The implementation of a performance management system
The implementation of a performance management system involves several phases, one of which includes the setting of expectation (Pollitt, 2013, p. 349). The Divisional Director should meet with the employees and discuss the outcome and behaviors expected of them. That is, employees should parti of responsibilities, objectives as well as the performance stainvolves the review of employees’ performance based on the previously set expectation. Some of the activities performed under this stage include the provision of feedback, reigood performance, and provision of updates. As the final step, the Divisional Director may then assess the employees’ performance based on the results of the review done in the previous step. The assessment is often conducted together with the eare expected to give their opinions on how to meet the organizational future goals.
To enhance the organizational performance, the above process of implementing a PMS should be considered in developing other HR process (Mone and London, 2018). Firstly, all the activities covered in the human resource planning process should coincide with all the steps of PMS implementation. For instance, before the development of training programs, the Divisional Director should understand the results expected from the employees to ensure that the training and development programs are focused on those outcomes. Similarly, the recruitment and selection process should be based on the expectation set during the implementation of PMS. That is, the Divisional Director should select the candidates who have the potential of achieving the results expected in the organization. This extends to other HR processes, such as the performance management, which involves the motivation and rewarding of employees. Essentially, the expectations set during the implementation PMS should act as basis of motivating employees. When the employees are motivated to meet the expected performance result, the realization of organizational goals will become easier. Generally, all the HR process should be aligned with the PMS implementation process.
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