovative way of learning the new concept in the organization and that somehow help in
production.
Steps to successful implementation
Employees’ are doing their best to improve the position of the company but efficient
employees’ are also needed in this organizations so the better communication and man-
management can sustain in the organization and a better chance of productivity extracts through
that process. There are certain steps needed to be followed:
 The evaluative test will be placed at the time of selection.
 Performance can be judged by the evaluation of every week.
 Better communication and interaction with employees is important.
 Performance can be measured by the effective production that employees invest in their
organization (Aguinis, 2013).
 Employees’ need to make smart goals and try to fulfill that goal at the speculated time.

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 Plan some innovative process that will take care of promotion of the company.
 In case of difficult systems, when employees do not understand the procedure to use the
technology, then a special training class will be organized by the management so that
improved quality and outcome can be extracted from employees (Jain & Moreno, 2015).
 The process of reward and reorganization is a kind of mental boost that helps employees’
to motivate them for good works.
These are the possible steps that needed to be taken by the organization for the development of
performance management of the organization.
Conclusion
Therefore, it can be concluded that better performance and meeting strategic objectives
are important for the development of the organization. Goals and objectives of the company are
the main aspect and employees’ retention and the reviewing efficient employees’ is upgraded the
performance of the management. Thus, it can be stated that planned functions and evaluative test
at the time of interview will encourage better retention of employee and these employees are the
asset of the team.

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References
Aguinis, H. (2013). Performance management (3rd ed.). Upper Saddle River, NJ: Prentice Hall
Arnaboldi, M., Lapsley, I. and Steccolini, I., (2015). Performance management in the public
sector: The ultimate challenge. Financial Accountability & Management, 31(1), pp.1-22.
Buckingham, M. and Goodall, A., (2015). Reinventing performance management. Harvard
Business Review, 93(4), pp.40-50.
Budworth, M.H., Latham, G.P. and Manroop, L., (2015). Looking forward to performance
improvement: A field test of the feedforward interview for performance
management. Human Resource Management, 54(1), pp.45-54.
Chowdhary, P.R., Pinel, F.A., Palpanas, T. and Chen, S.K., International Business Machines
Corp, (2014). System and method for model-driven dashboard for business performance
management. U.S. Patent 8,843,883.
DeNisi, A. and Smith, C.E., (2014). Performance appraisal, performance management, and firm-
level performance: A review, a proposed model, and new directions for future
research. The Academy of Management Annals, 8(1), pp.127-179.
Gerrish, E., (2016). The Impact of Performance Management on Performance in Public
Organizations: A Meta‐Analysis. Public Administration Review, 76(1), pp.48-66.
Jain, A.K. and Moreno, A., (2015). Organizational learning, knowledge management practices
and firm’s performance: an empirical study of a heavy engineering firm in India. The
Learning Organization, 22(1), pp.14-39.

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Pulakos, E.D., Hanson, R.M., Arad, S. and Moye, N., (2015). Performance management can be
fixed: An on-the-job experiential learning approach for complex behavior
change. Industrial and Organizational Psychology, 8(1), pp.51-76.
Van Dooren, W., Bouckaert, G. and Halligan, J., (2015). Performance management in the public
sector. Routledge.