Posted: February 17th, 2022

Performance management systems

Question 1

Performance management systems are critical to individual and organizational success.

Explain how you will use the onboarding process to connect Osama’s individual goals to the organization’s overall strategy.

Employee goals must be aligned with team goals, and team goals must be aligned with corporate goals. Everyone should be working toward the organization’s broader plan, and aligning goals brings everyone on board and going in the same direction. Aligned goals foster a family atmosphere where everyone collaborates and understands their responsibilities. If your company’s aims aren’t aligned, you’ll be at a disadvantage. The onboarding process establishes organizational and personal objectives. The alignment of goals begins at the top. Explain the implications of not linking Osama’s individual goals to the overall organizational strategy.

Developing an ambiguous organizational structure is one of the consequences of failing to align Osama’s goals to organizational strategy. Identifying the individuals in control is an important part of business strategy. Some companies prefer a highly structured hierarchy, while others prefer a more ad hoc structure. Make it plain to everyone which strategy you prefer. It promotes accountability for each department’s achievement and allows employees to know who to contact to clarify work responsibilities or problems. Furthermore, the communication flow between Osama and the organization will be incoherent. The efficient processing and sharing of information are critical to your small business’s success and growth. 

Address components you believe an effective onboarding program should include, as well as exclude.

A well-designed onboarding program should have clear objectives. The onboarding team should figure out what it wants workers to know after the process and convey information during onboarding. It should also emphasize the need for a collaborative approach. In addition to HR personnel, the onboarding team should comprise representatives from the company’s leadership and the new employee’s department. 

How will an effective onboarding program ensure Osama understands the expectations of his role and ensure that Osama is set up for performance success at Hammad’s Auto Detailing Shop?

Onboarding is crucial since it acclimates Osama to its new role, its philosophy, and its services. It also engages him, motivating him to be invested in the company’s success and assisting in his retention by making Osama feel like a team member. It encourages Osama to become more involved in the company. Employees who are engaged are dedicated to their company and its function. These are the types of people who go above and above every day because they genuinely care about their company and want it to succeed. 

Question 2

To ensure Abdulrahman’s motivation and performance success, what steps must Malek take to connect Abdulrahman’s duties to the organization’s mission, vision, and values?

Employees who don’t have goals are inherently aimless. Malek should set clear, attainable goals for Abdulrahman and ensure that quantifiable benchmarks are in place to assess their achievement. Abdulrahman is aware that his activities impact the organization since he receives immediate and regular feedback. Malek and Abdulrahman (employee) find it difficult to recall specific occurrences when it comes to employee performance reviews. According to goal-setting theory, employees are motivated (clearly) by creating objectives and receiving constant feedback on where they stand concerning those goals. 

How should Abdulraham address the lacking performance management process with Malek?

Malek should provide Abdulraham with more training. Check with them to see if they have the necessary skills to complete the task. Given the rapid pace of technological progress, people’s talents can become obsolete. This choice recognizes the importance of retaining staff while keeping their skills up to date. Consider refitting the task to the person if the first two measures aren’t enough. Examine the various aspects of the job and experiment with different combinations of jobs and abilities. Other people’s jobs may need to be rearranged as well. Your goal is to keep the employee, meet operational needs, and give everyone engaged, relevant and rewarding work. 

 If you were implementing a new performance management system, what would it look like

and how would it compare to the existing system?   

The modern organization is fast-paced, complicated, and confronted with new difficulties. At the same time, output and production are essential indicators of a company’s success, innovation, communication, and adaptation. That’s why a yearly, erratic approach to performance management isn’t working anymore. Top businesses now require a continuous approach to performance management that prioritizes ongoing performance conversations. 

How will you ensure your staff is never placed in Abdulrahman’s situation as a current or future manager?

As a manager, I will ensure that my employees have objectives to strive for. Managing employee performance is critical to achieving organizational goals, keeping people motivated, and taking appropriate measures to assist employees with difficulties. Using business intelligence data to measure targets and demonstrate new opportunities is an open and transparent method to treat all your employees fairly and get the most out of them. 

Performance management is critical on the company side to ensure that corporate strategy and goals are met. It allows executives and managers to focus on certain areas to fulfill goals. Without performance management, the organization would have no idea how it was doing and would be unable to change its goals or the approach it utilized to achieve them. 

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