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Performance Management Systems 1PERFORMANCE MANAGEMENT SYSTEMSBy Student’s NameCourse NameProfessors NameSchoolCity, StateDate
Performance Management Systems 2Table of Contents1.0INTRODUCTION.........................................................................................................................32.0 Diagnosis of the current performance management system.............................................................33.0 Problem associated with O'Meara Electronics Performance management.....................................43.1Issue related to the organization...............................................................................................53.1.1Lack of focus or strategy...................................................................................................53.1.2 Lack of feedback.......................................................................................................................53.1.3Ineffective performance management systems and practices.........................................63.1.4Lack of a reward linked to performance..........................................................................63.2 Issues related to the staff.................................................................................................................63.2.1 Lack of cooperation from employees.......................................................................................64.0 Performance management systems....................................................................................................74.1 360-degree appraisal system...........................................................................................................74.2 management by objectives..............................................................................................................74.3 comparison between 360-degree appraisal and management by objective.................................74.4 Implementation of the performance appraisal system..................................................................85.0 conclusion.............................................................................................................................................86.0 Recommendation of a performance management system design.....................................................87.0 References.............................................................................................................................................9
Performance Management Systems 31.0 INTRODUCTIONThe main reason for preparing this report is to help the O'Meara Electronics Company inadopting the best performance management systems so that the organization can evaluate theperformance of employees individually. This report will also help the organization in linking theoverall organizational goals and performance to the individual performance of employees. A welllaid out performance management will not only help the company grow its performance, but alsoit will help in motivating the employees. Motivated employees are usually satisfied, and this willimprove their performance[ CITATION Fle12 \l 1033 ]. For the organization to have acomprehensive performance management system, it will have to come up with strategies,practices and policies that should be in line with the organization expectation towards theiremployees[ CITATION Otl11 \l 1033 ]. Performance management also helps the organizationdecision related to employee training, career development, transfers, promotions, employmenttermination and reduction in force. This shows that performance management is an importantaspect, and it shouldn't be ignored in any way[ CITATION Ama17 \l 1033 ].2.0 Diagnosis of the current performance management systemThe O'Meara Electronics Company measures its performance based on the customercontracts they enter into and numbers they achieve. Employee individual performance is onlymeasured when deemed necessary, and there isn't a laid-out procedure in which employeeperformance can be measured. The performance management system used in this organization isbased on customer relations. The organization main aim is to ensure that they always developproducts that will meet the needs and expectations of customers. Although the organizationsknow that its main focus is ensuring that the customers need are met, it hasn't linked this goal toemployee performance. The main problem that is facing the current system is that there is no link
Performance Management Systems 4between the organization goals and individual goals. This is always an issue as measuring

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