We have examined several contributing factors associated with organizational per

Question

We have examined several contributing factors associated with organizational performance and competitive advantage. Some of these factors include performance management and retaining employees who are engaged and who consistently contribute to organizational goals and objectives.

In this discussion,

assess the importance of alignment between performance management and employee retention, employee engagement and organizational performance,

consider how an organization performs in the absence of one of more of the systems (performance management, employee engagement, employee retention.) For example, how effectively does the organization perform without a performance management system? How engaged are employees when there is no performance management system? Are talented people retained when people are dis-engaged?

additionally, evaluate how effectively an organization (past or present) engages systems to align performance management, employee engagement and employee retention. How are these systems measured and communicated within the organization?

Explanation / Answer

The importance of alignment between performance management and employee retention is-

1. It helps bring in accountability and tranparency for both the organisationand the employee to understand his effort to reward ratio.

2. If rewards are consistently provided to employees then they feel appreciated of their efforts, awareness is increased and sense of respect is inculcated which creates better bond of the employee with the company and employee treat comapny as his/her family.

The one fact which is clear is that talented people will not be retained when people are dis-engaged.

The importance of alignment between employee engagement and organizational performance is-

1. It helps both the organisation and empoyee to grow organically, it is a win-win for both, once facilitates and amplifies the other.

2. If employees are engaged towards organisational performance then they do not perform in silos and can see the big picture which helps them develop larger perspective and attach to a common goal and vsion of the company.

Systems are aligned to-

-Define purpose of the job,job duties with clearly defined roles & responsibilities

-Define priority of each job responsibility and goal

-Define the performance standard for key component of the job

-hold interim discussion and provide feedback (360 degree performance review)

-Maintain a record for the feedback

-Develop and maintain a improvement plan(training or coaching), if employee does not meet expectation

Using the above steps organisation can align performance management, employee engagement and employee retention.

These systems can be measured on a global standard or relative basis and can be communicated individually/ personally.

Related Questions

Navigate

• Browse (All)
• Browse W
• Subjects

Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.