***HR Experience Needed*** Respond to the below post following the below guideli

***HR Experience Needed***
Respond to the below post following the below guidelines:
Be sure to post an initial, substantive response by Thursday at 11:59 p.m. MT and respond to 2 or more peers with substantive responses by Sunday at 11:59 p.m. MT. A substantive initial post answers the question presented completely and/or asks a thoughtful question pertaining to the topic. Substantive peer responses ask a thoughtful question pertaining to the topic and/or answers a question (in detail) posted by another student or the instructor.
As listed in our chapter reading ,some of the measures used to determine the success of a performance management system are: quality of follow-up actions—which evaluates developmental activities and improved processes, it can also measure the participation of employees in relation to the supervisor’s follow-up actions; another measure is system satisfaction which can be determined with a confidential survey that determines satisfaction of equity, usefulness, and accuracy based on users and raters perceptions; along with the use of overall cost/benefit ratio or return on investment (ROI) which seeks to evaluate the overall impact of the system by asking participants to rate the cost and benefits of the performance management system using bottom-line questions that require provision of evidence to answer (Aguinis, 2019). I believe that using the ROI method will be most effective because it includes every aspect of the system during evaluation. I believe that measuring of performance is challenging because it is mainly subjective and no two persons are alike so experiences will always differ, necessitating a large sampling to reach a good average response with a few deviations error. My organization did not have a god performance system until recently this July, time will tell if it will be effective.
Source:
Aguinis, H. (2019). Performance management (4th ed.). Chicago Business Press.