Reply to Performance Management Discussion 1 Q – Please read the discussion be

Reply to Performance Management Discussion 1

Q – Please read the discussion below and prepare a Reply to this discussion with comments that further and advance the discussion topic.
Please provide the references you used.
Ensure zero plagiarism.
Word limit: 200 to 250 words
Discussion
Performance management is known as aligning a team or individual with company goals and helping them increase their performance to reach targets. It offers a standard for monitoring advancement and draws attention to operational deviations from predetermined business objectives. Effective performance management evaluates and reinforces good conduct, while poor performance is eliminated (Aguinis, 2023). Planning, monitoring, developing, rating, and rewarding are the five component operations that come together to make natural, efficient performance management.
What aspects of the performance management process need revision?
Amal should have thoroughly addressed a few crucial aspects in her job preparation, which would have ensured her strong performance (Pinto, 2019). First, management did not adequately communicate the company’s overarching objective, long-term vision, and core values to Amal. She was a new hire; therefore, it was inevitable that her performance would stray from the corporate plan. Effective performance management must communicate to the workers the value they bring to the company. In Amal’s situation, this distinctly absent was lacking. Second, Amal’s work description needed to be more specific to acquaint her with the expected duties and responsibilities (Aguinis, 2023). It needed to give her a clear plan for tackling upcoming chores. Even though she was a model employee, her performance did not meet the expected standards at work.
How can future performance management aspects be successfully addressed?
Management should concentrate on providing Amal with the necessary tools, such as training and skills, to enhance his performance. Amal should have access to further training on carrying out her responsibilities to fill in any knowledge gaps the prior instruction leaves. Given the deficiency of her onboarding training, an endeavor ought to be undertaken to elucidate her anticipated responsibilities and the overarching objectives of the firm (Pinto, 2019). Maintaining a high degree of interaction with the employee during this period is necessary to ensure that all ambiguities are adequately resolved. Also, management must regularly assess how well she achieves her objectives. This needs to be stated regarding incremental goals that will be evaluated regularly. This should help her gain self-awareness and pinpoint areas for improvement that she can focus on. An efficient evaluation system ought to be implemented to encourage her to perform better and recognize her exceptional accomplishments in enhancing her job performance (Aguinis, 2023). Feedback should be given concurrently with performance evaluation about predetermined goals. However, providing feedback is a difficult task most managers need help with when conducting performance reviews. It is essential not to alienate the employee by expressing unfavorable criticisms that come off as judgments or verdicts that make them uneasy. Instead, the strategy should be to accept change and look toward the future. This guarantees that the entire procedure is fruitful and produces the required or desired response.
References
Aguinis, H. (2023). Performance management. SAGE Publications. Chicago Business Press. ISBN: 978-1-948426-48-0I)
Pinto, J. (2019). The key to effective organizational performance management lies at the intersection of paradox and stakeholder theories. International Journal of Management Reviews, 21(2), 185–208. http://dx.doi.org/10.1111/ijmr.12199