SOLUTION: HRM 640 Ashford University Online Performance Management Analysis Paper

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Running head: PERFORMANCE MANAGEMENT ANALYSIS

Performance Management Analysis
Name
Institutional Affiliation

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PERFORMANCE MANAGEMENT ANALYSIS

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Performance Mangement Analysis
Performance management encompasses an orderly process that amalgamates various
Human Resource (HR) practices with the organization’s objectives through performance
accomplishments by its workers. High performing organizations normally acknowledge a proper
performing management system. Performance management systems can be impactful in human
resource management (HRM) processes like compensation and pay decisions, employee
corrective actions and development practices, promotion or demotion decisions, and
compensation decisions. Performance management systems can yield fruitful results for
managers, employees, and the overall organization when done necessarily (Bright, 2017). On the
contrary, its results can be devastating if it is implemented unnecessarily. ValUshop is a
profitable organization dealing with cable satellite and broadcast television networks. Posing as
the newfangled appointed HR director, I will be performing a performance management analysis
of the present performance management system of the ValUshop to optimize the performance of
the company both on the individual, team, and the overall organization.
The Purpose of Performance Management
Performance management focuses on increasing the ability of the people to realize their
potential in the organization and to maximize their ability that is impactful to realize the
organizational goals and mission. Engaging the performance management system in the
organization challenges the organization to commit itself to some roles like building a
relationship, enhancing strategic communication, employee evaluations, and employee
development. The critical role of performance management is to ensure that workers become
competent in managing their organizational tasks to consequently benefit the organization

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(Bright, 2017). A proper performance management system encompasses various aspects like
performance assessments, planning, reviewing, dealing with underperformance, coaching,
feedback, and goal-setting. The effectiveness of the performance management system relies on
the ongoing organizational process that surpasses the phase of assessment. Performance
management should always be an unending process, engaged with the goals and mission of the
organization. Moreover, the chief focus of performance management should be tailored towards
planning plus optimizing forthcoming performance. Less focus should nevertheless be directed
to the past performance in the sense that it is only utilized as a reference for the development
needs of the employees (Berger, 2020).
The proper implementation of performance management may impact the organization positively
at all levels. Proper performance management will:
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Necessary productivity not only to individuals but also teams.

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Clarify job tasks, standards, and expectations.

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Necessary feedback plus coaching will be impactful in improving the capabilities of the
employees to realize their full potential.

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Drive the behavior of the employees to promote the alignment of their achievements with
the organizational goals, mission, strategy, and core values.

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Help to support the decision-making process of the HR.

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Optimize communication between employees and managers.
The improper implementation of performance management may present some issues that

obstruct performance efforts. Poor implementation of performance management may contribute
to a waste of time and money, low morale among the workers, job discontentment, burnout and
fatigue among the employees, increased litigation risks, and impaired relationships at the

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workplace. Furthermore, poor performance can also affect the organization detrimentally,
especially with regards to the relationship of the company with its stakeholders, such as the
employees, investors, and business partners (Bright, 2017). Maintaining a splendid reputation
with the primary stakeholders is critical not only to the organizational functions but also to its
strategy. The reputation of the company entails the perceptions of the stakeholders with regards
to the ability of the organization to generate value relative to its competitors. Maintaining an
ultimate organizational reputation can be impactful to the long-term success of the organization.
ValUshop Current Performance Management System and Performance Issue
In the previo…