Reward system

Ideal : This is the stage where managers in the firm meet with the employees for discussion on the planning of the performance appraisal process. They define the behaviors and competencies expected of the employees and there is statement on what the person will achieve in the next twelve months. These goals are closely linked to the individuals development plans. As such, the manager automatically earns the right to hold the employees accountable at the end of the year . Network Solutions have exhibited this phase by calling on all the senior managers to implement such measures.

no feedback concern
ideal : This is the phase where employees display the actual performance that is subject to evaluation at the end of the year Network Solutions displays this phase which is in accordance to the ideal system where there is a performance period of one year. In this period there are regular meetings to assess progress like they do at the company. The meetings are planned by the managers in conjunction with the employers who carry out the actual execution of the developments. In the meetings there is seeking of guidance and feedback in various issues

Employee Performance Assessment / poor rating system

Senior managers assess how the employees in their departments have undertaken their duties and how much of their objectives they have fulfilled. They fill the various forms and paperwork intended for these purpose and forward them to the relevant team in readiness for individual appraisals based on. At Network Solutions, the assessment is comparative with the rating being based on the performance level, e.g. a rating of 1 for the top 20% of performers, 2 for the middle 70% and 3 for the bottom 10%

No standardize p-m system

Ideal In this stage, the employee performers appraisal form that was prepared by the manager is reviewed together with the individuals self appraisal There is an honest assessment of the strengths, weaknesses, successes and areas needing improvement in the past twelve months. It is at this stage that the course of action to be taken in the next year is decided.

Network Solutions, a low performer would consult with the managers to decide on the modalities of the performance improvement plan. From this assessment, it is clear that the performance management system at network Solutions overlap with the ideal system as has been established in the timeline approach taken.

Case Study 1.2

Ans1. The overlap between Network solutions and an ideal system is that The Network solutions want to align their employees goals with the organizational goals by focusing on the development of all employees. Another overlap was the standardization of the performance management system at all the divisions. Developmental programs for the employees to enhance their performance. Two-way communication was encouraged so that managers and employees can share positive and negative about the performance. where managers in the firm meet with the employees for discussion on the planning of the performance appraisal process. They define the behaviors and competencies expected of the employees and there is statement on what the person will achieve in year round. These goals are closely linked to the individuals development plans. As such, the manager automatically earns the right to hold the employees accountable at the end of the year . Network Solutions have exhibited this phase by calling on all the senior managers to implement such measures. The rating system was the core part of performance management in network solutions which evaluates each employee in a comparative manner with the rating being based on the performance level, e.g. a rating of 1 for the top 20% of performers, 2 for the middle 70% and 3 for the bottom 10%. Senior managers assess how the employees in their departments have undertaken their duties and how much of their objectives they have fulfilled. To rectify the policies and practices continuous checks were made at different intervals

Ans2. The features of the system implemented at Network Solutions correspond to what is described as ideal characteristics are as follows:
Strategic congruence:

The design team is initiated by creating the performance management system by aligning individual goals with organizational goals and by focusing on the development of all the employees. Practicality: Implementing performance system is time consuming and expensive but the design team made the senior leadership agreed upon it as they would be evaluating all their employees performance. Standardization: As design team already convinced the senior leadership to stop all the other development programs which were 50 programs, basically the idea was the standardization of evaluating performance across all divisions Acceptability and fairness: The employees knew that they will be awarded or penalized according to their performance, as the rating scale would help to evaluate their performance. Openness: As stated in the case the Network Solutions encouraged two way communications on an ongoing basis and all the employees knew the criteria of the evaluating system. Thoroughness: Network solutions planned to monitor all policies and practices and rectify if required and then all the employees were evaluated. Reliability: Network Solutions planned on continuous check on performance of all employees- with all stakeholders. Specificity: With the help of rating system the employees will have a sense of improving their performance and what benefits they can be given at 1,2 and 3 rating scale.

Inclusiveness: The employees were given responsibility to develop the performance management system along with managers. The ideal characteristics which were missing are:Correctibility: Looking in the light of case there was no such process stated through which employees can challenge incorrect decisions. Ethicality: There were no such guidelines given that the performance evaluation will be done on merit, there maybe a chance that supervisor will may give more favor to one employee and the element of employee privacy is not there. The ideal characteristics for which we need additional information are:Reliability: Though the Network Solutions was checking the performance consistently but it is not sure that the system is going to be error free which may result in incorrect decisions. Inclusiveness: There was no such information given in the case regarding that the employee himself gather their performance data before the appraisal meeting. Advantages and Outcome: With the implementation of performance management system it would benefit Network Solutions in the following ways: Organizational goals are made clear- this would help employees to link their goals with the organizational goals. Employees become more competent- because of the development plans this would help the employees to improve their performance at Network Solutions. Self-insight and development are enhanced- the implementation of performance management system would help the employees to know their strengths and weaknesses so in short it would help them to understand themselves. Organizational change is facilitated- as this tool has already been supported bye Network Solutions to change its culture by focusing on product quality and customer service, further this would also align organizational culture with goals and objectives of the

organization. Employees will also get trained and will be given rewards according to their performance. There is a better and efficient differentiation between good and poor performance- the rating scale would help to identify the good and poor performers and then supervisors would reward or penalize accordingly. Supervisors views of performance are communicated more clearly- the two-way communication is encouraged at Network Solutions, so the supervisors would convey the performances of the employees to them and the supervisors would expect the employees to improve their performance. Motivation to perform is increases- two-way communication would help the employees to improve their future performance by knowing their past performances. Self-esteem is increased- indentifying good performers at Network Solutions would definitely be valued at work and by giving rewards would increase employees selfesteem. There is a better protection from lawsuits- the rating system would keep away the fear of lawsuits as it is clearly stated in the case that the lowest rating employee would be given time to improve performance initially and if the performance does not improve with the continuous development programs then the employee will be terminated, so all the rules are communicated to employees to expect a better and an efficient outcome.

Ans3. Use of misleading information- the characteristic ethicality was not identified in the case so there maybe a chance of fabricating information about an employees performance.