Ideal Versus Actual Performance Management System Essay Example

facets), not deficient (do not Leave any important aspects out), finally measures includes what is important and do not assess what is not important and outside of the control of the employee

Acceptability & Fairness

System must be acceptable & fairness and the participants whom can only judge the system, For example if we will apply a new policy or we will add a new role for an employee it must be acceptable for them even by time, on the other hand about evaluating the employee performance it must be acceptable & fairness regarding for any reward received it must be relevant to the work performed or employee’s appraisal

Inclusiveness

I believe we rely on a Good systems include input from multiple sources on an ongoing basis. First, the evaluation process must represent the concerns of all the people who will be affected by the outcome. Consequently, employees must participate in the process of creating the system by providing input regarding what behaviors or results will be measured and how. Second, input about employee performance should be gathered from the employees themselves before the appraisal meeting all participants must be given a voice in the process of designing and implementing the system. Such inclusive systems are likely to lead to more successful systems, including less employee resistance, improved performance, and fewer legal challenges

Openness

Yes, openness is really important for our organization as good systems have no secrets. First, performance is evaluated frequently and performance feedback is provided on an ongoing basis as there’s a one to one meeting for every employee with his supervisor one per month. Therefore,

employees are continually informed of the quality of their performance. Second, the appraisal meeting consists of a two - way communication process during which information is exchanged, not delivered from the supervisor to the employee without his or her input. Third, standards should be clear and communicated on an ongoing basis through HR, communication department or internally. Finally, communications are factual, open, and honest but not all of the time

Correct Ability

The process of assigning ratings should minimize subjective aspects; however, it is virtually impossible to create a system that is completely objective because human judgment Is an important component of the evaluation process when employees perceive an error has been made, there should be a mechanism through which this error can be corrected. Establishing an appeals process, through which employees can challenge what may be unjust decisions, is an important aspect of a good performance management system

Standardization Good systems are standardized. This means that performance is evaluated consistently across people and time. As we have a standard of evolution for every department or all the organization to achieve this goal by the ongoing training of the individuals in charge of appraisals, usually managers, is a must.

Ethicality Good systems comply with ethical standards. Operationally, this means that the supervisor suppresses his or her personal self - interest in providing evaluations. In addition, the supervisor evaluates only performance dimensions for which he or she has sufficient information, and the privacy of the employee is respected

1. How many of the 14 characteristics of an ideal system are present in the System you are evaluating? 12 characteristics

2. justify;">Identify two characteristics that are not present at all, or barely present, in your system. Discuss the implications that the lack of these characteristics has on the effectiveness of the system. The two characteristics are:

• Acceptability & Fairness
• Openness As it’s barely presented in my company so I believe it may affect on

1. Employees’ loyalty & trust
2. Company position in the market
3. Productivity
4. Customer satisfaction
5. Employees’ Turnover

Identify one characteristic that is clearly present in your system. Discuss the Implications of the presence of this characteristic on the effectiveness of the system.

Strategic Congruence

I believe we are doing this since we started in Egypt as we innovating new technology (3.75 G) & Business Solution for our customers stand to our strategy to be a market leader in the Middle East & Africa which is aligned with organization goal

Identify the characteristic in your system that is furthest from the ideal. What can be done to produce a better alignment between your system and the ideal? Who should be responsible for doing what so that your system becomes "ideal" regarding this characteristic? Reducing the stress and negative situations we go through and increasing the number of positive situations we must apply the 2 characteristics (Acceptability & Fairness, Openness) which will reflect on employee’s behavior.