PERFORMANCE MANAGEMENT

(Network Solution, Inc.)

Openness:
As stated in the case the Network Solutions encouraged two way communications on an ongoing
basis and all the employees knew the criteria of the evaluating system.
Thoroughness:
Network solutions planned to monitor all policies and practices and rectify if required and then
all the employees were evaluated.
Reliability:
Network Solutions planned on continuous check on performance of all employees- with all
stakeholders.
Specificity:
With the help of rating system the employees will have a sense of improving their performance
and what benefits they can be given at 1,2 and 3 rating scale.
Inclusiveness:
The employees were given responsibility to develop the performance management system along
with managers.
The ideal characteristics which were missing are:-
Correctibility:
Looking in the light of case there was no such process stated through which employees can
challenge incorrect decisions.
Ethicality:
There were no such guidelines given that the performance evaluation will be done on merit, there
maybe a chance that supervisor will may give more favor to one employee and the element of
employee privacy is not there.
The ideal characteristics for which we need additional information are:-
Reliability:
Though the Network Solutions was checking the performance consistently but it is not sure that
Ans1. The overlap between Network solutions and an ideal system is that
o The Network solutions want to align their employees’ goals with the organizational.
o Another overlap was the standardization of the performance management system at all
the divisions.
o Developmental programs for the employees to enhance their performance.
o Two-way communication was encouraged so that managers and employees can share
positive and negative about the performance.
o The rating system which was the core part which evaluates each employee with the rating
of 1, 2 or 3.
o To rectify the policies and practices continuous checks were made at different intervals.
Ans1. The overlap between Network solutions and an ideal system is that
o The Network solutions want to align their employees’ goals with the organizational.
o Another overlap was the standardization of the performance management system at all
the divisions.
o Developmental programs for the employees to enhance their performance.
o Two-way communication was encouraged so that managers and employees can share
positive and negative about the performance.

Mr. Fahad Ayub Page 1

 PERFORMANCE MANAGEMENT
(Network Solution, Inc.)
o The rating system which was the core part which evaluates each employee with the rating
of 1, 2 or 3.
o To rectify the policies and practices continuous checks were made at different intervals.
Ans1. The overlap between Network solutions and an ideal system is that
o The Network solutions want to align their employees’ goals with the organizational.
o Another overlap was the standardization of the performance management system at all
the divisions.
o Developmental programs for the employees to enhance their performance.
o Two-way communication was encouraged so that managers and employees can share
positive and negative about the performance.
o The rating system which was the core part which evaluates each employee with the rating
of 1, 2 or 3.
o To rectify the policies and practices continuous checks were made at different intervals.
 ANSWERR-1:

The overlap between Network solutions and an ideal system is that,

The Network solutions want to align their employees’ goals with the organizational.
o Another overlap was the standardization of the performance management system at all
the divisions.
 The Network solutions want to align their employees’ goals with the organizational.
 Another overlap was the standardization of the performance management system at all
 the divisions
 Another overlap was the standardization of the performance management system at all
 the divisions
 Another overlap was the standardization of the performance management system at all
 the divisions
 Another overlap was the standardization of the performance management system at all the
divisions.
 Developmental programs for the employees to enhance their performance
 Two-way communication was encouraged so that managers and employees can share
positive and negative about the performance.
 The rating system which was the core part which evaluates each employee with the rating of
1, 2 or 3.
 To rectify the policies and practices continuous checks were made at different intervals.

Ans2. The features of the system implemented at Network Solutions correspond to what is
described as ideal characteristics are as follows:
Ans2. The features of the system implemented at Network Solutions correspond to what is
 ANSWER-2:

The features of the system implemented at Network Solutions correspond to what is described as
ideal characteristics are as follows:

Mr. Fahad Ayub Page 2

 PERFORMANCE MANAGEMENT
(Network Solution, Inc.)
1. Strategic congruence:
The design team is initiated by creating the performance management system by
aligning individual goals with organizational goals and by focusing on the
development of all the employees.

2. Practicality:
Implementing performance system is time consuming and expensive but the design team made
the senior leadership agreed upon it as they would be evaluating all their
employees’ performance.

3. Standardization:
As design team already convinced the senior leadership to stop all the other
development programs which were 50 programs, basically the idea was the standardization of
evaluating performance across all divisions

4. Acceptability and fairness:

The employees knew that they will be awarded or penalized according to their performance, as
the rating scale would help to evaluate their performance.

5. Openness:
As stated in the case the Network Solutions encouraged two way communications on an ongoing
basis and all the employees knew the criteria of the evaluating system.

6. Thoroughness:
Network solutions planned to monitor all policies and practices and rectify if required and then
all the employees were evaluated.

7. Reliability:
Network Solutions planned on continuous check on performance of all employees- with all
stakeholders.

8. Specificity:
With the help of rating system the employees will have a sense of improving their performance
and what benefits they can be given at 1,2 and 3 rating scale

9. Inclusiveness:
The employees were given responsibility to develop the performance management system along
with managers.

 The Ideal Characteristics Which Were Missing Are:-

10. Correctibility:
Looking in the light of case there was no such process stated through which employees can
challenge incorrect decisions.

Mr. Fahad Ayub Page 3

 PERFORMANCE MANAGEMENT
(Network Solution, Inc.)
11. Ethicality:
There were no such guidelines given that the performance evaluation will be done on merit, there
may be a chance that supervisor will may give more favor to one employee and the element of
employee privacy is not there.

 The Ideal Characteristics For Which We Need Additional Information Are:-

12. Reliability:
Though the Network Solutions was checking the performance consistently but it is not sure that
the system is going to be error free which may result in incorrect decisions.

Answer-3

Based on the description of the implementation of new performance management system, here’s
some Advantage & positive outcome:

Increase in Motivation:

Self-Insight & development Enhance:

In the result of implementation of the new performance management system, the employees will
try to overlap their weaknesses with the help of consulting with their managers & gaining
knowledge.

Employees become More Competent:

Employees will become more competent & their performance will become more effective with
the help of training to improve their abilities & Skills.

Employees Misconduct is Minimize:

With the help of training & supervision of upper level management employees misconduct will
be minimize, as they are trained & they will be less chance of error/ misconduct/ mistake.

Timely Differentiation between good performer & bad Performer:

With the help of effective performance management system, differentiation between good
performer & bad performer will become easier. Management can take the decision more easily.

Mr. Fahad Ayub Page 4

 PERFORMANCE MANAGEMENT
(Network Solution, Inc.)

Mr. Fahad Ayub Page 5