Develop a comprehensive Performance Management System aimed at improvingemployee performance;b.
Develop a more objective system for rating performance;c.
Establish a rewards system that is focused on rewarding exceptional results andencourage continuous improvement;d.
Apply a change management strategy to ensure integration of the new performancemanagement system into COMPANY
Equip employees with the necessary tools to plan, monitor, provide feedback, developcapacity, evaluate and reward performance.
In order for any performance management system to be used effectively, members of theorganization need to have a thorough understanding of how performance management
systems are designed to align employee performance with the organization’s
goals. Managersmust learn how to effectively use the performance management tools for setting clear goals,monitoring performance, providing feedback, developing capacity to perform, appraisingperformance as objectively as possible and rewarding good performance. We underlined goodperformance because it is critical for employees to know what is being recognized. Whenrewards do not clearly point to the good performance, employees become confused aboutwhat defines it.
Consultants believe that the measure of a performance management
system’s effectiveness is general improvement in employees’ performance. If the system can’t
do this, it is not worth the time and money invested in it. For performance improvement totake place however, users must use the system and tools according to their purpose. This canonly happen if the users accept the role they play in the performance management schemeand know exactly how to use the available tools for performance management. These webelieve are the causes and effects that we must address if we are to implement a usefulperformance management system.We propose to make some considerable revisions in COMPANY
’s existing system to achievethis proposal’s objectives. Our major strategy includes:
Getting key employees involved in the revision process;2.
Training all involved on the concepts, development and use of performancemanagement tools; and