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Running head: PERFORMANCE MANAGEMENT Performance Management and Training Kimberly Olsen BUS3040 Capella University November 2020 1
Running head: PERFORMANCE MANAGEMENT Performance management needs to be identified as one of the core responsibilities of management. While most employees find performance appraisals dreadful, performance management can potentially deliver many benefits to the employee and organization, Noe, R. (2019). Developing a performance management system throughout the organization and valuing that system as a manager will help each team and the organization as whole. Putting the proper performance managements system in place can take a lot of time for an organization that is just starting out. Understanding the 3 purposes of creating the performance management system is the first step. Step number 2 is knowing the steps to create an effective performance management process that will protect the companies most important assets. The performance management process has 6 steps; 1. Define performance outcomes for a company division and department 2. Develop employee goals, behavior, and actions to achieve outcomes 3. Provide support and ongoing performance discussions 4. Evaluate performance 5. Identify improvement needs 6. Provide consequences for performance results Filevine, Inc is the organization that I work for. When I was first hired there were a total of 26 employees. Currently, there are 1,300.00. I have been a part of and watched the company grow from a startup company to what it is now. With that growth the company has struggled to adapt their HR policies and management procedures. Watching this company build teams and 2
Running head: PERFORMANCE MANAGEMENT expand the organization so quickly has been quite the learning experience. I have more appreciation for having a manager to guide me and provide me feedback to help me better myself as an employee. Below are the processes surrounding performance management that I have experienced while working at Filevine. For a long time Filevine did not have a performance management system in place. People were getting terminated with no warning because of performance which as you can imagine caused issues with employee’s constantly fearing that they would be fired with no warning. Filevine’s performance management process varies across departments in the company. The first process is on our sales team. Our VP of sales created segments, then goals for each segment and set that expectation with his team. However, there was no clear process of development or training causing turnover and perceived favoritism. Some employees are given the opportunity to step down to a lower segment to build up their skills and receive coaching’s more frequently from managers, but other employees were terminated due to lack of performance with no real chance to improve.

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