Performance Management Systems
Performance Management Systems
It is believed that in any organization, the success of the Performance Management System depends on the ways in which the performance has been linked with the various values and the missions and the vision, and in the strategic objective of the entire organization. As the manager and Team leader of my department I have been given the responsibility of designing a non monetary award system within my organization, and with a certain limited control over it, must keep in mind the several most important key processes that would be utilized for designing and implementing an effective and an efficient performance management system. It is important to keep in mind that there are three important levels of goals within any organization, and these are: organizational, team level, and at an individual level. All measures that are taken for the development of the designing of the non-monetary reward system must therefore be based at the three levels outlined, upon which the different measures to be taken can be determined. Furthermore, at each level, there exist goals that have different dimensions, and the creation and the development of an integrated set of measures would mean that there must also be a perfect alignment of the several different goals, which may be either team goals, or individual goals, or organizational goals.
When at the organizational level, there can be several differential goals, which depend on what exactly the organization values the most. The first dimension in this goal is the ‘people dimension’, which means that the employees of an organization become the most important part of the organization. This type of organization would also give the most amount of importance to the customer, and all the customer’s varied preferences would be taken into account. The third goal within an organization would be the ‘share holder value’, where the shareholder dimension would be taken into
It is believed that in any organization, the success of the Performance Management System depends on the ways in which the performance has been linked with the various values and the missions and the vision, and in the strategic objective of the entire organization. As the manager and Team leader of my department I have been given the responsibility of designing a non monetary award system within my organization, and with a certain limited control over it, must keep in mind the several most important key processes that would be utilized for designing and implementing an effective and an efficient performance management system. It is important to keep in mind that there are three important levels of goals within any organization, and these are: organizational, team level, and at an individual level. All measures that are taken for the development of the designing of the non-monetary reward system must therefore be based at the three levels outlined, upon which the different measures to be taken can be determined. Furthermore, at each level, there exist goals that have different dimensions, and the creation and the development of an integrated set of measures would mean that there must also be a perfect alignment of the several different goals, which may be either team goals, or individual goals, or organizational goals.
When at the organizational level, there can be several differential goals, which depend on what exactly the organization values the most. The first dimension in this goal is the ‘people dimension’, which means that the employees of an organization become the most important part of the organization. This type of organization would also give the most amount of importance to the customer, and all the customer’s varied preferences would be taken into account. The third goal within an organization would be the ‘share holder value’, where the shareholder dimension would be taken into
References: Allen, R. & Helms, M., (2002). Employee perceptions of relationships between strategy rewards and organizational performance ECS, HR and CM: Performance Management Retrieved on November 6, 2008 from http://www.ecs-limited.com/hr_cm/performance.asp accessed Helping you improve business results through better performance measurement retrieved November 6, 2008 from http://www.zigonperf.com/index.html Keller, J. (1999). Motivational Systems. In H.D. Stolovitch & E. J. Keeps, (Eds.), Handbook of human performance technology Nelson, Bob (2002) 101 of the Best No-Cost & Low-Cost Ways to Reward Employees, Nelson Motivation Inc, Retrieve on November 7, 2008 from http://edweb.sdsu.edu/people/ARossett/pie/Interventions/incentivesrewards_2.htm Zigon, J., (1998)