Posted: February 13th, 2023

MGT-520: Managing Performance for Results

PLEASE REVIEW FOLLOWING ASSIGNMENTS Solutions of 2 STUDENTS AND PROVIDE ME YOUR COMMENTS / VIEWS ON EACH SOLUTION, HALF PAGE, EACH STUDENT, TOTAL ONE PAGE SOLUTION.Student1:Effective Communication and Training in Implementing PMSMGT-520: Managing Performance for ResultsAccording to Aguinis (2013), the organization management need to implement a communication plan to make their performance management system effective. The effectiveness of the performance management system can be prove by the employees acceptance and satisfaction. The organizations usually design a communication plan to ensure that information regarding the performance management system is widely disseminated in the organization. The good communication plan should answers the following questions:§ What is performance management?§ How does performance management fit into our strategy?§ What’s in it for me?§ How does it work?§ What are my responsibilities?§ How is performance management related to other initiatives?Aguinis (2013) state that the performance management system communication plan should address three primary areas, which can identified by the following key questions that should be asked when developing a communication plan include:§ What is performance management and how does it fit into the organization?§ How does a PMS affect and benefit individual workers?§ How do the system and processes actually work? The most effective ways to communicate these area to employees are through the following techniques: alignment of work with organizational goals, focuses and defines measurements of human resource productivity, and creates a documented procedure for multidimensional evaluation of worker contribution, all participating parties should be informed how the PMS contributes to roadmaps for training and professional development, how accurate assessments can facilitate individual growth and organizational goal achievement, and how the required PMS interaction between workers and managers can strengthen relationships and mutual understanding. The overall goal is to help employees see a complete picture of the PMS process where effective communication is essential to this goal (Aguinis, 2013).The most effective ways to communicate these area to managers are through the following techniques: training can familiarize them with the various performance dimensions; behavioral observation training can show raters how to retain information to provide standardized performance observations. Self-leadership training can also assist raters’ confidence in their ability to manage performance and their role in the PMS (Aguinis, 2013).It is very important for each employee to understand his/her role in the performance management system, as this help him/her to perform better as he/she feel they are part of the big picture of achieving the organization goals, and give them clear view about what expected from them, and the results for these actions.ReferencesAguinis, H. (2013).Performance management (3rd ed., pp. 170). Upper Saddle, NJ: Prentice Hall.----------------------------------------------Student 2MGT 520: Managing Performance for Result Communicating Performance Management system to EmployeesManagers need to make sure that their employees understand the performance management process. Such understanding ensures that workers will accept and be satisfied with the outcome of the process and how it is undertaken. A communication plan for information distribution will be followed and it should answer the following questions (Aguinis, 2013).1. what is performance management?2. How does performance management fit into our strategy?3. What is in it for me?4. How does it work?5. What are my responsibilities?6. How is performance management related to other initiatives?Aguinis (2013) states that the performance management system communication plan should address three important areas, namely (a)What is performance management and how does it fit into the organization?, (B) How does a PMS affect and benefit individual workers?, and (C) How do the system and processes actually work?To communicate these areas to employees effectively, the establishment of an appeals process helps gain system acceptance. An appeals process allows employees to understand, if there a disagreement regarding performance ratings or any resulting decisions, such disagreements can be resolved in an amicable way. The appeals process begins with an employee filing an appeal with the HR department, which serves as a mediator between the employee and her supervisor. This is a Level 1 appeal. If the appeal is not resolved, an outside and unbiased arbitrator makes a final resolution. This is a Level 2 appeal. The arbitrator for a Level 2 appeal is usually a panel that includes peers and managers (Aguinis, 2013). It is important for employees to understand their roles for its benefits. PM is aformal process to stop and take stock of how one is doing. It is an opportunity to clarify responsibilities and expectations and it is a chance to improve work performance and seek professional growth opportunities. Further, it is a tool to communicate professional development opportunities. Employees view performance assessments as an opportunity to showcase one's accomplishments and thus they will be an active contributor to the process and take responsibility for their own performance and professional development. PM is an opportunity to link department goals with one's professional development plan (Mensah & George, 2015).ReferencesAguinis, H. (2013). Performance management (3rd ed.). Upper Saddle, NJ: Prentice Hall.Mensah, W., & George, B. P. (2015). Performance Management in the Public Sector: An Action- ?Research Based Case Study in Ghana. Journal Of Applied Economics & Business Research, 5(2), 97-111.

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