Performance Management Reality Check Essay -- Business, Goals, Functi

How many of the 14 characteristics of an ideal schema are feed in the dodging you are evaluating? The Womens imaginativeness Center at southerly Oregon University is currently using a performance focal point system that I believe has present all 14 characteristics. As a small organization doing work that is at many levels personal, our performance management system is one of the most highly held offshootes of our channels. Our work at the Womens Resource Center calls for us to express ourselves, voice our opinions and beliefs, stand up and shake for change, and engage in our work emotionally. Due to the level at which we gift our jobs close to our hearts, evaluating our performance and gaining feedback on the work we are doing is extremely signifi drive outt not only for our management but similarly for the employees.Our individual goals mustiness be aligned with organizational goals. As the goal of our work is to meliorate the lives of women and girls, our organizatio n would not function if individual goals were anything other than that exactly. Our work is deeply rooted in the passion and motivation of the employees and volunteers involved regarding this goal. We are work as activists who are seeking and creating change and see no limits to the differences we can make personally in our community, region, and even globally. (Aguinis, 2009) The system is thorough as each employee is evaluated every school term and all major job responsibilities are included in the paygrade. There are three travel to the system. The first quality is a self evaluation form that is make full out by the employee and acts as a tool for self-reflection. The second step is an informal evaluation with the staff manager. The final step is the formal evaluation with the coordinat... ... bad idea to have a process laid out. For our system to become more ideal we should develop a rating system that minimizes subjective aspects and does not rely so heavily of human judg ement. We should withal develop an appeals process that is formal in which employee that feel an error has been make may be able to challenge unjust decisions and correct errors. (Aguinis, 2009) I believe that the managers and the coordinator should work together to develop the appeals process and then leave the process to the staff to gather opinions, and feedback. I believe that the coordinator knows best how the process would be more efficient and effective but I would also want to hear from the staff to make sure the process makes adept and is accessible from their perspective. This is a process that really needs to work on both ends of the organization for it to be effective.