Performance Management and Budgeting Modules - Essay Example

Download file to see previous pages Performance management also allows an organization to develop an improvement plan. An improvement plan enables an employee to improve his/her performance, as well as prepare for future responsibilities.

Furthermore, performance management would help H2O to promote cohesion between subordinates and their supervisors. Good subordinates-supervisors relationships have a positive impact not only on employees’ performance but also on employees’ morale. In addition, performance management helps organizations to determine employees’ performance rewards which are rewarding employees depending on their abilities and achievements. Therefore, for H2O to be able to align its HR initiatives with US practices, it should ensure that its performance management initiatives achieve the aforementioned objectives.

Moreover, performance management is based on a number of philosophies, which H2O should also aim to achieve in order to successfully align its HR initiatives with US practices. According to Bacal, a renowned HR consultant and author of Performance Management, philosophies of performance management include “maintenance of constant communication, problem-solving, no blames, and no surprises” (Bacal, 1998, p. 165). The philosophy of constant communication holds that communication between all members of the organization should be done throughout. Things such as monthly employee-supervisors, or employee-management meetings should not exist. Communication should be continuous. Bacal (1998) also explains that “the rationale for this philosophy is; constant communication creates workplace environment, which inspires greater efficiency from both managers and employees” (p.165).

Problem-solving philosophy advocates looking for solutions as soon as a problem arises. It implies that problems should not be allowed to pile up. In addition, problems should not be temporarily solved. An organization should always look for permanent solutions to problems. One of the Bacal statements (1998) is “no blame philosophy of performance management entails creating a workplace environment where no ‘blame games’ exist” (Bacal, 1998, p. 166). ...Download file to see next pages Read More