course material

1. [From 10$/Pg] Goes Beyond Basic Evaluations
[From 10$/Pg] Goes Beyond Basic EvaluationsDiscussion response #1 follow up
questionRE:” Retraining the general manager on how to efficiently conduct performance
evaluations and reiterating the significance of doing so correctly and successfully could
have filled in the holes left by the absence of such training.”Great points about retraining.
What might you include in such management training on alignment?Discussion #1It is
important for performance management systems to be congruent with the organization’s
mission, vision, culture, and strategies because businesses tend to experience greater
returns when an effective system is implemented. Aligning the performance management
system with the organization’s mission and goals ensures that everyone, the company,
managers, and employees, are all on the same page when it comes to expectations. For
example, reviewing job descriptions, making sure they support the organization’s vision
and mission, confirms to the employee what their work entails, how it should be done and
what results are expected of them. This helps to support the company’s strategic goal.
Another benefit of aligning the two is that managers are able to monitor, encourage and/or
correct an employee’s progress towards an agreed upon goal.One major gap I noticed in my
organization’s system alignment is that it isn’t a continuous process. My organization only
the traditional, once a year, employee progress report. This puts a strain on communication
between employee and employer. Employee’s work performances don’t really improve
because it is not being monitored effectively, missing opportunities for motivation or
correction. This gap can be closed by conducted periodic check ins with each employee,
throughout the year, to ensure they are meeting short term goals and their work ethic
continues to align with that of the organization’s.Discussion #2Performance management
(PM) is the process of ensuring that a set of activities and outputs meets an organization’s
goals effectively and efficiently. (Aguinis, 2019). Managing performance is essential to
workplace success, but many teams need a strategy that goes beyond basic evaluations.
Performance management incorporates a complete system of goals, reflections, and
rewards that encourages team members to do their best work. The performance
management system is critical for any organization to ensure quality and to ensure the
company’s goals are met. Therefore, it is critical for the performance management system to
be congruent with the organization’s mission, vision, culture, and strategies. Specifically, the
performance management system is a system that is created from top-down and is closely
tied to the company’s mission, vision, and culture (Arnold and Wade, 2015). As a result,
measuring individual performance will be based on the employees’ daily activities that

2. support the organizational strategic plan. Keeping this in mind, the corporate vision,
mission, goal, and strategies will directly align with the goals of the company as a whole and
the goals of each individual. Previously, I worked for an organization in which the
alignment of its systems to its overall performance was poor. Despite being explicitly stated
in the performance management system, some steps were often skipped when it came to
managing performance. Communication and the performance management system were
affected as a result of this. In the event of a bad review, a plan for improving the person’s
performance was to be in place at the time of the review. In reality, the general manager of
the company often delayed that step or skipped it altogether. In my opinion, a performance
management system should have been developed specifically for the management team to
increase the effectiveness of the review process. It would have been possible to close the
gaps if the general manager had been retrained on how to conduct performance reviews
efficiently and emphasized the importance of performing them accurately and effectively. I
would improve the organization’s performance management system in many ways if I were
HR Director. As a first step, I would retrain the managers who are on the front line with the
employees every day. To train them on how to effectively give a performance review and
how to reward or improve, I would conduct a seminar. To prevent surprises when it comes
time for a performance review, I would meet with the managers biweekly for updates on
everyone’s performance.