Chapter 3 discusses various aspects of strategic planning and how it is important to link performance management to strategy. Imagine you are the HR executive of your organization (or any organization you are familiar with) and are responsible for aligning the performance management system to the strategic plan. How would you ensure that your employees’ goals are aligned to the mission and vision statements of your organization? Why will job analysis and developing suitable job descriptions be helpful? What would you do to gain employee support for your new performance management system?

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Tank you so much my dear I promise to deal with u if I faced any difficulties or need help cuz u did a great discussion and hopefully to have the full mark.Now, I need 3 replies related to the same title of the discussion, 2 for my classmates and one for my doctor's comments. I'll send my Dr. 's comment later but now I need 2 for my friends.The replies must be one paragraph and include citation and one reference at least.  Replay for my classmate Munerah...Munerah The Strategic PlanningStrategic planning is an organizational management activity that is used to set priorities, focus energy and resources, strengthen operations, ensure that employees and other stakeholders are working toward common goals, establish agreement around intended outcomes/results, and assess and adjust the organization’s direction in response to a changing environment (Strategic Planning Basics 2020).Aguinis, H. (2013) The main goal of strategic planning is to allocate resources in a way that provides organizations with a competitive advantage.Strategic planning serves the following purposes:First and foremost, strategic planning allows organizations to define their identities. In other words, it provides organizations with a clearer sense of who they are and what their purposes are.Second, strategic planning helps organizations prepare for the future because it clarifies the desired destination. Knowing where the organization wants to go is a key first step in planning how to get there.Third, strategic planning allows organizations to analyze their environment, and doing so enhances their ability to adapt to environmental changes and even anticipate future changes. Although knowledge of the environment does not guarantee that an organization will be more likely to change and adapt, knowledge is the first step toward possible adaptation.Fourth, strategic planning provides organizations with focus and allows them to allocate resources to what matters most.Sampson Quain (2017) When properly crafted, a mission statement encapsulates an enterprise’s core values and beliefs. In addition to expressing a firm’s goals and objectives, an effective mission statement also operational and service standards for employees to follow to achieve those goals and objectives, whether in manufacturing, customer service, or any other element of the company’s operation.Iloka Benneth Chiemelie (2017) Considering that the mission is a roadmap of where company wishes to be in the future (in terms of how big it wants its market share to be, reputation, performance, return etc.), a flawed road map will potentially bring about a flawed destination in the sense thatIt will not allow the company to attain its objectives;It will not allow the company to attain its values and goals; andIt could potential lead the company to failure.In addition, Sampson Quain (2017) add if ineffective mission statements may lack specificity and provide no direction for employees to follow. Statements that are too broad will not define a company's ethos in an original way. And also if mission statements unrealistic goals lead to diminish credibility and ambitious, it can harm its employees ability to meet stated goals.Flawed statement affect the development of a unit’s mission statement and subsequent individual job descriptions and goals. It will shift their role to the flawed statement, which can be potentially different from what the company aims to achieve. This is because the statement is the guiding principle to the corporate process – in terms of objectives, roles and accountability Iloka Benneth Chiemelie 2017).____________________________________________________________________________________My second classmate is Sara Today every organization exists is facing a lot of changes whereby managers seek to adapt to those changes in able to reach high performance and reach as well the organizational goals. Changes can be strategical, technological, internal and change in people (Robbins and Coulter, 2016) also external changes can occur such as political, economy and competition. One of the most important key agents for change in any organization is the human resource. The role of the human resources department in any organization is applying an effective successful strategy needed to help in achieving the organizational goal. Human resource is an ongoing process of change in organizations.   (Gelbard, Ramon-Gonen, Carmeli, Bittmann, & Talyansky, 2018)        As an HR executive  to ensure my employees’ goals are aligned to the mission and vision statement of the organization, I will help in providing the needed input for each Unit in the organization for developing the strategic planning, HR initiatives should be to provide  achievement of the organizational goals  by the participation of HR to lead each Unit in the organization to the needed target. This is by  assessing the employees through developing effective plans to overcome any obstacles and sustain success in every task they should do. By creating certain policies for each level in the organization,top, middle, lower levels every employee will know the rules, the missions, the visions, and everyone will work knowing where they are supposed to achieve with clarity along the process.  ( Adeniji , Osibanjo and Abiodun ,2013)for example if I notice there are very low performance in sales I should try to find the problem and then find a suitable plan to overcome it and solve it , first I might monitor the employees' abilities in sales and if I find any problems regarding sales  I should focus on training them in the areas where they have some weaknesses and monitoring their progress even after the training to find out what have they learned and did it help them or not.    Job analysis is important to create a clear vision for each employee and it will specify the needed tasks for each employee. .   ( Adeniji , Osibanjo and Abiodun ,2013)Such For IT department should have employees qualified to deal with data, data analysis, being able to use the right programs for each unit and being able to fix any problem that occurs in the system used in the organization.       To Gain support for my new management system I should support employees through the process, All employees should be included in any changes that may occur, as a leader, I need to educate, participate, task support, provide emotional support and incentives to employees to motivate them. I can also provide incentives for the most productive unit in the organization to motivate them all to perform better and to show them that I appreciate their work. Employee involvement is very important because they will feel empowered in authority and responsibility (Mathieu, Gilson and Rubby, 2006) as an HR executive, I should make sure that that each Unit’s strategic plan should increase the knowledge of my employees, increase their management skills and decision making. according to  Jones ( 2010), there are some types of resistance to change that may occur during the process of change and there is a different strategy to handle each level as an HR executive I should focus on knowing how to manage it according to its severances .