Elements of an Effective Management System

Elements of an Effective Management System in Achieving Organizational Goals

To set up a decent performance management system, one needs to consider the following noteworthy elements. First, it is critical to set clear objectives and goals. The objectives and goals ought to be clearly addressed to the employees and their up-front investment should be secured for the objectives and goals. Initial elucidation of clear cut objectives and goals alongside the buy-in from the employees help in guiding and motivating employees in the right direction and sets a decent platform for the PMS to execute (Dess, 2012). Employees additionally feel they are part and parcel of the system, if the objectives and goals are clearly examined with them. Therefore, goal setting is critical for a decent beginning of this activity.
Second, it is important that the employees are equipped with adequate training, resources and tools that will enable them achieve the set business goals. For instance, employees should be given opportunities for personal growth and development. Employees’ weaknesses can be eliminated through training whereas already acquired skills can be developed through regular practice and improvement of working conditions by providing necessary modern resources and tools away from the archaic once. Managers should as well be trained on how to conduct employees’ appraisal for efficient and effective goal achievement in the strategic plan (Kennedy, 2007).
Thirdly, individual achievements should be recognized and rewarded. This is a crucial element of performance management system since it gives motivations to employees. Monthly salary alone may not be enough motivation and therefore, all individuals’ performance, made towards achieving organizational plan need to be recognized. Trophies, sponsors to international conferences, promotions just to mention a few are some benefits that a great performance should bring forth.
Employees’ performance appraisal techniques should be adapted for increased performance towards achieving the organization’s set goals and objectives (Truss, Mankin & Kelliher, 2012). Such appraisals include regular assessment of employees’ traits, competences, behaviors, goal achievement and improvement potentials. The major aim of the appraisal is to evaluate employees’ performance, identify the needs and make schedule to plan for improvements with employees. The necessities of employees’ performance appraisal include identifying weaknesses and strengths of workers so as to realize training needs and provide counseling, career planning, motivation and career planning among others. The objective of performance appraisal therefore, is to enhance organizational goal achievements in its strategic plan.
Employees’ feedback is another element that must be considered in enhancing companies’ strategic goals. It is necessary to take note on the reactions of employees concerning various activities on a continual basis. Communicate to employees to make them be aware of their current positions and how they can improve their work performances. A 360- degree feedback assessment method is a method that provides unbiased ratings by all employees to fellow employees, employers, external and internal customers, and subordinates (Truss et al., 2012). This method has an advantage of providing more objective measures of peoples’ performances and ensures reduced complaints.
Finally, appraisal interviews as a performance management element should be performance improvement based. This will help reduce employees-employers conflicts that may arise if the process were based on criticism (Dess, 2012). More employees should be allowed in appraisal process to encourage more employees’ satisfaction with the appraisal interview. Similarly, the more motivational techniques used by employers will enhance satisfaction towards appraisal interview. Ultimately, the entire process enhances an organization fulfill its goals and objectives.

References
Dess, G. G. (2012). Strategic management: Text and cases. New York: McGraw-Hill/Irwin.
Kennedy, C. (2007). Guide to the management gurus: The best guide to business thinkers. London: Random House Business.
Truss, C., Mankin, D., & Kelliher, C. (2012). Strategic human resource management. Oxford: Oxford University Press.