Based upon the readings and the cases that have been analyzed in this Module, ev

Based upon the readings and the cases that have been analyzed in this Module, evaluate an organization’s performance management and total rewards systems against the ideal system described in the readings (include the ideal characteristics which Aguinis describes).
You may use the organization that you described in M1D2.
Include in your evaluation:
Integration with other human resources and development activities of the organization’s performance management and total rewards systems.
Describe the alignment (or misalignment) of the performance management and total rewards systems with the organization’s mission, core values and vision.
Is the PM system circular and inclusive of prerequisites; performance planning; performance execution; performance assessment; and performance review?
Make a recommendation to your senior leadership team that would enhance the performance management and total rewards systems.
my contribution to M1D2
Performance management is continuous and focuses on employees’ development, goals, and future with the company, whereas a performance appraisal focuses on the work the employee has done in the past.
The company I currently work for has an excellent performance management system in place. As leaders, we must meet one-on-one with each of our analysts weekly. Two meetings must consist of a “performance confirmation,” where we watch the analyst process their work to ensure they follow our business standards. The other two one-on-one meetings are talking about their performance and development. Every employee needs to input goals into our workday system at the beginning of each year. We also have a team huddle daily, where my whole team gets together to review our production, inventory, and what we are looking at regarding tasks for the remainder of that week.
We do performance appraisals at the end of each year, as most employers do. This appraisal is what we use to determine any annual performance bonus and increase in pay that each employee may receive.
One recommendation that I have is doing semi-annual reviews. If reviews could be done in the middle of the year as an interim review, then our employees would know where they stand and what needs to be top of mind for the remainder of the year.
References:
Aguinis, H. (2023). Performance Management, 5e. Chicago Business Press.