This website uses cookies to ensure you have the best experience. Learn more

Performance Management System Essay

928 words - 4 pages

Boulder County Public Health (BCPH) is a public organization that has five divisions with over 200 employees responsible for delivering numerous programs to the community, which protect and prevent individuals from harmful diseases (Boulder County, 2011). Their mission is: “Boulder County Public Health shall protect, promote, and enhance the health and well-being of all people and the environment in Boulder County (Boulder County, 2011, ¶ 1).” In an effort to standardize the employee evaluation system across all five divisions, the organization developed a standard performance management system in 2005. According to Aguinis, there are fourteen characteristics that form an ideal performance management system and Boulder County Public Health’s performance management system will be evaluated to see which of these characteristics their system has.
Characteristics of an Ideal Performance Management (PM) System
Although there are fourteen characteristics of an ideal PM system, they are not all likely to present in any one system. However, according to Aguinis (2009), systems that have more of these characteristics are usually more successful. After reviewing BCPH’s system, they only have three of the characteristics and have only some of the aspects of two other characteristics that Aguinis describes (2009). The characteristics that their PM system has are strategic congruence, thoroughness and inclusiveness. In addition, their system has some portions of practicality, meaningfulness and reliability. However, there are several of the fourteen characteristic that are missing and two of these are acceptability/fairness and standardization.
Boulder County Public Health’s PM System
Since Boulder County Public Health’s PM system is not seen as acceptable and fair from both a distributive and procedural standpoint this leads to several issues (Aguinis, 2009). According to Aguinis (2009), employees that feel the PM system is not fair from a distributive point are more likely to have a poor relationship and less satisfaction with their manager. In addition, if they also see the PM system as procedurally unjust this will lead to lower employee commitment and higher turnover (Aguinis, 2009). In BCPH’s case, these issues definitely developed over time. A survey that was conducted in 2010 showed that employee morale and trust of management had declined from 2005. In addition, their employee turnover had increased from 1% a year to over 10% a year (personal communication, Zayach, 2010). While there are other factors as well that could have resulted in these issues, there are issues with the PM system that could have also contributed. The other major issue with the PM system was that it lacked standardization. While the form that the managers used was standardized across programs, there was a lack of training for managers and supervisors on how to use the form. This...

Find Another Essay On Performance Management System

The Ideal Performance Management System Essay

2933 words - 12 pages A comprehensive performance management system will be thorough, inclusive, practical, meaningful, reliable, open, ethical, and correctable among other qualities (Aguinis, 2013). Additionally, the process of managing performance will be an ongoing process to include processes such as coaching and employee development. An ideal performance management system will serve an organization by developing satisfied and competent employees who are

Remuneration and Performance Management System Essay

1926 words - 8 pages The correct remuneration and performance management system is an ongoing discussion as it plays an integral part in organisations. Pfeffer (2005) argues that wage compression and symbolic egalitarianism is the best practice to gain competitive advantage, however other theorists advocate a ‘best fit’ model depending on the organisational strategic plan. This essay explores these arguments by demonstrating how culture, the job, and organisational

The Benefits of a Performance Management System

642 words - 3 pages systems. Dynamism of change and diversity, however, have mounted pressure on HR specialist and management team to refine, modify and or make more strategic method to performance management. This takes many forms e.g. Mbo, ‘hybrid’ systems, BSC, 360 degree and ranking & rating system. These forms are necessary in order to stay competitive and need effective management. The research is to find out trends in performance management that have


1961 words - 8 pages LIFE CARE CENTER PERFORMANCE MANAGEMENT SYSTEM Introduction Building a performance management system (PMS) that’s effective to developing short and long term goals for future organizational success must incorporate everybody from upper-management to entry-level employees. However, it takes leaders and followers to be on the same page in order to make that plan standout and become effective. That means establishing a developmental plan

The Importance of an Organization's Performance Management System

1391 words - 6 pages One of the many ways to measure an organization's success in meeting or achieving its strategic objectives is to evaluate the performance of its employees. This evaluation, if it is to be effective or of substantial value to the organization, it needs to be systematic and purposeful. In order to explain the impact that a performance management system can have on other areas of human resource management, it is necessary to define the relationship

Developing a Performance Appraisal System

710 words - 3 pages Appraisal systems can serve a human service organization in a great deal of ways. Two major purposes are for appraisals are for administrative and development of a human service organization. From the administrative view the purpose of a performance appraisal system may include decisions about a change in job duties, promotions, or reward decisions. Developmental purposes include helping staff achieve optimum performance, evaluating staff's

Definitions of Performance Appraisal System

1443 words - 6 pages appraisal system would be wrecked to failure (see, e.g Murphy and Cleveland, 1995; Cardy and Dobbins, 1994). As (Giles and Mossholder, 1990; Keeping and Levy, 2000) claimed, “performance appraisal gratification is the most often measured appraisal response”. Definitions of performance appraisal system “Performance appraisal” indicates the method in which an individual’s work performance is evaluated. It has been exemplified as the process of


3806 words - 15 pages Table of contentsPage NoINTRODUCTION.........................................................................3INTRODUCTION OF NATIONAL BANK OF BAHRAIN (NBB)...............3THE PERFORMANCE MANAGEMENT PROCESS................................4HRM PRACTICES WITHIN NBB......................................................5GENERAL HRM PRACTICES AT NBB.........................................5RPERFORMANCE APPRAISAL SYSTEM WITHIN NB

Advantages and Disadvantages of Currently Available Technologies and Their Impact on System Performance and Effectiveness

1878 words - 8 pages by one-third in 10 years. Super fast processors and huge memories have to be ‘fed’ and a system is only as fast as it’s slowest component, currently the disk. In our analysis we shall consider the advantages and disadvantages of currently available technologies and their impact on system performance and effectiveness. To narrow down this still very broad subject even more, we shall focus our attention on standard Personal Computers. The reason

HR Performance Measurement System

617 words - 3 pages According to Becker, Huselid and Ulrich (2001), The HR performance measurement system is what will determine the influence HR has in the organization which is inclusive of their credibility as a strategic partner. Therefore, it is imperative that HR choose relevant data when choosing a performance-measurement system to assist with monitoring the progress of an organization like Creative Options and Employment (COE). As a nonprofit organization

Performance analysis of adaptive modulation for high mobility LTE system

2014 words - 9 pages color noise variance is calculated. 2-D minimum mean square error (MMSE) is used for noise variance at each subcarrier is estimated. By using statistics, the coefficient of noise can be calculated [7]. These estimates are very useful on adaptive modulation. To measure the average spectral efficiency in imperfect channel estimation, the system performance in the presence of color noise was provided in [8]. Adaptive modulation and coding (AMC) used

Similar Essays

Performance Management Appraisal System Essay

562 words - 2 pages The execution performance management requires the participation of numerous players (Managers, supervisors, and subordinates). For the system to succeed and accepted, clear understanding about the system is needed for effective implementation. Supervision and explanation of performance appraisal system is very crucial element for performance. ‘‘Merely developing a model of the strategy does not ensure the strategy will be successful.’’ Othman

Performance Management System Essay

919 words - 4 pages Organizations derive competitive advantage by outperforming rivals in the execution of activities required to ensure optimum operational effectiveness in providing products and services to customers (Porter, 1996). Operational effectiveness depends largely on the extent to which the organization’s performance management system (PM) is capable of developing the knowledge, skills, and abilities of its people (Allan, 1994). Thus, knowledge of

Employee Performance Management System Essay

3822 words - 15 pages the behavior and results that accomplish their mission. Thus, performance management and appraisal system has had myriad definitions, few of which have been listed below. (Napier,1986)Performance measurement is the "heart and soul" of the performance-based management process. Flowing from the Schafer Corporation al mission and the strategic planning process, it provides the data that will be collected, analyzed, reported, and, ultimately, used to

Evaluating A Performance Management System Essay

2080 words - 9 pages Executive Summary The Performance Management (PM) system refers to the organization activity to ensure that employees work is aligned with the company strategic objectives, vision and the goals are met consistently and efficiently. Performance appraisals and awards systems are tools of PM that can improve the work performance of employees by helping them realize their full potentials in carrying out their organization mission; ensure that