*****Hello writer, please respond to my classmate about their discussion post. I have their discussion post copied and pasted under the discussion question. I put the discussion question so you know what question the classmates is answering******Instructions from Professor:
Aligning Performance Management with Strategy [WLO: 1] [CLOs: 1, 4]
Prior to beginning work on this discussion forum,
Imagine a performance evaluation system that promotes roles, behaviors, and work outcomes appropriate to achieve organizational strategic objectives throughout the firm. Consider Exhibit 10.3: Strategic Choices in Performance Management Systems on page 330 of your textbook. Address the following: (hello writer, this exhibit is attached.)
- What would such a performance evaluation system look like?
- Would it be similar to the one used in your organization?
- How would individual and/or team performance assessment be conducted?
- What tools would you recommend? Why?
Your initial post should be at least 350 words. Use at least two scholarly and/or credible sources to support your ideas.
******CLASSMATES DISCUSSION POST: *******
Hello Professor and class,
What would such a performance evaluation system look like?
A performance evaluation (PE) system is a structured to assess, measure, and enhance employee performance by aligning individual roles, behaviors, and outcomes with organizational goals and strategic objectives (Mello, 2019). The system when aligned with an organizational strategy should focus on outcomes, behaviors, and roles that drive the company’s success. It will map individual goals to broader strategic objectives, ensuring alignment across all levels (Kaplan & Norton, 2001). For example, the system could emphasize measurable results (e.g.: sales or project completion) while also evaluating key competencies like collaboration and innovation (Ulrich et al., 2012).
Therefore, providing regular feedback through check-ins and 360-degree reviews would support continuous improvement and development (Blanchard & Thacker, 2019). The system should be flexible, ensuring it adapts to changes in strategy and roles, while aligning with the evolving needs of the organization (Birdi et al., 2008). The strategy helps ensure that employee performance supports organizational goals. By focusing on both results and the way work is done, the system fosters a culture of high performance, accountability, and engagement.
Would it be similar to the one used in your organization?
Currently, with my employer, Superior Moving Service, Inc., we currently lack a formal performance management system to systematically collect and analyze data on employee performance. While we do utilize 360-degree feedback as a tool to support employee development, this approach is limited to gathering qualitative insights from peers, supervisors, and subordinates (Blanchard & Thacker, 2019). However, there is no structured framework in place to track and measure specific performance outcomes, set goals, or align individual employee performance with the company’s strategic objectives. As a result, the organization misses the opportunity to make data-driven decisions that could better support employee growth and overall organizational success. However, 360-degree feedback would be a preferred method when the company owner decides to begin structured assessments.
How would individual and/or team performance assessment be conducted?
Individual Performance Assessment. Individual performance assessment would begin with setting clear, measurable goals aligned with organizational objectives (Mello, 2019). It would include evaluating key competencies like upward and lateral communication and problem-solving skills through 360-degree feedback from peers, subordinates, and supervisors (Blanchard & Thacker, 2019). Then, with consistency perform regular check-ins, such as quarterly reviews, to help track progress and provide timely feedback.
Team Performance Assessment. Team performance could be assessed by evaluating collaboration and communication, ensuring that team members effectively share information, resolve conflicts, and work towards common goals. Additionally, evaluating individual/team problem-solving will support measuring how well the team adapts to overcoming challenges.
What tools would you recommend? Why?
To start, I recommend continuing the use of 360-degree feedback, but implementing it in a more structured manner with proper record-keeping to facilitate data collection. This approach offers a comprehensive assessment of an employee’s performance, encompassing both competencies and behavior. I suggest considering tools like BambooHR or Lattice to streamline this process. Additionally, I would strongly recommend incorporating employee engagement and pulse surveys to capture real-time feedback, which will provide valuable insights into employee engagement, satisfaction, and overall well-being.
-Tony
References
Aguinis, H. (2019). Performance management (4th ed.). Pearson.
Birdi, K., Clegg, C., Patterson, M., Robinson, A., Stride, C., & Woods, S. (2008). The impact of human resource management practices on company performance in the UK. British Journal of Management, 19(1), 1-15.
Blanchard, P. N., & Thacker, J. W. (2019). Effective training: Systems, strategies, and
practices (6th ed.). Chicago Business Press.
Kaplan, R. S., & Norton, D. P. (2001). The strategy-focused organization. Harvard Business Review, 79(1), 71-80.
Mello, J. A. (2019). Strategic human resource management (5th ed.). Cengage Learning.
Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2012). HR Competencies: Mastery at the Intersection of People and Business. Society for Human Resource Management.