Business Finance
MGT 520 Saudi Electronic University Performance Management Report

MGT 520

Saudi electronic university

MGT

Question Description

I’m studying for my Management class and need an explanation.

You have also been receiving complaints from the customer service employees that their ratings seem inaccurate and inconsistent. These employees feel the criteria of assessing the performance are not fully aligned to their goals. You are worried that this may lead to the issue

of higher turnover of the customer service employees and the organization may lose quality employees if these issues are not addressed. Therefore, you have been assigned with the task of designing and implementing a new rater training program for your supervisors in order to rectify these issues.

Using the previous scenario, provide a critical discussion for the reasons why rater errors may be occurring while evaluating customer service employees. Critically analyze the need for the alignment of organizational goals with employee goals and the performance management system. Recommend a suitable rater training program for your supervisors. Include the benefits of the recommended method in order to justify this choice and to highlight the importance of aligning organizational goals with an appropriate strategic measurement method.

Your well-written paper should meet the following requirements:

  • Be 4-5 pages in length, which does not include the title page, abstract, or required reference page, which are never a part of the content minimum requirements.
  • Use Saudi Electronic University academic writing standards and APA style guidelines.
  • Support your submission with course material concepts, principles, and theories from the textbook and at least two scholarly, peer-reviewed journal articles.

Couturier, J., & Sklavounos, N. (2019). Performance dialogue: A framework to enhance the effectiveness of performance measurement systems. International Journal of Productivity and Performance Management, (4), 699.

Jha, S., & Jha, S. K. (2018). Effectiveness of performance management system. Indian Journal of Industrial Relations, 54(1), 79–93.

Recommended

Teeroovengadum, V., Nunkoo, R., & Dulloo, H. (2019). Influence of organisational factors on the effectiveness of performance management systems in the public sector. European Business Review, (3), 447.

Viorica, F., & Emanoil, M. (2018). Efficient communication in terms of organization's mission and objectives. Annals of 'Constantin Brancusi' University of Targu-Jiu. Economy Series, (2), 84-91.

https://workplaces.healthier.qld.gov.au/member/load/media/?f=develop-a-comms-plan.pdf

https://www.usf.edu/hr-training/documents/performancemanageoverview2.pdf

https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Performance-Management.pdf

ISO. & IAF. (2016). Internal Communication. Retrieved from http://www.gsprogress.us/images/pdf/Accreditation_Auditing_Practices_Group_2015/APG-InternalCommunication2015.pdf

Unformatted Attachment Preview

MGT520 Critical Thinking Writing Rubric - Module 10 Exceeds Expectation Content, Research, and Analysis 21-25 Points Requirements Exceeds Expectation Includes all of the required components as specified in the assignment. 21-25 Points Content Exceeds Expectation Demonstrates substantial and extensive knowledge of the materials, with no errors or major omissions. 25-30 Points Analysis Exceeds Expectation Provides strong thought, insight, and analysis of performance management system, concepts and applications. 13-15 Points Sources Exceeds Expectation Sources go above and beyond required criteria, and are well chosen to provide effective substance and perspectives on the issue under examination. Mechanics and Writing 5 Points Demonstrates Exceeds Meets Expectation Below Expectation Limited Evidence 16-20 Points Meets ExpectationIncludes most of the required components as specified in the assignment. 11-15 Points Below ExpectationIncludes some of the required components as specified in the assignment. 6-10 Points Limited Evidence Includes few of the required components as specified in the assignment. 16-20 Points Meets ExpectationDemonstrates adequate knowledge of the materials; may include some minor errors or omissions. 11-15 Points Below ExpectationDemonstrates fair knowledge of the materials and/or includes some major errors or omissions. 6-10 Points Limited Evidence Fails to demonstrate knowledge of the materials and/or includes many major errors or omissions. 19-24 Points Meets ExpectationProvides adequate thought, insight, and analysis of performance management system, concepts and applications. 13-18 Points Below ExpectationProvides poor thought, insight, and analysis of performance management system, concepts and applications. 7-12 Points Limited Evidence Provides little or no thought, insight, and analysis of performance management system, concepts and applications. 10-12 Points Meets ExpectationSources meet required criteria and are adequately chosen to provide substance and perspectives on the issue under examination. 7-9 Points Below ExpectationSources meet required criteria, but are poorly chosen to provide substance and perspectives on the issue under examination. 4-6 Points Limited Evidence Source selection and integration of knowledge from the course is clearly deficient. 4 Points Meets Expectation- 3 Points Below Expectation- 1-2 Points Limited Evidence - MGT520 Critical Thinking Writing Rubric - Module 10 college-level proficiency in organization, grammar and style. Expectation Project is clearly organized, well written, and in proper format as outlined in the assignment. Strong sentence and paragraph structure; contains no errors in grammar, spelling, APA style, or APA citations and references. Total points possible = 100 Project is fairly well organized and written, and is in proper format as outlined in the assignment. Reasonably good sentence and paragraph structure; may include a few minor errors in grammar, spelling, APA style, or APA citations and references. Project is poorly organized and written, and may not follow proper format as outlined in the assignment. Inconsistent to inadequate sentence and paragraph development, and/or includes numerous or major errors in grammar, spelling, APA style, or APA citations and references. Project is not organized or well written, and is not in proper format as outlined in the assignment. Poor quality work; unacceptable in terms of grammar, spelling, APA style, and APA citations and references. ...
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Final Answer

Heyy buddy...please check attached document to see if you might need any other edits

Running Head: PERFORMANCE MANAGEMENT

Performance Management
Name
Institutional Affiliation
Course
Date

1

2

PERFORMANCE MANAGEMENT
Abstract
Companies all over the universe spend vast amounts of dollars annually on employee
rater training. Though, when the financial downturns transpire, training expenses are habitually
the first to be reduced. This is known to be a regrettable tendency on account that over and over

again, it has been demonstrated that companies, which invest in their workers rise form financial
downturns as innovators and leaders. To execute a successful rater training, it's first mandatory
to comprehend behavior. In actuality, rater training could be characterized as a systematic
application for principles of psychological learning to encourage the attainment of skills,
knowledge, attitudes, and abilities that prompt enhanced performance in a desired surrounding,
Therefore, this paper is firstly about the reasons why rater errors might occur when
assessing customer service workers. Secondly, the paper analyzes the need for aligning
organizational goals with the employee goals along with the performance management system.
Lastly, the paper recommends a suitable rater training program for supervisors. Besides, it
discusses the benefits of the proposed rater training program to justify the choice and point out
the significance of aligning the organizational goals with a suitable method of strategic
measurement.
Keywords: Performance management, rater training, rater errors

3

PERFORMANCE MANAGEMENT
Introduction
Performance management is defined as a process through which the supervisors, along

with those they govern, acquire shared comprehension of work goals and expectations, feedback
of exchange performance, development opportunities and identity learning, and appraise the
performance results (Jha & Jha, 2018). Performance management is also characterized as an
ongoing communication process between an employee and his or her superior, which happens all
year round, in favor of achieving an organization's strategic objectives. The process of
communication comprises of setting objectives, clarifying expectations, providing feedback,
reviewing results, and identifying goals.
Generally, in this case, scenario, I have been assigned a task as a senior Human Resource
...

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University of Maryland

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