Description
Reply to discussion (Module 02: The Performance Management Process)
Q – Please read the discussion Attached and prepare a Reply to this discussion post with comments that further and advance the discussion topic.
The reply needs to be substantial and constructive in nature. it should add to the content of the post and evaluate/analyze that post Discussion
Please provide the references you used.
Ensure zero plagiarism.
Word limit: 200 words.
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Performance management is a structured process that ensures employees understand
their roles, expectations, and growth opportunities. According to Aguinis (2023), the
performance management process consists of five key components: prerequisites,
performance planning, performance execution, performance assessment, and
performance review. Applying these elements correctly can help Amal, the new
Administrative Assistant, succeed in her role at ABC.
Prerequisites – Fundamentals
The first issue in Amal’s case is the lack of a well-defined job description. Prerequisites for
an effective performance management system include a clear understanding of the
organization’s mission, strategic goals, and the specific job requirements. Amal’s job
description was too limited, meaning she lacked a full understanding of what was expected
of her.
To fix this, ABC should conduct a job analysis, gathering data on job tasks, required skills,
and expected performance standards. As Nikolic, Peric, and Bovan (2020) emphasize, job
clarity significantly impacts employee success. A thorough job description should outline
Amal’s responsibilities, key competencies, and performance expectations.
Performance Planning
Performance planning involves setting clear goals and expectations. Aguinis (2023)
highlights that this step includes defining results, behaviors, and development plans. Amal
did not receive adequate guidance on what success looks like in her role.
To address this, Amal’s supervisor should establish key accountabilities, measurable
objectives. For example, instead of unclear expectations, Amal should have clear
deliverables such as “Respond to emails within 24 hours”.
Additionally, a development plan should be put in place to help Amal enhance her skills. As
Hancock, Hioe, and Schaninger (2018) state, employees perform better when they
understand their growth opportunities.
Performance Execution
Amal’s performance issues may not be due to a lack of ability but rather a lack of support.
Performance execution requires ongoing feedback, coaching, and communication
between the employee and manager (Aguinis, 2023). Amal only received two days of
training, which may not have been enough for her to fully grasp her responsibilities.
To improve performance execution, Amal’s manager should provide continuous feedback
and check in regularly to ensure she is progressing. A structured onboarding plan with
step-by-step training can help future hires adjust more smoothly.
Performance Assessment
Performance assessment involves evaluating employees based on their progress and
contributions. Aguinis (2023) notes that assessment should be fair and based on multiple
sources (self-assessment, manager feedback, peer reviews). In Amal’s case, her
supervisor should not only rely on direct observation but also consider feedback from other
employees she interacts with.
Performance management system uses a 360-degree feedback approach, where
performance is reviewed from multiple perspectives (Aguinis, 2023). Implementing a
similar ways can help ensure that assessments are objective and comprehensive.
Performance Review
The last step, performance review, focuses on discussing past performance, setting future
goals, and addressing any issues (Aguinis, 2023). Since Amal’s supervisor believes she is a
capable employee, a formal performance review meeting can help identify where she
needs more support and training. The review should include:
1. What Amal has done well and where she can improve.
2. Feedback from Amal about any challenges.
3. Future development, including skill-building and additional training.
To prevent similar issues in the future, ABC should enhance its performance management
system by improving job descriptions, performance planning, ongoing support, and
feedback mechanisms. A structured approach will help employees like Amal succeed and
ensure long-term organizational success.
References
• Aguinis, H. (2023). Performance Management (5th ed.). Chicago Business Press.
• Nikolic, T. M., Peric, N., & Bovan, A. (2020). The role of feedback as a management
tool in performance management programs. Quality – Access to Success, 21(177),
3-8.
• Hancock, B., Hioe, E., & Schaninger, B. (2018). The fairness factor in performance
management. McKinsey Quarterly.
Reply to discussion (Module 02: The Performance Management Process)
Q – Please read the discussion Attached and prepare a Reply to this discussion post with comments that
further and advance the discussion topic.
The reply needs to be substantial and constructive in nature. it should add to the content of the post and
evaluate/analyze that post Discussion
Please provide the references you used.
Ensure zero plagiarism.
Word limit: 200 words.
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