Performance Management: Implementation and Best Practices Report

This report provides a comprehensive overview of performance management, emphasizing the importance of aligning employee performance with organizational goals. It details best practices, including setting SMART goals, establishing clear policies and procedures, and providing frequent ...Read More

Performance management
 The organization need to come up with better ways of measuring if the firm is
using the set plan to achieve the goals. Performance management refers to a
continuous process of measuring the performance of employees and aligning
the performance with the main goals of the organization (De Waal, 2013).

Better practices in performance
management
• Setting SMART goals, policies and procedures. SMART (Specific,
Measurable, Achievable, Realistic and Timely).The rules that will guide
the workers towards achieving goals (Pollitt, 2013). Without such
policies, it will be unfair to dismiss any employee. This helps
management to determine whether the organization is following the
set plan and come up with corrective measures.

Provision of feedback
 The selected performance management model
should be able to provide frequent feedback to the
employees. The feedback helps in determining the
efficiency of the employee (DeNisi & Pritchard, 2006).
The feedback helps in employee knowing the
progress of the work towards achieving the set goals
and objectives.

Provision of feedback
– In the case of Aly V Commonwealth Bank of Australia, Aly was warned for not following
management set procedures and policies. Feedbacks inform of warning will help the organization
win cases of unfair dismissal. For the case of Madrigal Engineering, the supervisor did not warn
Oscar against coming to work late or even misconduct.

Training staff
 The model should also ensure that employees are trained so as to increase skills and
for career development (Rolstadås, 2012). If the employee is not able to achieve the
set goals according to the feedback provided, the manager should opt ensuring that
the employee is trained so as to perform the assigned tasks well.

Documentation
 Documenting all the activities of the employee so as to ensure easy retrieval of
information concerning the employee when needed (Neves & Eisenberger, 2012). This
will help to avoid cases of unfair dismissals as documentation will help the
management when making decisions such as promoting or dismissing employees. The
model of performance management should also reward success.

Documentation
◦ The documentation include record keeping softwares which are designed according to
the needs of organizations. The other documentation is employee folders which should
be well numbered for easy retrieval (Moynihan & Lavertu, 2012). To implement the new
performance management system, managers will require technological support that will
help the managers to keep records and track the performance of the employees

Steps to follow
• Setting the goals to be achieved. This will include setting the
strategic goals and operational goals.
• Measuring the performance of the employees so as to gauge
their progress towards achieving the set goals.
• Giving feedback after measuring the performance.
• Establishing a reward system
• Correcting the deviations.

Sound performance management model
• Dismissal and promotions will be done after checking the records
of the employees so as to avoid unfair dismissals and promotions
that can lead to legal tussles. The reward system is based on
performance and this will help to avoid industrials strikes that will
lead to industrial hearing as employees are paid fairly.

Implementation
 In the performance management, senior managers
will be involved when it comes to promotions and
dismissal of employees as managers have no such
powers (Moynihan & Lavertu, 2012). Training of
employees will also require involvement of senior
managers as resources of the organizations will be
used. Senior managers are answerable to stake
holders

D O C U M E N TAT I O N
Documentation should ensure there is document trail so that the
documents can be retrieved easily when making decisions concerning
the employee (Neves & Eisenberger, 2012). The information could be
needed to establish is the employee needs performance or not.
Efficient filling system should be encouraged so as to save time when
retrieving the employee files.

CONDUCIVE ENVIRONMENT
Senior supervisors and managers should be involved when conducive working
environment is needed. The working environment should ensure the safety and
health of the employees (Moynihan & Lavertu, 2012). The working environment
should ensure that instructions can be passed effectively without distortion so
that tasks can be accomplished as expected by supervisors.

Training of staff.
 Employee should be trained on how to perform the
tasks assigned to them and how to utilize the
organization resources (Rolstadås, 2012). They should
be enlightened and when to use the resources of the
organization. This will help in avoiding resource
mismanagement for better effieciency in the
organization.

Clear instructions
 Supervisors should ensure that employees get
clear instructions on how to perform the tasks in
the organization. What employees should do and
not do should be well articulated to the employees
so as to avoid confusion and misconduct
associated with poor instructions (DeNisi &
Pritchard, 2006). The instructions should also be
documented so as to act as a point of reference
when making critical decisions such as promotion
and dismissals.

Procedural fairness.
 Employees should not be dismissed on the spot as
there is procedures that should be followed when
dismissing employees (DeNisi & Pritchard, 2006).
The procedure include giving employees written
warning and giving employees opportunity to
defend themselves. This will help avoid legal
tussles in industrial hearings.