Performance Management Cycle Plan.

Posted: January 8th, 2023

Performance Management Cycle Plan.

Performance Management Cycle Plan- NIKE

Introduction
Performance management cycle is a critical component the determines an organization’s success and its competitive advantage. The cycle involves a series of stages that include processes used in planning, monitoring employee’s performance, reviewing their achievement towards reaching their goals, and recognizing their performance through rewards. The main agenda of the process is to outline goals for employee that are in line with vision and mission of the organization. A constant communication between employee and supervisor at any particular moment is highly recommended for a smooth running in achieving organization’s objectives and strategies. In this research, I will review performance management cycle plan in relation to NIKE by looking at outcomes of company vision, how they develop employee goals and behavior, various ways they support on performance discussions, techniques they apply to evaluate employees’ performance, and how they spot areas that need improvements.Performance Management Cycle Plan.

ORDER A PLAGIARISM-FREE PAPER HERE

Performance Review
This is a session where organizations review outcomes from feedback that has been received. NIKE can use this opportunity to establish what has occurred in the market during the rating period. Managers table discussion with their employees about their ratings in perspective of whether they have clinched their targets by assessing them. It is at this interaction NIKE managers should use to roll out plans for development with employees. This is critical since it helps managers and employees identify developmental crisis (Kouzmin, 2008). In this context they should be reviewing how different designs of shoes are performing. Those designs that are performing poorly could need re-assessment or improvement to gain competitive advantage. If all shoes are doing good in market, managers and employees should not swing in a comfort zone rather they should identify other areas they can develop and aim them thus making them prepared for any market outcomes.
Employees Goals Development
When a manager and employees develop goals that should be achieved within a stipulated time, they define a path of victory for organization (Noe et al, 2014). NIKE employees need to know what managers expect of them at the end of the day. They become aware by supervisors describing to them important functions, their undertakings, and their obligations in their sectors of work. Expected performance is not tied to job description and high-quality job performance entails a range of results. NIKE managers can pose the question of what does job produce in terms of goods and services? How does job affect organization? What are the expectations of employees in their interactions with clients, workmates, and managers? Which organizational values should employees show? Performance expectation focuses on result, NIKE can assess shoes produced by an employee through measuring their standards, or how many shoes does sales person sell. Actions and behaviors cannot be ignored since they entail methods used in production in conjunction with behaviors and values practiced throughout the process.Performance Management Cycle Plan.
Support and Performance Discussion
Any organization’s larger outlook is their managers and employees’ efficiency in using performance management systems.NIKE can achieve this by training them and offering mentorship programs which increases their spirit and morale to work. Mentorships program are effective since professionals interact with employees in a one-on-one relationship where they share their skills and insights thus pushing employees’ extra mile in achieving their goals (Jose & Giovanni, 2019). NIKE can invite top cloth designers in their organization to share their skills and insights in creative ways of developing new wear trends and how to effectively market them. Most of NIKES wears are marketed by top athletes and sports men and women which enhances their production as well as targets and goals.communication should not be overlooked especially when there are changes or reviews of performance management system. NIKE may decide to link payment with performance where it was not the case before. Employees could feel pressed with these new developments calling for a review of terms.
Performance Evaluation
In our current world, performance evaluation using performance management system is achieved through application of competency models. These models dwell on employee’s knowledge, their skills, abilities, and other factors considered to be key in contributing positively towards organizational results. In this perspective, NIKE supervisors can use techniques such as observations of operations, conducting interviews to staff and subordinates, group performance, and conducting surveys which could help identify undesirable work practices. Smooth running in NIKE can be associated with competency models since they hold a reputation of taking into account all factors associated with success, technical factors, leadership styles, and interpersonal relations (Kouzmin, 2008). These models signal what to be given priority in an organization amid coming up with inclusive system of human resource that looks into staffing, provision of training and mentorship, promoting employees, planning succession procedure, and manage how organization is performing. The model should be simple to rhyme with busy managers for appraisal to be realized and should include job behaviors and values that are of importance together with expectations that come with them.
Identification of Improvements Needed
In an organization, not all sectors run smoothly and improvements is needed in such departments. NIKE managers should identify techniques and strategies that could change and improve operations. Some of techniques that these managers should use include setting goals effectively. Performance management system is said to be effective in accordance with targeted goals (Jose & Giovanni, 2019). To determine whether improvements are needed, NIKE management should evaluate whether goals are clearly and objectively written and whether they have direct contribution in success of business.Performance Management Cycle Plan. For writing effective goals, they should be Specific, Measurable, Attainable, Realistic, and Time bond (SMART). Another defined way of identifying areas that need improvement in performance management could be NIKE to track goals regularly which allows for direct feedback of performance, identify adjustments that need to be made in previous plans, handle barriers that are inherent, and having a flexible plan the creates room for unachieved deadlines.
Consequences for Performance Results
A good performance management system should have outlined and specified ways of rewarding performance. We can consider NIKE managers have a program of providing incentives that match employees needs as an appreciation of their undying support towards organization’s success. They can diversify rewards according to employees need from financial rewards, providing flexible environment, to providing more leave opportunities. These signifies to employees that you pay attention to their needs. It is essential that NIKE realizes rewards and incentives influence performance. When employees are not recognized for their best performance, they tend to lose motivation to work hard.Reaching of their targeted goals can also be an uphill task since it would not accrue any advantage to them.This shows that organization is not concerned with their employees which may prompt them to seek employment elsewhere.NIKE should honor their employees for their hard work that contribute to success and honor them on basis of merit to encourage equality and fairness.Performance Management Cycle Plan.
Strength and Weaknesses of Training Methods
There is need to train managers and employees for them to feel motivated in using performance management system. A number of training methods are at display and NIKE can pick any of their favor. When training is focused on interactions and instilling skills which other methods cannot achieve, classroom training is recommended. An important factor that classroom training achieves is how to easily get feedback since managers and employees learn, understand, and practice the art of receiving feedback and being at ease with each other.Disadvantage of some of training methods their expensive nature to run. Methods such as Web-based training and those that require expatriates like job aides tend to be expensive to achieve. However, NIKE should choose the best method based on desired results or urgency of change in performance (Jose & Giovanni, 2019). Training motivates employees and managers and they work hard towards achieving goals and limits of organization. NIKE should ensure that its performance management system isin line with HR systems. In this perspective the company could apply competency used determining performance in recruiting new members, promoting staff, and when offering training. It is important in sending message to internal and external stake holders and ensuring a continuous hiring, training, and appraising staff based on important job requirements.
Training Effect on Employee Retention
According to Hassan et al (2013), employee retention is considered important in any organization in the world. Performance of any organization is affected by its turnover rate. Companies with low turnover rate tends to retain their employees by through providing ample working environment with an aim of increasing performance from every employee. An important factor that NIKE should consider in retaining its employees in training.When employees are provided with training, they tend to be loyal to organization and signals to them that they are viewed as important components and agents (Sahinidis & Bouris, 2008). it is also cost effective to train staff and employees as compared to the cost of hiring new ones who would later need same training. Therefore, for NIKE to retain its employees it should consider providing them with training since it instills loyalty to them and they feel valued.Performance Management Cycle Plan.
Conclusion
In a recap, performance management cycle is an immensely important aspect for any organization’s success story. This methodology is flexible and allows organization to set their goals and contingencies for failed time of realization. It helps in evaluating performance and identifying areas that need improvement through tracking of goals. employees get rewards on basis of their performance and this motivates them to achieve their goals and work had. This approach encourages training to managers and employees that result to their loyalty to organization hence their retention in the same company. NIKE should apply performance management system in their operation for their growth and success to be a reality.

Performance Management Cycle Plan- NIKE

Introduction

Performance management cycle is a critical component the determines an organization’s success and its competitive advantage. The cycle involves a series of stages that include processes used in planning, monitoring employee’s performance, reviewing their achievement towards reaching their goals, and recognizing their performance through rewards. The main agenda of the process is to outline goals for employees that are in line with the vision and mission of the organization.Constant communication between an employee and supervisor at any particular moment is highly recommended for a smooth running in achieving an organization’s objectives and strategies. In this research, I will review performance management cycle plan in relation to NIKE by looking at outcomes of company vision, how they develop employee goals and behavior, various ways they support on performance discussions, techniques they apply to evaluate employees’ performance, and how they spot areas that need improvements.Performance Management Cycle Plan.

Performance Review

This is a session where organizations review outcomes from feedback that has been received. NIKE can use this opportunity to establish what has occurred in the market during the rating period. Managers table discussion with their employees about their ratings in perspective of whether they have clinched their targets by assessing them(Pulakos et al, 2015). It is at this interaction NIKE managers should use to roll out plans for development with employees. This is critical since it helps managers and employees identify developmental crisis. In this context, they should be reviewing how different designs of shoes are performing. Those designs that are performing poorly could need re-assessment or improvement to gain a competitive advantage. If all shoes are doing good in market, managers and employees should not swing in a comfort zone rather they should identify other areas they can develop and aim them thus making them prepared for any market outcomes.

Employees Goals Development

When a manager and employees develop goals that should be achieved within a stipulated time, they define a path of victory for an organization (Noe et al, 2014). NIKE employees need to know what managers expect of them at the end of the day. They become aware by supervisors describing to them important functions, their undertakings, and their obligations in their sectors of work. Expected performance is not tied to job description and high-quality job performance entails a range of results. NIKE managers can pose the question of what does job produce in terms of goods and services? How does a job affect the organization? What are the expectations of employees in their interactions with clients, workmates, and managers? Which organizational values should employees show? Performance expectation focuses on result, NIKE can assess shoes produced by an employee through measuring their standards, or how many shoes does salesperson sell. Actions and behaviors cannot be ignored since they entail methods used in production in conjunction with behaviors and values practiced throughout the process.Performance Management Cycle Plan.

Support and Performance Discussion

Any organization’s larger outlook is the managers and employees’ efficiency in using performance management systems (Rothaermel, 2016).NIKE can achieve this by training them and offering mentorship programs that increase their spirit and morale to work. Mentorships programs are effective since professionals interact with employees in a one-on-one relationship where they share their skills and insights thus pushing employees’ extra mile in achieving their goals. NIKE can invite top cloth designers in their organization to share their skills and insights in creative ways of developing new wear trends and how to effectively market them. Most of NIKEs wears are marketed by top athletes and sportsmen and women which enhances their production as well as targets and goals.communication should not be overlooked especially when there are changes or reviews of the performance management system. NIKE may decide to link payment with a performance where it was not the case before. Employees could feel pressed with these new developments calling for a review of terms.Performance Management Cycle Plan.

Performance Evaluation

In our current world, performance evaluation using performance management system is achieved through application of competency models. These models dwell on employee’s knowledge, their skills, abilities, and other factors considered to be key in contributing positively towards organizational results (Shields et al, 2015). In this perspective, NIKE supervisors can use techniques such as observations of operations, conducting interviews to staff and subordinates, group performance, and conducting surveys which could help identify undesirable work practices. Smooth running in NIKE can be associated with competency models since they hold a reputation of taking into account all factors associated with success, technical factors, leadership styles, and interpersonal relations. These models signal what to be given priority in an organization amid coming up with an inclusive system of human resources that looks into staffing, provision of training and mentorship, promoting employees, planning succession procedure, and manage how an organization is performing. The model should be simple to rhyme with busy managers for appraisal to be realized and should include job behaviors and values that are of importance together with expectations that come with them.

Identification of Improvements Needed

In an organization, not all sectors run smoothly and improvements is needed in such departments. NIKE managers should identify techniques and strategies that could change and improve operations. Some of the techniques that these managers should use include setting goals effectively.  Performance management system is said to be effective in accordance with targeted goals. To determine whether improvements are needed, NIKE management should evaluate whether goals are clearly and objectively written and whether they have a direct contribution to success of a business. For writing effective goals, they should be Specific, Measurable, Attainable, Realistic, and Time bound (SMART). Another defined way of identifying areas that need improvement in performance management could be NIKE to track goals regularly which allows for direct feedback of performance, identify adjustments that need to be made in previous plans, handle barriers that are inherent, and having a flexible plan the creates room for unachieved deadlines.Performance Management Cycle Plan.

Consequences for Performance Results

A good performance management system should have outlined and specified ways of rewarding performance (Shields et al, 2015). We can consider NIKE managers have a program of providing incentives that match employees’ needs as an appreciation of their undying support towards the organization’s success. They can diversify rewards according to employees’ need from financial rewards, providing flexible environment, to providing more leave opportunities. These signify to employees that you pay attention to their needs. It is essential that NIKE realizes rewards and incentives influence performance. When employees are not recognized for their best performance, they tend to lose motivation to work hard.Reaching their targeted goals can also be an uphill task since it would not accrue any advantage to them.This shows that the organization is not concerned with their employees which may prompt them to seek employment elsewhere.NIKE should honor their employees for their hard work that contribute to success and honor them on basis of merit to encourage equality and fairness.Performance Management Cycle Plan.

Strength and Weaknesses of Training Methods

There is a need to train managers and employees for them to feel motivated in using the performance management system. A number of training methods are at display and NIKE can pick any of their favor. When training is focused on interactions and instilling skills which other methods cannot achieve, classroom training is recommended. An important factor that classroom training achieves is how to easily get feedback since managers and employees learn, understand, and practice the art of receiving feedback and being at ease with each other.The disadvantage of some of the training methods their expensive nature to run. Methods such as Web-based training and those that require expatriates like job aides tend to be expensive to achieve. However, NIKE should choose the best method based on desired results or urgency of change in performance. Training motivates employees and managers and they work hard towards achieving goals and limits of organization. NIKE should ensure that its performance management system isin line with HR systems. In this perspective, the company could apply competency used determining performance in recruiting new members, promoting staff, and when offering training. It is important in sending message to internal and external stakeholders and ensuring continuous hiring, training, and appraising staff based on important job requirements.Performance Management Cycle Plan.

Training Effect on Employee Retention

According to Hassan et al (2013), employee retention is considered important in any organization in the world.The performance of any organization is affected by its turnover rate. Companies with a low turnover rate tend to retain their employees by providing an ample working environment with the aim of increasing performance from every employee. An important factor that NIKE should consider in retaining its employees in training.When employees are provided with training, they tend to be loyal to organizations and signals to them that they are viewed as important components and agents.it is also cost-effective to train staff and employees as compared to the cost of hiring new ones who would later need same training. Therefore, for NIKE to retain its employees it should consider providing them with training since it instills loyalty to them and they feel valued.

Conclusion

In a recap, the performance management cycle is an immensely important aspect for any organization’s success story. This methodology is flexible and allows the organization to set their goals and contingencies for failed time of realization. It helps in evaluating performance and identifying areas that need improvement through tracking of goals. employees get rewards on basis of their performance and this motivates them to achieve their goals and work had. This approach encourages training to managers and employees that result to their loyalty to organization hence their retention in the same company. NIKE should apply a performance management system in their operation for their growth and success to be a reality.Performance Management Cycle Plan.