Establishing the Performance Management System, Article Review Example

Section I:  Article Summary

Sylvia Vorhauser-Smith is the contributor to the article on why performance management was bound to change in 2013. The author starts by introducing the subject in a manner that is friendly and easy for readers to understand. The question at the beginning gives the readers direction on what the paper is going to talk about. Furthermore, she introduces a quote, “perhaps no talent management process is more important or more reviled than performance management.” This quote is helpful in this instance because it gives the article direction and leaves the reader eager to read more on the concerns the article is going to introduce.

From the article, it is apparent that the performance management has changed, and the reasons for change are in relation to change in technology, people and existing relations of people and technology. This damage needs to be repaired, in order for organizations, to compete in the markets of today. Therefore, they will adopt a performance management system that is competitive and agile. The reason as to why the performance management system is broken is because employees and managers of an organization hate it. Also, despite training of how the system works, nobody in the organization has been able to grasp the skill hence, it is not done well. Lastly, in terms of passing the construct validity test, performance in organization has not been increased. Therefore, for the organization the performance management system has failed to attain what it was planned to do. The article is very clear on the three issues raised earlier concerning change and gives up-to-date information and examples of how companies and or organizations have failed to establish performance management systems that benefit and meet organizational goals and objectives.

 Section II:  Application of Textbook Concepts

From the article, it is clear that the performance management is a review that is given annually for each employee in the organization. Therefore, it is all about working together with managers and employees with the aim of identifying the strengths and weaknesses in relation to their performance. Thereby, they look for ways of helping one another be more productive and effective organization workers in order to attain a competitive edge. In order to attain their required standards of performance management, just-in-time coaching is applied in the organization. This is where employees of the organization are given training on current events taking place in the business environment. This training or coaching is an aid to keep employees updated on current events of the business world. As such, rewards are awarded to employees who have achieved the required performance levels.

This system is established in organizations, and the first step is alignment, which involves assessing strategic goals of the organization. Leaders and employees work together in understanding short-term and long-term plans of the organization. As a result, this step enables organization meet their objectives in a timely manner that provides deliverables for employees and responsibilities are assigned to each one of them. Performance standard is also a concept used because it identifies the relevant standards of the organization through goal and target setting. Also, employees and managers communicate their expectations. The other concept it progress reporting, which is a vital element in performance management systems since it analyzes data, develops a reporting cycle that is regular. Furthermore, feedback is given to managers, policy makers, staff, and other constituents. The measurement of performance described in the article relate to indicators and measures definitions. Lastly, the process of quality improvement in the organization will entail quality decision making processes from collected data of programs and outcomes of the system established. Therefore, if the system does not work, changes need to be ut in place in order to reduce wastage of resources and valuable time for the organization.

Reference

Sylvia, Vorhauser-Smith. (2012, December 16). Three reasons performance management will change in 2013. [Forbes] Retrieved from http://www.forbes.com/sites/sylviavorhausersmith/2012/12/16/the-new-face-of-performance-management-trading-annual-reviews-for-agile-management/