Strategic Performance Management System at Sadara Chemical Company

This report provides an in-depth analysis of the performance management system implementation at Sadara Chemical Company, a major organization in Saudi Arabia specializing in energy and chemical synergy. It discusses the company's strategic objectives, focusing on enhancing workforce efficiency through a performance management system. The report details the implementation of a communication plan to ensure employee awareness and acceptance of the new system, the establishment of an appeals process to resolve disagreements, and the design of specific training programs for raters to minimize errors. Furthermore, it emphasizes the importance of pilot testing the system before full implementation to identify and rectify potential issues. The analysis is supported by scholarly resources, highlighting the significance of shared vision, effective communication, and continuous feedback in achieving successful performance management outcomes. The report also includes replies emphasizing the importance of communication and employee involvement in the process.

Running head: MANAGING PERFORMANCE FOR RESULTS
Managing performance for results
Name of student
Name of University
Author note

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MANAGING PERFORMANCE FOR RESULTS
Table of Contents
Company overview and strategic objectives..........................................................................3
Implementation of a communication plan.............................................................................3
Appeals process........................................................................................................................3
Training programs...................................................................................................................4
Pilot testing of the system before implementing performance management system.........4
References.................................................................................................................................5

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Company overview and strategic objectives
The Sadara Chemical Company has been a major organisation in Saudi Arabia
specialised in the management of synergy between energy suppliers through combination of
science and technological aspects. The company has its manufacturing points at multiple
places, which has helped in producing an average of three million tons of products annually
(Osborne, Greene & Immel, 2914). The company has been a revolution within the chemical
industry of Saudi Arabia and this has helped in expansion of value chains, furthermore,
contributed to the growth in economy of the nation as well.
The strategic objectives of the company are to implement the performance
management system and even enhance the efficiency of the workforce consisting of the
employees of Sadara Chemical Company in Saudi Arabia.
Implementation of a communication plan
The communication plan has been implemented not only for the purpose of keeping
everyone informed about the new performance management system to be developed, but also
to make them aware and informed about the change to be implemented for gaining
acceptance and alignment with the strategic goals to be achieved (Song, Mukhopadhyay &
Yalamanchili, 2015). The communication process could be managed via email and through
chat messages and by implementing new organisational policies so as keep align with those
properly too.
Appeals process
Often the implementation of a new system could be accepted by some and ignored by
others as well. Due to this, the appeals process has been significant for resolving any
disagreements while at the same time, ensure that the system to be implemented is valid or
not as well. Based on the appeals process, it would also be essential for making employees

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understand whether they could adjust with the system or not, thereby, ensure proper
administration of policies and procedures perfectly too (Saunila, Tikkamäki & Ukko, 2015).
Training programs
The training programs were aligned with the ratings of employees and this could
prevent errors or issues from occurring while implementing the performance management
system. This would also help in making the employees acquire the desired level of skills and
knowledge, thereby, ensure proper framing of references along with implementation of self-
leadership programs too for better control and coordination of the employees within the
workplace as well (Decramer, Smolders & Vanderstraeten, 2013).
Pilot testing of the system before implementing performance management system
The pilot testing for the performance management system has been done for testing
whether the system is feasible or not and also verify the various components of the system
prior to the real time operating condition or implementation of the system within the
workforce. The PMS should be experimented with few employees for checking whether the
launching of the system could be effective or not, then implement necessary changes to it and
ensure that the system implementation is successful (Osborne, Greene & Immel, 2014).

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1st reply
I would like to inform the employees of Sadara Chemical Company to make sure that
prior to the PMS implementation, a proper dictation of values and shared vision is
established. This could ensure all of you to gain information and knowledge about the new
system to be implemented, furthermore, ensure greater acceptance among all of you as well.
As part of the objective of improving the workforce effectiveness and implement PMS, it
would also be essential for managing approval from the employees at first and then keep
them acknowledged about the pilot testing process too (Saunila, Tikkamäki & Ukko, 2015). I
would also like to share the fact that with proper communication, all the employees would be
able to accept the change and make sure to become a part of the implementation of system in
a proper and effective manner too.
2nd reply
It is to make the National Agricultural Development Company informed about the
importance of communication process, which could help in managing shared vision and also
attain the goals collaboratively. The appeals processes seemed to be effective as it could help
in making the managers put ratings for the employees based on their performances with the
help of performance management system implementation. This would help in evaluating the
performances of employees and based on that, behavioural observation training could be
provided for enhancing their skills and knowledge too (Decramer, Smolders &
Vanderstraeten, 2013). The last step of pilot testing allow for preventing any errors during the
system implementation, thereby makes sure to measure performances of employees in terms
of feedbacks and manage system functioning perfectly.

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References
Osborne, M. S., Greene, D. J., & Immel, D. T. (2014). Managing performance anxiety and
improving mental skills in conservatoire students through performance psychology
training: a pilot study. Psychology of Well-Being, 4(1), 18.
Saunila, M., Tikkamäki, K., & Ukko, J. (2015). Managing performance and learning through
reflective practices. Journal of Organizational Effectiveness: People and
Performance.
Decramer, A., Smolders, C., & Vanderstraeten, A. (2013). Employee performance
management culture and system features in higher education: relationship with
employee performance management satisfaction. The International Journal of Human
Resource Management, 24(2), 352-371.
Song, W. J., Mukhopadhyay, S., & Yalamanchili, S. (2015, April). Managing performance-
reliability tradeoffs in multicore processors. In 2015 IEEE International Reliability
Physics Symposium (pp. 3C-1). IEEE.