PERFORMANCE MANAGEMENT

Module 5 Case-Performance Management



Module 5 Case-Performance Management

Introduction

Employee work performance management improvement is a remarkable challenge in contemporary organizations. Employees play an integral in enhancing the capability of the organization to achieve organizational objectives and long-term goals. Effective employee performance management enables the organization to achieve progress towards excellence. This research paper discusses the critical issues that need to be addressed in developing, implementing, and evaluating a performance management system in a China-based US-China joint venture whose employees are predominantly Chinese nationals.

Main objective of this paper is to address the issues that emerge in developing, implementing, and evaluating the ROI (return on investment) for a performance management system. In accordance with the above stated factors, this paper addresses the management of employee performance based on the essential job features, proposed models approaches to increase ROI on employee performance management and the key component factors that influence the performance management system effectiveness.

Performance Management Considerations

Performance management is a major concern surrounding the people responsible for managing human talent in the organization. This concern with the progress and contributions of the managers for intervening in the continuous improvement processes (Holmes, 2005). In US China joint venture, it is necessary to understand the impact of implementing and developing an appropriate performance management program. Performance management encompasses a number of elements that allow estimation of the contribution of employees and verify their impact on expected corporate earnings. Addressing the key fundamentals that influence the ROI of the company for performance management will enable the company to improvise its ROI through employee involvement in two key measures (Jackson, 2011). These involve encouraging employees to work on tasks that they should work on; secondly, developing a clear visibility of goals, monitoring measures, and metrics that will encourage employees to work harder.

Employee Turnover Issue

In some companies, the high turnover of employees is a serious problem that is not given sufficient attention. It creates serious negative effects on businesses. To make the US China joint venture a success, management should avoid unconvincing alleged labor obligations. The constant change of employees will create a real problem for the company in terms of training costs, staff productivity, and performance. The main objective of performance management is to increase organizational effectiveness through knowledge and resource use, improved coordinated approach to overall objectives (Haley, 2011). HR department should address the changes in the current performance of employees that vary according to the desired levels, which can be done through Integrated Support System Performance (IPSS). This will enable the management to ensure effective implementation of ROI for a performance management system (Ramstad & Boudreau, 2006). In this context, reduction in the employee turnover will strengthen the need to understand the element that help or hinder the daily task development.

Company should ensure that to improve the ROI of performance management by reducing the employee turnover, it must offer job security to employees. It should work on enhancing the motivation level of its employees that play significant roles in their ...