Four Dimensions Used In Performance Management Essay Example

perspective customer perspective ,and learning & growth perspective.According to the Balance Score Card (BCS), an employee is considered a valuable asset in any organization that prioritizes team performance aligned with strategic goals. Conversely,a team is comprised of a small group of individuals with complementary skills who are dedicated to a shared purpose and accountable for performance objectives.General Motors (GM) has outlined various strategic objectives which encompass fostering positive relationships with customers,traders,
communities,
union partners,and suppliersGM strives to lead in innovative technologies and quality vehicle manufacturing. They empower employees by giving them more responsibility and authority, while also holding them accountable. Upholding integrity, fostering teamwork, promoting customer enthusiasm, encouraging innovation, and endorsing individual respect and responsibility are all important values for GM.

To achieve these objectives, GM relies on its workforce of 209,000 trained employees. The company uses scorecards as tools to establish performance targets for teams in a hierarchical approach that monitors and evaluates employee performance. Quarterly operational performances are reported and reviewed at the board level, with summarized reports sent to top management.

The success of GM depends on both satisfied clients and committed employees because client satisfaction directly impacts their likelihood of continued patronage. Each employee is given a Personal Development Planning booklet that includes assessments of their performance, past and future training requirements, as well as departmental performance data.

Scorecards are used to identify areas for improvement aligned with the administration's vision and goals. The administration's vision statement outlines GM's objectives within a specific timeline for achievement. It takes into account the organization's current state while providing guidance for future direction.The company's business objectives are strategic positions that they aim to achieve, indicating success or failure rather

than measurable metrics. Currently, they have 19 FlexFuel vehicles available for the 2011 model year and their global market share in 2010 was 11.4%. They also offer lease options in select areas and strive to increase vehicle production volumes through common global architectures.

Performance measurement is a process used by both public and private organizations to assess the quality of their activities and services. This idea gained prominence after the publication of "In Search of Excellence" in 1982, leading to increased emphasis on measuring performance across different sectors. However, effective performance measurement requires strategic thinking and evaluation.

Performance targets are compared annually, as well as seasonally and weekly, using like-for-like comparisons. All department managers and staff have access to relevant data, while these targets are also communicated internally. Each staff member at the company has their own individual targets.

The company is investing heavily in technological advancements such as self-assisted checkouts, monitoring tools, and online reporting. All transactions at GME front end are stored for five years, enabling analysis and comparison of sales data and overall performance.

Motivational techniques like staff value awards and employee of the month competitions inspire commitment to team performance among employees.The use of delegation, mentoring, and coaching techniques can greatly enhance staff morale and increase individual commitment. Delegation involves assigning specific tasks or responsibilities to individuals or units within an organization, while maintaining involvement from managers or team leaders based on employee knowledge and skill levels. Mentoring is a dynamic process that connects experienced mentors with less experienced mentees to support career growth and achieve specific goals through feedback and collaboration. Mentoring can be seen as sharing ideas and information to create a pathway

to knowledge. Coaching is an ongoing professional relationship that helps individuals excel in various areas of their lives by listening, providing observations, asking questions for clarity, and prompting effective action. The focus is on the present moment and what the client is willing to do to achieve desired future outcomes. With the assistance of a competent coach and utilizing the coaching process, remarkable results can be achieved.In GME company, the graduate training programs involve assigning mentors to new graduates for about a year. The operational staff receives more coaching in local staff training rooms to address skill limitations. Grassroots level delegation is limited as operational teams are responsible for completing tasks without much job rotation. To ensure smooth information flow, various channels and checks and balances have been implemented at GME company to evaluate the balanced scorecard based on set objectives. This evaluation process involves supervisors, team leaders, and other managers during biannual staff assessments. Employees are encouraged to participate in the company's personal development planning program where they can set their own goals. According to Prahalad and Hamel (1990) and Teece et al.(1997), the balanced score card is used to reinforce an organization's core competencies and maintain a competitive advantage in the market. Monitoring team performance includes reviewing objectives and progress using the balanced score card approach at all management levels. Operational issues are addressed weekly or monthly through GME, while strategic issues are discussed more frequently at quarterly directors meetings, aligning with traditional development of the balanced score card.The text discusses various aspects of evaluating team presentations, monitoring employee performance, utilizing persuasion techniques, understanding team dynamics, motivating employees and increasing productivity. It also

mentions the use of financial incentives, the Balanced Score Card method and the High Performance Work System for measuring commitment, implementing Maslow's theory of demand to improve job satisfaction and fostering staff dedication towards organizational goals through training and development. Additionally, it emphasizes the importance of employee retention through the High Performance Work System (HPWS).In a corporate environment, retention efforts have the goal of minimizing turnover, training costs, and loss of talent. By incorporating insights from organizational behavior concepts, employers can enhance retention rates and decrease expenses related to high turnover.