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.
employees, Organization ABC must address several critical aspects of the performance
management process as outlined in Chapter 2, Figure 2-1. These include prerequisites,
performance planning, performance execution, performance assessment, and
performance review. Each of these components plays a vital role in aligning employee
performance with organizational goals and ensuring employee success.
1. Prerequisites
Prerequisites involve understanding the organization’s mission, goals, and job-specific
requirements. In Amal’s case, the limited job description and inadequate training indicate a
failure in this stage. To address this, Organization ABC should:
• Revise Job Descriptions: Ensure job descriptions are detailed, clear, and aligned with
organizational goals. This will help employees understand their roles and expectations
from the outset.
• Conduct Comprehensive Onboarding: Provide thorough onboarding that includes not
only job-specific training but also an overview of the organization’s culture, values, and
expectations. This would have helped Amal transition more smoothly into her role.
2. Performance Planning
Performance planning involves setting clear, measurable goals and expectations. Amal’s
supervisor noticed her performance was inadequate, which suggests a lack of clear
performance objectives. To improve this:
• Set SMART Goals: Establish Specific, Measurable, Achievable, Relevant, and Timebound (SMART) goals for Amal. This will provide her with a clear direction and measurable
outcomes to strive for.
• Regular Check-ins: Schedule regular check-ins to discuss progress, clarify
expectations, and provide ongoing guidance. This would have allowed Amal to address any
uncertainties early on.
3. Performance Execution
Performance execution focuses on providing employees with the resources, support, and
feedback they need to succeed. Amal’s two-day training was insufficient, and her
supervisor’s delayed recognition of her struggles highlights a gap in this area. To address
this:
• Ongoing Training and Development: Offer continuous learning opportunities and
resources to help employees develop the skills needed for their roles. For example, Amal
could benefit from additional administrative training or mentorship.
• Real-Time Feedback: Provide timely and constructive feedback to address performance
issues as they arise. This would have allowed Amal to correct course before her
performance became a significant concern.
4. Performance Assessment
Performance assessment involves evaluating employee performance against set goals.
Amal’s supervisor recognized her past excellence but failed to assess her current
performance effectively. To improve this:
• Objective Evaluation Criteria: Use clear, objective criteria to assess performance,
ensuring evaluations are fair and unbiased. This will help identify specific areas for
improvement.
• 360-Degree Feedback: Incorporate feedback from multiple sources, including peers and
other supervisors, to provide a well-rounded assessment of Amal’s performance.
5. Performance Review
Performance review involves discussing assessment results and planning for future
development. Amal’s supervisor should use this stage to:
• Develop a Performance Improvement Plan (PIP): Create a PIP that outlines specific
steps Amal can take to improve her performance, along with timelines and support
mechanisms.
• Career Development Discussions: Discuss Amal’s long-term career goals and how they
align with organizational objectives. This will motivate her and provide a sense of direction.
Conclusion
To ensure Amal’s success and improve the performance management process for future
employees, Organization ABC must address deficiencies in prerequisites, performance
planning, execution, assessment, and review. By revising job descriptions, setting clear
goals, providing ongoing support, and conducting fair assessments, the organization can
create a performance management system that fosters employee growth and aligns with
organizational objectives. These changes will not only help Amal succeed but also enhance
the overall effectiveness of the performance management process for all employees.
References:
• Nikolic, T. M., Peric, N., & Bovan, A. (2020). The role of feedback as a management tool
in performance management program. Quality – Access to Success, 21(177), 3-8.
• Hancock, B., Hioe, E., & Schaninger, B. (2018). The fairness factor in performance
management. McKinsey Quarterly. Retrieved
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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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