Performance management plan for your fictitious company
Part I
In this part of the assignment, create a performance management plan for your fictitious company for the upcoming merger. The paper must address, in
detail and paragraph form, the following questions.
What performance criteria will be used? Include specific examples.
Who will conduct the appraisal, and will a standard or custom form be used?
How often will appraisals be conducted, and what are good HRM practices that can be used to ensure the appraisal does not become just an annual event?
Part II
In the second part of the assignment, begin by reviewing the Case Study found on page 164 of your textbook titled IHRM in Action Case 6.1. Using this
scenario as a basis, address the following items:
1. Discuss how Richard should strengthen the relationship with his supervisor, Jean.
2. Discuss what Richard could have done differently to begin that relationship.
3. Should Richard contact his supervisor in Toronto? Why, or why not?
The entire assignment, including both Part I and Part II, should be in a narrative format and not a series of questions and answers. The total length should be
no less than two pages not counting title or reference pages. You must use a minimum of one source, which can be your textbook. All sources used must…
Sample Solution
Performance management is an important element of any merger and it is vital that a plan be created in order to ensure the success of this process. The following outlines such a plan for a fictitious company undergoing a merger.
The performance criteria used will focus on both individual and team based metrics. This includes aspects like employee productivity, efficiency, attendance/tardiness, customer satisfaction ratings, as well as project completion rates (Grote 2019). Additionally, goals related to innovation/creative problem solving should also be established so that employees are encouraged to think outside the box when addressing challenges.
In regards to appraisals – this responsibility should fall upon HR personnel who have experience with conducting these types of assessments. However if available resources are limited then line managers can also take part in this process provided they receive adequate training beforehand (Guest 2004). A standard appraisal form should be used which will help make comparisons between different individuals more accurate while reducing subjectivity from evaluations.
Evaluations must not become merely an annual event since regular feedbacks are essential for preventing complacency or misunderstanding among employees. In order to avoid this situation reviews can occur quarterly with intervals between 3-6 months depending on job requirements (Sergeant et al., 2017). Furthermore, measures such as one-on-one meetings or goal setting workshops should also be employed which can provide valuable opportunities for growth and development throughout the year.
In conclusion, performance management plays an integral role following any type of organizational change and requires careful planning in order to evaluate employee’s accurately while providing them with necessary support during this transition period. Through creating specific criteria while utilizing standard forms along with regular check ups — organizations can ensure their workforce remains motivated and productive over time.
