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Measuring Employee Performance - Part II - Assignment Example

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Hello friend, I have to commend the approach your organization took towards the preparation of the job description that will be used for the external hiring. This is because by making it participatory in nature, it helps to bring together different expertise, ideas and…
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Measuring Employee Performance - Part II
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MEASURING EMPLOYEE PERFORMANCE Response to Buckner Hello friend, I have to commend the approach your organization took towards the preparation of the job description that will be used for the external hiring. This is because by making it participatory in nature, it helps to bring together different expertise, ideas and innovation. On the main metric goals set however, I have some issues with it, based on which I want to offer additional insight. Looking through the metric goals, I find that they are all internally based. That is, most of the goals go to achieve internal duties within the organization. Meanwhile as a public health facility, I opine that some of the goals, particularly on communication could have been made to include the provision of communicative roles to external stakeholders such as customers. As Aguinis (2013) noted, any true performance outcome should have the ability of reflecting the overall organizational culture, which I believe includes customer satisfaction.
Reference
Aguinis, H. (2013). Performance management (3rd ed.) Upper Saddle River, NJ: Prentice Hall
Response to Lorenz
I like your post for two major reasons. First, you rightly appreciate the need for job description to be made in line with the organization’s overall mission, vision, goals and strategies” (Aguinis, 2013). Then leading up from this, you went ahead to set five metric goals which contain performance outcomes for both internal work output and external wok output. For example internally, you appreciated the need to establish effective HR programs whiles externally, you touched on maintaining good customer service. In my opinion, this approach ensures that the new employee will not only focus on the most immediate performance related attitudes that will be seen at the workplace. Rather, the employee will see a bigger performance responsibility that includes external stakeholders and thus put in more efforts to succeed.
Reference
Aguinis, H. (2013). Performance management (3rd ed.) Upper Saddle River, NJ: Prentice Hall Read More
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