Performance Management at GC3 Currently, the GC3 performance management method is not engaging the employees nor is it producing lower turnover rates. GC3 needs to focus more on how to energize the employee 's performance rather than focusing on what did not work in the past. Performance management is a process that involves the employees as a team and as individuals by improving the effectiveness of the business and accomplishing the mission, vision, and the goals of the brand. The importance of the performance management system for the company is to assist in eliminating the current challenges for the organization in retention, engagement, culture, leadership pipeline, and employee learning. GC3 should structure their performance management based on a six-tier process concentrating on planning, monitoring, developing, rating, rewarding, and managing performance effectively (OPM.gov, n.d.). Recommendation for the Performance Management Plan of GC3 An effective performance management cycle involves five processes of planning, monitoring, developing, rating, and rewarding. Each process is continuous and identifies, measures, as well as, improves the performance of each employee. They also align the performance of employees with the strategic goals of the organization (Aguinis, 2013). Planning involves setting performance expectations and goals, while monitoring includes consistently measuring performance and providing ongoing feedback. Developing involves increasing the quality of work through training, while rating involves evaluating the employee 's performance through performance evaluation. Lastly, rewarding the employee provides incentives and recognition for their contributions to the organization (OPV.GOV, 2016, n.d). The following graph demonstrates each process and the continuous cycle of performance management. (OPV.GOV, n.d) Planning GC3 is in need of a performance management cycle that will increase the effectiveness of their employees and motivate them to achieve higher results.
…show more content…
This will increase the productivity of the company and, in turn, create a more financially stable environment. The first process of the performance management cycle will involve planning. GC3 will need to evaluate their current and future goals, as well as, set expectations for each employee (OPV.GOV, n.d.). Defining their goals should include the company 's mission and vision statements, as well as, the expected outcomes of the goals. GC3 should also define how these goals, as well as, expectations, affect the company and the success of the organization. Their simple strategy of selling quality products at an affordable price should be incorporated into their mission, as well as, how quality is an important factor in the performance of their employees. Monitoring Following the planning process, GC3 will need to develop a monitoring process that consistently measures the performance of each employee. This will include providing ongoing feedback, which will provide open communication between the management and employee. The feedback will also help identify and resolve issues that may be occurring in the performance of the employee (OPV.GOV, n.d). Monitoring will provide a chance to perform any corrective action that needs to be taken to improve current and future performance. The feedback provided should also be related to the goals outlined in the planning process and be expressed in a positive way. By doing this, the feedback will be more effective in its reinforcement and provide future goals that will need to be obtained (OPV.GOV). Developing Following the monitoring process, GC3 will need to focus on the development their employees. This process will include the skills and knowledge that the employees need to perform their roles effectively. It will also help define their responsibilities, encourage them, and strengthen their performance so that they are able to evolve with the changes that will occur within the organization (OPV.GOV). The development process of the …show more content…
The 360-Degree method contradicts other methods where only one supervisor dictates performance, related skills, and abilities. On the other hand, relying on untrained personnel to provide useable feedback about other employees can negatively affect the validity and reliability of the program. Lastly, time to interview all parties involved can be a burden. To combat these weaknesses, GC3 will need to make sure their HR department is fully trained in all aspects of the 360-Degree method and has the ability and time to properly manage the program. This training will take place during the newly developed training initiatives, by the Training and Development Coordinator. Key leadership will be expected to train their subordinates on the GC3 Performance Management
This will increase the productivity of the company and, in turn, create a more financially stable environment. The first process of the performance management cycle will involve planning. GC3 will need to evaluate their current and future goals, as well as, set expectations for each employee (OPV.GOV, n.d.). Defining their goals should include the company 's mission and vision statements, as well as, the expected outcomes of the goals. GC3 should also define how these goals, as well as, expectations, affect the company and the success of the organization. Their simple strategy of selling quality products at an affordable price should be incorporated into their mission, as well as, how quality is an important factor in the performance of their employees. Monitoring Following the planning process, GC3 will need to develop a monitoring process that consistently measures the performance of each employee. This will include providing ongoing feedback, which will provide open communication between the management and employee. The feedback will also help identify and resolve issues that may be occurring in the performance of the employee (OPV.GOV, n.d). Monitoring will provide a chance to perform any corrective action that needs to be taken to improve current and future performance. The feedback provided should also be related to the goals outlined in the planning process and be expressed in a positive way. By doing this, the feedback will be more effective in its reinforcement and provide future goals that will need to be obtained (OPV.GOV). Developing Following the monitoring process, GC3 will need to focus on the development their employees. This process will include the skills and knowledge that the employees need to perform their roles effectively. It will also help define their responsibilities, encourage them, and strengthen their performance so that they are able to evolve with the changes that will occur within the organization (OPV.GOV). The development process of the …show more content…
The 360-Degree method contradicts other methods where only one supervisor dictates performance, related skills, and abilities. On the other hand, relying on untrained personnel to provide useable feedback about other employees can negatively affect the validity and reliability of the program. Lastly, time to interview all parties involved can be a burden. To combat these weaknesses, GC3 will need to make sure their HR department is fully trained in all aspects of the 360-Degree method and has the ability and time to properly manage the program. This training will take place during the newly developed training initiatives, by the Training and Development Coordinator. Key leadership will be expected to train their subordinates on the GC3 Performance Management