Performance management

Question 1

Performance management systems are critical to individualand organizational success. Consider the scenario below and share yourresponses to the four questions asked.

Scenario

Onboarding programs must set the stage for successfulemployee performance. You understand the importance of linking organizationaland individual goals. 

You are the Sales Director for Hammads Auto Detailing Shop,specializing in custom automobile detailing services for business fleetautomobiles. Recently, you offered the position of Customer Sales Associate toOsama. He is reporting to work next week for onboarding. Based upon theinformation provided, answer the following questions:

1. In your own words, explain how you will use theonboarding process to connect Osamas individual goals to the organizationsoverall strategy.

2. Explain the implications associated with not linkingOsamas individual goals to the overall organizational strategy.

3. Address components you believe an effective onboardingprogram should include, as well as exclude.

4. How will an effective on-boarding program ensure Osamaunderstands expectations of his role, as well as ensure that Osama is set upfor performance success at Hammads Auto Detailing Shop?

QUESTION 2

Organizations have always struggled to improve performance.In the 1800s, Frederick Taylors Scientific Management theories laid thegroundwork for early performance improvement and management. Even today, westruggle to maximize performance in the workplace. Review the article from thisunits reading, The Role of Feedback as a Management Tool in PerformanceManagement Program. Address the following scenario with a minimum of three keypoints made in the article.

Scenario

Abdulrahman has been with your organization for two years inthe capacity of a Finance Manager. Abdulrahams manager is Malek, who is theDirector of Accounting and Finance. Abdulrahman has witnessed Malek speaking negatively towards settinggoals for the department, and for staff. 

Malek feels performance management is a waste of time andthinks he should rather be spending his valuable time on producing financialstatements and other reporting tools to help show areas where revenue could beincreased for the organization. Abdulrahman is a great worker but does notunderstand what his day-to-day work-related responsibilities entail. Malekassigns tasks daily and expects those tasks to be completed by the timeAbdulrahman clocks out each day, which leaves Abdulrahman with a sense of uncertaintyin his performance. Furthermore, Abdulrahman feels that he lacks the necessaryunderstanding of how his duties are linked to the organizations mission,vision, and values. Finally, Abdulrahman doesnt know how he will be assessedto determine if he deserves an annual raise.

Response Items to Address

            Toensure Abdulrahmans motivation and performance success, what steps must Malektake to ensure the connection of Abdulrahmans duties to the organizationsmission, vision, and values?

            Howshould Abdulraham address the lacking performance management process withMalek? 

            If youwere implementing a new performance management system, what would it look likeand how would it compare to the existing system?

            As acurrent or future manager, how will you ensure your staff are never placed inAbdulrahmans situation?

Hint

When thinking of future performance management components,focus on performance execution, performance assessment, and performance review.When thinking about Abdulrahmans experience in the scenario, think aboutprerequisites and performance planning.