Please respond to each discussion post, which is listed as discussion post 1 and 2. Please also include two sources for EACH post.
Each response will only need to be between 180-200 words.
Thanks kindly.
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Discussion Post 1:P&G Performance Management
P&G appeals to the heart and cares about human needs (Aguinis,2019). P&G and its employees have demonstrated in the case that the focus is on the consumer and make products that will appeal to the market segment. When we look to align the performance management system with the strategic plan, we can start with the job description and what is expected of the employees. P&G should include in the job descriptions of all its employees requirements about personal characteristics. One requirement can be values. Employees who apply for a position should know that their values should align with the vision of meeting human needs. P&G can also include skills like innovativeness and creativity. Innovation is one of the most important determinant of firm performance as a result of the evolution of the competitive environment (Idowu, 2013).
P&G will also want to ensure that employees are performing to meet the needs of its customers while following its mission and vision. Setting expectations and training employees on P&Gs mission and vision is an important part of this process. Employees will need to buy into the fact that P&G works from the heart. Getting employees to engage in the vision by tying it into employee goals. When creating goals for employees, create a goal that will tie into the human needs part of the vision. Other companies like Zappos has done well with getting employees to engage in their vision statement. Every employee understands and shares the same goal every day (Lavoie, 2017).
Managers can maintain a continuous review process to ensure that the mission and vision of the company is present in the work of every employee. Managers can check in with the employees using pointed touch points to gauge where the employees are and what development is needed. Supervisors and other stakeholders can provide much needed feedback on what is working and what is not and can proactively address issues as they come up. If an employees values do not align with the vision, conversations and developmental trainings can take shape to address a need.
Explaining this new performance management system and getting buy-in can be done in a few different ways. Since stockholders are looking for ways to increase profits, based on the case of P&G Brazil where changes made created a large demand for product, stockholders will be able to see the importance of this new system. Employees will have a clearer understanding of how they will be evaluated and should feel a sense of achievement and a desire to meet expectations.
Aguinis, Herman (2019). Performance Management, 4th edition. Chicago Business Press.
Idowu, Abiola (2013). Organizational Learning, Innovativeness and Financial Performance of Small and Medium Enterprises (smes) in Nigeria. European Journal of Business and Management, Vol. 5, No. 2.
Lavoie, Andre (2017). How to Engage Employees Through Your Company Vision Statement. Entrepreneur Magazine. Retrieved from: https://www.entrepreneur.com/leadership/how-to-engage-employees-through-your-company-vision/290803
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Discussion Post 2:
Performance Management and Strategic Plan Alignment at Procter & Gamble
An organizations strategic plan is valuable only to the extent in which it is embedded within all aspects of the organization. Formulating the organizations mission and vision can be viewed as the easy part whereas implementing and bringing to life the mission requires conscious ongoing efforts with the organizations most valuable resource, employees at all levels. A well-thought-out performance management system constructed specifically to achieve the strategic plans goals is what will breathe life into the strategic plan and ultimately success for the organization. The strategic plan at Proctor & Gamble (P&G) centers on enhancing customers lives worldwide by meeting their needs (Aguinis, 2019). Conducting a SWOT analysis is one aspect of crafting a strategic plan and are completed frequently at P&G; five in the year 2019 where the Research and Development department is listed as a strength given the units ability to meet customer wishes (MarketLine, 2019). P&Gs Research and Development Department, with internal units and partnering with external units, carries out the strategic plan of meeting customer needs by pairing new ideas to current resources (Getting by with a little help from their friends, 2006).
To implement a performance management plan at P&G that is aligned with the strategic plan, the Human Resource Executive, along with all top-level executives need to be included in the planning process to be able to carry out the goals and objectives within departments, teams, and individuals. Some key steps in the performance management plan include communication of the plan within job postings to attract individuals that match the values of the organization, writing job descriptions which show how the activities are clearly linked between the employees efforts on activities with furthering the organizations goals, providing training for supervisors on continuous feedback and training for employees to develop abilities, and providing standards in which performance will be evaluated on including rewards. The performance management system takes into account decisions made in the strategic plan relating to performance evaluated based upon results or behaviors, short term or long-term goals, rewards based upon merit or seniority (Aguinis, 2019). Given the focus on innovative ideas and products for the betterment of customers, a performance plan for P&G focused on behaviors, long term goals, and merit compensation is recommended.
Review and possibly revamping of job descriptions is recommended as an early action step and provides the opportunity of employees at all levels to understand and commit to the strategic plan. Given the scale and scope of P&G, creating a survey for employees at all levels to evaluate their tasks would be helpful. Noting the frequency and importance for tasks provides the ability to calculate a total score that will allow for ranking (Aguinis, 2019). Given P&Gs worldwide reach, this will reduce cultural bias and acknowledges the diversity among units. Once complied, review with supervisors allows for further information gathering and understanding of how positions support the strategic plan to allow for job descriptions that provide clear road maps for expectations of performance. Performance appraisal are one piece of the performance management plan that occur after the groundwork is set with job descriptions, development, and continuous feedback. At the time of a performance appraisal, mangers and employees can review the job description to adjust as needed if the tasks or position has changed or to realign with a changed strategic plan. Well structured and objective appraisals and job descriptions are important to minimize litigation brought on by personal bias. Communication and training regarding the alignment of personnel and the strategic plan is ongoing, not isolated to orientation and is another element of the performance management plan whether by Human Resources, managers, or outside training opportunities.
References
Aguinis, H. (2019). Performance management fourth edition. Chicago Business Press
Getting by with a little help from their friends: Innovation at lunar design and Proctor & Gamble. (2006). Strategic Direction, 22(9), 14. https://doi.org/10.1108/02580540610686496
MarketLine (2019). Procter & Gamble Co SWOT Analysis, 18. https://web-s-ebscohost-com.library.esc.edu/ehost/pdfviewer/pdfviewer?vid=11&sid=215e4f94-85a0-43d6-b48f-9bb84b725fbe%40redis
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