Case Study 1 -1 Reality Checks Ideal Versus Actual...

Case Study 1 -1 REALITY CHECKS: IDEAL VERSUS ACTUAL PERFORMANCE MANAGEMENT SYSTEM Strategic congruence The individual goals are aligned with unit and organization goals? Yes, as in my organization (etisalat Misr) we are working as a team but individually solving individual cases to achieve our SLA which is aligned with organization goal, so we can’t achieve our organization’s Goals without congruence ------------------------------------------------- Thoroughness Yes but not all times * All employees are evaluated Yes we have 4 times appraisal per year to evaluate every employees regarding KPIS * Evaluation includes performance spanning the entire review period? Yes, the evaluation should include performance†¦show more content†¦First, the evaluation process must represent the concerns of all the people who will be affected by the outcome. Consequently, employees must participate in the process of creating the system by providing input regarding what behaviors or results will be measured and how. Second, input about employee performance should be gathered from the employees themselves before the appraisal meeting all participants must be given a voice in the process of designing and implementing the system. Such inclusive systems are likely to lead to more successful systems, including less employee resistance, improved performance, and fewer legal challenges Openness Yes, openness is really important for our organization as good systems have no secrets. First, performance is evaluated frequently and performance feedback is provided on an ongoing basis as there’s a one to one meeting for every employee with his supervisor one per month. Therefore, employees are continually informed of the quality of their performance. 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