Review the document titled "Job Analysis-Based Performance Appraisal," in order to respond to the following question.
What are the major purposes of a performance management system? How do these purposes connect in critical ways with training and development, compensation strategy, and the overall organizational mission and vision of the organization?
The major purposes of a performance management system include monitoring individual employee performance, which will assist an organization in defining potential areas (whether by division, such as production, or a job category like customer service) which need improvement. When those in the supervisory role utilize a job analysis-based performance valuation system, they have a standard performance criteria for which every employee is measured against. In theory, this system should remove personal bias. For example, in a customer service call center, the job analysis may have a standard of "clearing customer calls" within five minutes and having an average customer rating of no ...
This solution provides several sound reasons why organizations should have a performance management system. In one example, the job analysis-based system is discussed, and how its standardized criteria defining how the job is to be performed helps to alleviate "personal bias" when evaluating employees. There is also a detailed discussion on how performance management is used for compensation strategy, employee training and development, along with fulfilling organization mission/vision.