Review The Following Lectures: Monitoring, Evaluating, And I

Review The Following Lecturesmonitoring Evaluating And Implementing

Review the following lectures: Monitoring, Evaluating, and Implementing an Online Performance Management System The Performance Management System and Employee Development Plan Before beginning work on this discussion forum, please review the link “ Doing Discussion Questions Right †and any specific instructions for this topic. Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress.

Submit your responses in the Discussion Area. Introduction By the due date assigned, respond to the assigned discussion questions and submit your responses to the appropriate topic in this Discussion Area. Respond to the assigned questions using the lessons and vocabulary found in the reading. Select any one of the following starter bullet point sections. Review the important themes within the sub-questions of each bullet point.

The sub-questions are designed to get you thinking about some of the important issues. Your response should provide a succinct synthesis of the key themes in a way that articulates a clear point, position, or conclusion supported by research. Select a different bullet point section than what your peers have already posted so that we can engage in several discussions on relevant topics. If all of the bullet points have been addressed, then you may begin to reuse the bullet points with the expectation that varied responses continue. Tasks Question 1: Evaluate the performance management appeals process and its connection to the employee performance. Question 2: Evaluate a company that uses the 360-degree feedback system. To support your work, use your course and textbook readings and also use the South University Online Library . As in all assignments, cite your sources in your work and provide references for the citations in APA format. Your initial posting should be addressed at 500–1000 words as noted in the attached PDF. Submit your document to this Discussion Area by the due date assigned. Be sure to cite your sources using APA format.

Paper For Above instruction

The lectures on monitoring, evaluating, and implementing an online performance management system, along with the employee development plan, provide crucial insights into effective organizational performance strategies. In contemporary workplaces, performance management systems serve as vital tools to align employee activities with organizational goals, ensuring continuous improvement and accountability. This paper evaluates two key components discussed in the lectures: the performance management appeals process and the utilization of 360-degree feedback mechanisms, emphasizing their roles in fostering effective employee performance and development.

The Performance Management Appeals Process and Its Connection to Employee Performance

The performance management appeals process acts as a critical safeguard within performance appraisal systems, offering employees a formal pathway to challenge evaluations they perceive as unfair or inaccurate. This process promotes transparency and fairness, which are essential for maintaining employee motivation and trust in the system. When employees believe that they can voice concerns and have their grievances addressed objectively, their engagement and commitment tend to improve, positively influencing performance outcomes (Aguinis, 2019).

Moreover, an effective appeals process helps identify inaccuracies in performance assessments, ensuring that evaluations truly reflect employee contributions. It encourages managers to adopt a more reflective and objective approach, which enhances the credibility of performance reviews. When the appeals process is streamlined and accessible, it reduces stress and dissatisfaction among employees, ultimately leading to better performance since employees feel valued and fairly treated (Pulakos, 2009).

Research indicates that organizations with transparent appeals processes experience higher employee satisfaction and lower turnover rates (Roshong & Weathington, 2011). Therefore, integrating a robust appeals mechanism is vital for reinforcing the link between fair performance evaluation and improved employee productivity.

The Use of 360-Degree Feedback Systems in Organizations

The 360-degree feedback system is a comprehensive performance appraisal approach that gathers feedback from an employee’s supervisors, peers, subordinates, and sometimes clients. This multi-source feedback provides a well-rounded perspective on employee behaviors, skills, and competencies, facilitating more accurate and developmental evaluations (London & Smither, 2015).

A notable example of a company utilizing the 360-degree feedback system is Google, which integrates this method into its performance review processes to promote continuous learning and leadership development. Google’s approach emphasizes developmental feedback to support employee growth, emphasizing strengths and pinpointing areas for improvement across multiple vantage points (Bock, 2015).

This multi-rater feedback not only fosters self-awareness but also aligns individual performance with organizational values and objectives. Research shows that companies implementing 360-degree feedback experience enhanced communication, greater accountability, and improved team dynamics (Lepsinger & Lucia, 2009). However, the effectiveness of this system depends on the organization's culture, the training provided to raters, and the mechanisms for delivering constructive feedback (London & Smither, 2015).

In conclusion, organizations that incorporate 360-degree feedback can develop more holistic and accurate appraisals, which support targeted employee development, ultimately contributing to organizational success.

Conclusion

Both the performance management appeals process and the 360-degree feedback system are pivotal in aligning employee performance with organizational goals. A transparent appeals mechanism ensures fairness and boosts motivation, while 360-degree feedback fosters comprehensive development and accountability. Organizations that effectively implement these components can enhance employee engagement, improve performance evaluations, and sustain competitive advantage in their respective industries.

References

• Aguinis, H. (2019). Performance Management (4th ed.). Chicago: Chicago Business Press.
• Bock, L. (2015). Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead. HarperBusiness.
• Lepsinger, R., & Lucia, A. D. (2009). The Art and Science of 360-Degree Feedback. Jossey-Bass.
• London, M., & Smither, J. W. (2015). Feedback Benefits and Challenges. In A. C. S. McCauley & E. J. Van Velsor (Eds.), The Center for Creative Leadership Handbook of Leadership Development (3rd ed., pp. 339-362). Jossey-Bass.
• Pulakos, E. D. (2009). Performance Management: A Practical Guide. SHRM Foundation’s Effective Practice Guidelines Series.
• Roshong, S., & Weathington, B. (2011). The Impact of Performance Appraisal Systems on Employees' Attitudes and Organizational Outcomes. Journal of Organizational Psychology, 11(2), 45-59.