Strategic Performance Management
READ THE FOLLOWING AND RESPONSE in about 6 to 7 sentences with APA references
1, Strategic Performance Management
Consider an organization’s performance appraisals and performance management system. Do performance management systems measure significant and meaningful employee behaviors? Why? Why not? How can you tell?
Organizations today strive to be more strategic in nature than they have been in the past. How can a performance management system encourage long-term and strategic thinking rather than short-term or tactical thinking?
Responses: to AA
2, Performance appraisal is a modern technique for organizational structure. Every organization’s primary objective is a better outcome. Performance appraisal technique will lead to that goal. Performance appraisal has several advantages such as a clear and clarify the vision and mission of the organization, align the task to the right persons, motivate employees and subordinates towards the goals, encourage the employee’s creativity, and development of employees skills.
A Strategic plan provides the detail route map for the organization. A long-term planning can implement the plan effectively. They can assess and set standards before they implementation. But a short term plan and tactical thinking may not applicable for every organization. Small organization like one or two functions, one product productions can use this tactical thinking. They can also for long-term thinking. Long-term strategical plan is more flexible than short term thinking.
Response in 4 to 5 quality sentences:
3, Response to C.S
This is an interesting topic, as my place of employment has recently implemented an “Employee of the Month” program. There are extensive metrics and analytics used to calculate the winner. The second and most recent winner of EotM is the worst employee, by far, in the shop/department. My point is that if you are going to use analytics to determine employee appraisals, then that can have advantages and disadvantages. An advantage is that analytics take the guess work and bias out of decisions because everyone is considered to be graded “equally”, according to the metrics. The disadvantage is that analytics take away common sense. I can make numbers work to make certain employees look good, based on the metrics that I use. But any analytics that result in the obvious worst choice in performance, would ultimately lead me to scrap those metrics and start again.
Response in about 4 to 6 sentences:
