The performance management system is an efficient instrument allowing to achieve great practical results. I was an employee in the organization in which this system was applied. The strategic, information, administrative, developmental, and documentation criteria were preserved. The managers transparently stated the company’s objectives helping employees to comply with the values and aims established by the employer. Such a system impacted my work as an employee, allowing me to feel more relaxed in terms of taking fewer responsibilities for making decisions. Working in an organization that clearly defines the actions the employee needs to perform is easy. Considering the negative impacts, the lack of freedom and too strict control can be highlighted, which significantly increased work dissatisfaction. From my perspective, their performance management system lacks organizational maintenance competency. It would be more rational to distribute the work based on the talent inventory. Such an approach may help prevent job-related dissatisfaction and anxiety.
Table 1-1 Purposes Served by a Performance Management System: Compliance
Strategic: The strategy included a high level of control over employees and strict work distribution. It allowed managers to control the organizational activities more efficiently.
Administrative: The managers’ decisions regarding the employees were supported at the administration level.
Informational: Every employee was aware of precise tasks to perform within the organization. Even though this positively affects the general performance, it limits creativity.
Developmental: Managers supported employees from the very first day of their work, providing necessary information and practical help.
Organizational Maintenance: This criterion was not preserved due to the lack of talent inventory and rational human resource management.
Documentation: The profound level of organizational documentation can be highlighted. There always were the documents helping to make administrative decisions. The managers implemented different approaches focused on testing the general development of the company.
Mission Statement
The statement chosen for the analysis vision is taken from TED’s website. TED is an organization devoted to spreading ideas through various conferences where the researcher can present their result in the form of talks. The organization is famous for various innovation initiatives such as TED Prizes, TED Women conferences, TED-Ed short lectures, and others. The profound management and outstanding vision statement unite people worldwide, motivated to spread their ideas.
TED’s mission statement is formulated as follows, “spreading ideas.” It complies with all criteria of the good vision statement. This mission statement is free of time limits allowing people to understand the motivation of the organization. The phrase is highly inspiring and verifiable, which contributes to the transparent organization’s values representation. The mission statement is vital in forming the performance management system (Alegre et al., 2018). In the current case, the brief-phrase implicitly defines the organizational objectives and norms, which is the basis for designing the performance evaluation system. From my perspective, for now, changes of the organizational vision of TED are unnecessary. However, it would probably be rational to change the mission statement throughout the long period of striving to implement some new ideas to the organization’s ideology.
Table 3-5 Characteristics of Good Vision Statements: Compliance
Brief: TED’s vision statement consists of two words which makes it catching. It is easy to remember due to the brief and, at the same time, informative form.
Verifiable: This criterion means that the vision statement defines the working process of the whole organization. Spreading ideas is the main activity on which the organization is centered. TED unites researchers from all over the world, allowing them to express their scientific ideas.
Bound by a timeline: There is no timeline presented within the discussed vision statement. However, based on the grammatical form of the phrase, it is evident that the time limits are absent. This vision statement is universally suitable for any time period of the organization’s functioning.
Current: The vision statement is consistent with activities performed by the organization and its initial aims.
Focused: The organization’s mission statement highlights the primary goals. Reading this statement, one can clearly understand that the organization was designed to unite people through ideas.
Understandable: The organization strives to share the ideas of the scientific research through the talks. The vision statement clearly and accurately states this idea.
Inspiring: The organization’s value statement motivates people to unite with others because gaining knowledge and personal development process is directly connected with understanding others. TED’s mission statement is highly inspiring for the workers and listeners.
A stretch: The organizational mission statement represents TED’s ideology highlighting the primary values. The brief statement inspires the whole company workers emphasizing the deep meaning related to the importance of knowledge and experience.
Current Position
In my current position as HR Generalist at an Automotive Finance Company, the general performance is measured by the practical results of the company’s performance. Managers collect the data systematically based on each department’s performance. In other words, the performance is measured by the results. The following examples of the performance measurements can be observed within my organization: quantitative measurements of the costs, production, and error rates. The changes to the way performance are measured, which I can suggest include the estimation of the employees’ satisfaction level through the regular testing. Such an approach requires the measurements of the performance by behaviors. It would be rational to combine two types of measures (by the results and behaviors) to achieve a high level of productivity. This criterion may help better analyze the human resource potential, which will result in the increased performance and motivation of the workers.
Reference
Alegre, I., Berbegal-Mirabent, J., Guerrero, A., & Mas-Machuca, M. (2018). The real mission of the mission statement: A systematic review of the literature. Journal of Management & Organization, 24(4), 456-473.