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View attached explanation and answer. Let me know if you have any questions.1Performance Management and StrategyStudent’s NameInstitution AffiliationCourseInstructorDue Date2Performance Management and Strategy DiscussionQuestion OneThe performance management system is an essential process in the success andfunctionality of every organization. In my previous organization, we had an effectiveperformance management system that included three significant steps: performance planning,performance evaluation, and performance review (Mone #038; London, 2018). The performancemanagement system in my previous organization was suitable for the business needs and listedvarious steps in ensuring that the performance management process was functional (Aguinis,2019). The performance planning included the behavioral expectations and the resultexpectations of the employees. In the performance planning, the system listed the roles of everymanager and every employee to ensure that all the members of the organization understood theirtasks towards achieving the goals of the organization. The behavioral expectations listed thestandards to be implemented to ensure competency in task performance. Also, the resultsexpectations of employees in the performance planning were linked to the clearly defined goalsof the organization.In my previous organization, the performance evaluation in the performance managementsystem stated the different ways the employees would be assessed for their performance. Theperformance evaluation communicated the key performance factors and expectations anddescribed why specific employees were evaluated in specific ways. The performance evaluationlisted the assessment of behaviors and results in the performance management process. Also, theperformance evaluation provided for coaching and training to develop the skills, knowledge, andabilities of the employees (Aguinis, 2019). The performance review step in the performance3management system listed the feedback process and how employees would be acknowledged.The performance review ensured that the employees clearly understood the metrics used toreward them, including job promotions and wage rises (Mone #038; London, 2018). Performancereview established areas that needed to be reviewed and developed for the advancement of theorganization.Question TwoIn my former organization, there were different types of evaluation standards. Theevaluation standards were made depending on the kind of competency to be measured and thelevel of experience of the employees. The entry-level employees were gauged differently withthe experienced employees and the entry-level managers. The critical competencies measured inmy former organization were communication competency, teamwork competency, andinterpersonal skills competency (Armstrong, 2021). These competencies were evaluated oncommon standards below expectations, meets expectations, and role models. Also, in my formerorganization, there were evaluation standards regarding different departments of theorganization, and they used different parameters by tracking different objective parameters foreach department (Mone #038; London, 2018). The evaluations in my former organization occurredevery month when we had meetings with the managers to know the productivity of the month.Question ThreeYes, there was a self-assessment piece to the performance management process in myformer organization. The self-assessment piece in the performance management process in myformer organization enabled the employees to express their insight on their perspective of theirperformance. Also, the self-assessment piece in the performance management process permits4employees to reveal their choices and select the training programs they felt suitable for their owndevelopment (Mone #038; London, 2018). The self-assessment piece in the performancemanagement process of my former organization enabled the employees to self-rate theirperformance on the standards used by the organization. The self-assessment piece by employeeswas then compared to the manager ratings, and the performance of the employee was discussed(Armstrong, 2021). The self-assessment piece enabled employees to list their keyaccomplishments in the rating period, which was used to compare their performance in thefuture. The self-assessment piece in the performance management process was essential forengaging the management in the steps taken to achieve given results and the impact of the resultson the organization.Question FourBased on my readings, I would make some improvements to the performancemanagement process of my former organization. One of the improvements I would make to myformer organization is the ongoing feedback during the performance management process. Iwould ensure that there is continuous ongoing feedback throughout the rating period toacknowledge the day-to-day achievements of the employees (Aguinis, 2019). Anotherimprovement I would make to the performance management process of my former organizationis the competency models used by the human resource managers to evaluate the behaviors of theemployees. Also, I would improve the evaluation of the results to consider the effect of differentopportunities available to employees and the accuracy of the metrics collected for performanceassessment (Armstrong, 2021).5ReferencesAguinis, H. (2019). Performance management for…
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