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  • Designing A Performance Management System

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    Anees Ahmed
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    The document outlines the key steps to designing an effective performance management system: Step 1 is to consider all stakeholders - employees, management, investors - and ensure they are all involved and working towards the same goals. Step 2 is to define goals, responsibilities, tasks and how performance will be measured. Step 3 is the importance of ongoing communication and feedback to employees on their performance and areas for improvement. Additional considerations include ensuring proper training for both managers on giving feedback and employees on utilizing feedback, as well as protecting employee privacy. Setbacks like budget constraints should also be considered to minimize disruptions.

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    The document outlines the key steps to designing an effective performance management system: Step 1 is to consider all stakeholders - employees, management, investors - and ensure they are all involved and working towards the same goals. Step 2 is to define goals, responsibilities, tasks and how performance will be measured. Step 3 is the importance of ongoing communication and feedback to employees on their performance and areas for improvement. Additional considerations include ensuring proper training for both managers on giving feedback and employees on utilizing feedback, as well as protecting employee privacy. Setbacks like budget constraints should also be considered to minimize disruptions.

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    © All Rights Reserved
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    21 views6 pages

    Designing A Performance Management System

    Uploaded by

    Anees Ahmed
    The document outlines the key steps to designing an effective performance management system: Step 1 is to consider all stakeholders - employees, management, investors - and ensure they are all involved and working towards the same goals. Step 2 is to define goals, responsibilities, tasks and how performance will be measured. Step 3 is the importance of ongoing communication and feedback to employees on their performance and areas for improvement. Additional considerations include ensuring proper training for both managers on giving feedback and employees on utilizing feedback, as well as protecting employee privacy. Setbacks like budget constraints should also be considered to minimize disruptions.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
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    of 6

    Designing a Performance

    Management System
    Step 1
     Consider Stakeholders:

     If a management system is going to work, everyone that has a stake


    in the company needs to be involved

     This means not only including the employees and the management,
    but also stakeholders and investors

     Because everyone has to work as a team, if one person does not


    agree with the system, he or she will essentially be working against
    the company, causing a hurdle to reach the organization's goals
    Step 2
     Know and Outline Goals :
     If employees do not know what is expected of them, then they will not be
    able to contribute effectively towards the company's goals. This means
    that a good performance management system needs to outline the
    following:
     Job duties, responsibilities, and tasks - what does the employee need to
    do?
     Job goals - what tasks will be measured and how will they be measured?
     Explain importance - employees need to know which tasks are the most
    important. Which tasks should they focus on, and which tasks will help
    contribute to the goals of the company?
    Step 3
     Communication and Continued Feedback :
     Companies also need to continuously communicate and provide
    feedback.
     For example, let employees know how they are doing. What are
    they doing well? Where do they need improvement? T
     his feedback often comes from an immediate supervisor, but
    occasionally, it can come from a client, other employees, and
    leaders of projects.
     It is also a good idea to keep notes and records of employees'
    performance. This gives the company an opportunity to refer back
    to the notes for clarification or reference.
    Considerations
     Feedback: Management and employees need proper
    training and need to be aware of their roles. For example,
    management needs to know how to give feedback and
    employees need to be trained how to use that feedback

     Privacy: Some questions that need to be answered are:


    who has access to the information, where will it be stored,
    and how will everyone will be protected
    Setbacks and Problems
     In performance management, there can be setbacks or
    problems, often known as constraints

     Being able to recognize these elements can help a


    company make necessary changes so that they cause the
    least amount of trouble

     Some examples of constraints might include not enough


    supplies, equipment problems, and a tight budget.

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