Performance Management System People Matters

Question: Discuss about thePerformance Management Systemfor People Matters. Answer: The concept of Performance Management System (PMS) needs to be presented to employees in the preparatory phase before the launch. Besides, the prelaunch presentation should be supported by offering training(Aguinis, 2013). This is in a bid to address pessimistic viewpoints and propagation of false information about the PMS that may arise due to the misunderstanding of the PMS. To achieve this, a plan becomes paramount to help create a realistic attitude of the PMS and making employees understand both the value of PMS to the organization and their own organizational development(Aguinis, 2013). Additionally, relaying the information presented by PMS document to the employees aids in the mitigation of misconception and resistance to the implementation of PMS document. For those reasons, PMS should address three key areas(Aguinis, 2013). First. The PMS should explain what performance management is and how it fits into the organization. Additionally, PMS should vividly explain the effects it will have and state what individual benefits it presents to individual workers(Aguinis, 2013). Last and not least, the PMS document should explain how the system and processes involved actually work(Aguinis, 2013). The most effective way to communicate these three areas to employees and managers is to determine the goal of the communication, identify and profile the target audience, come up with message to be delivered, choose communication channels, select relevant activities and materials to be used, establish information partnerships, implement the PMS plan and lastly carry out an evaluation and come up with mid-course corrections, in that order(Aguinis, 2013). It is important for each employee to understand his/her role in the Performance Management System in order to be able to rate their performance and own the entire system and process(Kumar, 2016). References Aguinis, H. (2013). Performance Management. Upper Saddle River, NJ: Prentice Hall. Kumar, N. (2016, July 5). Future of performance management system. Retrieved from People Matters: https://www.peoplematters.in/article/performance-management/future-of-performance-management-system-13614?utm_source=peoplemattersutm_medium=interstitialutm_campaign=learnings-of-the-day