Performance Management and Reporting Master of Accounting Siska Tifany K, 2001904992

Performance Management and Reporting
Master of Accounting
Siska Tifany K, 2001904992
Dear All,
Please learn PPT and related reading materials regarding Implementation Performance
Management. Then discuss the following questions:
1. Steps in implementing Performance Management?
2. Explain, the First Barrier in the implementing Performance Management.
3. Differentiate between Quantitative Approach (Newtonian) and Behavioural Approach
(Darwinian) in implementing Performance Management.
4. Give real examples of Question number 3.
5. Why implementing Performance Management matters to the organisations’
Objective/goals.
Please post your answer by replying this post on Thursday 9 April 2020 at latest.
ANSWERS
1. Steps in implementing Performance Management?

i) The starting point depends on which of the performance management methodologies
provides the fastest signiﬁcant return and gets the ball rolling on employee buy-in.
There are many variations on how to apply the performance management
framework.
ii) All of the methodologies—such as strategy mapping, customer relationship
management, Six Sigma/lean management, and anticipatory capacity resource
planning—must be robust, seamlessly integrated, supported with embedded
analytics, and in sync with each other.
iii) Multiple methodology improvements should take place simultaneously. An
increasingly accepted best practice for such improvements is to apply the plan, do,
check, act cycle. Start with rapid prototyping, followed by iterative remodeling for
all of the relevant methodologies.
iv) By using a rapid prototyping approach, managers and employee teams will
ultimately see performance management as an integrated framework.
v) Successful organizations adapt by performing much deeper analysis, such as better
and more granular customer segmentation, helping to provide insight into all of the
elements being managed. This is called leveraging business intelligence. Leaders in
these organizations integrate their methodologies and supporting systems for better
decision making.
2. Explain, the First Barrier in the implementing Performance Management.

The first barrier in the implementing performance management is that typically people
don’t like taking responsibility for decisions, so they fail to make any. However, it is the
courage to make decisions that differentiates leaders from mere managers. Managers are
risk averse and prone to overplanning and underexecuting, whereas leaders take
calculated risks, knowing that they can always adjust. Leaders exhibit vision and
inspiration.
3. Differentiate between Quantitative Approach (Newtonian) and Behavioural Approach

(Darwinian) in implementing Performance Management.
 Quantitative Approach (Newtonian) in implementing Performance Management
They see the world and everything in it as a big machine. This approach speaks in
terms of production, power, efﬁciency, and control, where employees are hired to
be used and periodically replaced, as if they were disposable robots.
 Behavioural Approach (Darwinian) in implementing Performance Management
They view an organization as a living organism that is ever-changing and
responding to its environment. This Darwinian way of thinking speaks in terms of
evolution, continuous learning, natural responding, and adapting to changing
conditions.
4. Give real examples of Question number 3.

 Quantitative Approach :
Outsourcing program
 Behavioural Approach :
Providing the proper training and development programs that address
performance and skill gaps
5. Why implementing Performance Management matters to the organisations’

Objective/goals.
 Every employee needs a clear understanding of expectations for their work. They
also need context, which includes an understanding of where they fit into the
company and how they contribute to the overall success of the organization.
With implementing Performance Management can Aligning the entire workforce
with higher arching business goals sets clear priorities and direction, which
ensures individuals can feel ownership in the business through individual
objectives.
 Employees need regular, quality feedback on their performance and specific
details on how they can improve. Once skill gaps are identified, employees have
clear insight into the skills they need to develop if they wish to progress in their
career. implementing performance management helps to make sure that the
workforce knows the purpose of performance management is to aid in their
development and give them control over their career progression.
 Give employees rewards and recognition. Rewards and recognition can improve
employee retention and engagement, which creates ambassadors of your
organization and its culture.
 Improved communication that can produce better results. It is also beneficial that
the system has the ability to record any activity. These records of performance are
rich in information and facts about the job task progress. In addition, records help
to review employees’ performance or discover any communication or task issues
during the process. The content is openly visible to both, the manager and the
employees, which makes it easier to explain the performance.
 Performance management systems increase clear communication and establish
effective rules of assessment. Rules clarify the role of an employee, his/her
overall goal and how they are being assessed.
 Performance management system visually presents a greater plan that helps
employees feel as a significant part of a company. Using this system helps them
map the interdependence of an organization and the value of each individual’s
work. The steps to reach the goal are clearly stated. This helps employees to
envision their path towards a major accomplishment. Using the system,
employees will be able to see the results of their performance. Most of the
systems provide a graphical presentation of your outcomes which then can’t be
ignored. If the results are devastating, it calls for a review to find where the
mistake was made or where is all began. If the results are as expected or beyond
the expected, it shows the commitment of the organization and the achievement
as a result of a team effort.

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Performance Management and Reporting

Siska Tifany K, 2001904992

1. Steps in implementing Performance Management?

2. Explain, the First Barrier in the implementing Performance Management.

3. Differentiate between Quantitative Approach (Newtonian) and Behavioural Approach

4. Give real examples of Question number 3.

5. Why implementing Performance Management matters to the organisations’

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