***HR Experience Needed*** Respond to the below post following the below guideli
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***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.
Measuring effectiveness of a performance management system is important for the organization to determine the extent to which the system is being implemented as planned and if it is producing the intended results. There are several measures that can be used to monitor and evaluate the system.
Distribution of performance ratings – should be monitored for tendencies of scores that are too high, too low or clumped together around the center of distribution. This could be a sign of leniency, severity or central tendency. In this case the scores can be broken down by department or manager to assess tendencies.
Unit level and organizational level performance – the measurement of unit or system performance might give valuable feedback as to whether it is effective. The indicator of performance can be for example customer satisfaction or financial performance. It is important to note that these indicators will not be immediately visible after implementation as it takes time to translate change into performance and several months might be needed to start seeing signals of change.
System satisfaction – a survey can be performed to assess perceptions of the system among users. The survey can assess satisfaction with equity, usefulness, accuracy or ease of use.
The frequency of evaluating the system is highly dependent on what type of information the company is looking for. If there is a desire to monitor closely the trend of improvement in certain performances, quarterly analysis can be useful to detect any changes or lack of changes that might need early addressing.
Of the above measures, the unit level and organizational level performance would be the most important to measure effectiveness especially if the company is looking to understand if specific changes are happening within the company. Looking at performance levels can give information on the proper or improper use of the system and lead to further insights and follow up measures. In general measuring performance management system effectiveness can be difficult. To fully understand its effectiveness, multiple measurements might have to be monitored on a regular basis, this can be laborious and time consuming. In addition proper follow up based on the results of the measurements will need to be deployed to address any deficiencies.
Aguinis, H. (2013). Performance management. Pearson Education Inc.