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According to Aguinis, (2009), the three communication areas that performance management system should address are need of the training and development of the employees, to provide justice to the employees to understand if there is any kind of disagreement among the employees and the managers on the performance improvement of the employees and lastly, in terms of gaining feedback from the employees as a frequent check that the co workers and the managers have been transparent enough for the performance management. These are indeed the most important areas that are based on performance management system.
The most effective means to be communicated to managers and employees is through the HR. The HR department serves as the mediator between the employee and the supervisor (Aguinis, Gottfredson & Joo, 2013). The HR remains in a good position to judge the policies of the organization and knows how to implement them correctly. The decision that is taken by the HR department remains unbiased and thus, one should communicate through the HR.
It is expected that the employee should simply not accept the role that he or she is designated to. The employee should understand his ability of performance in the organization and should fight for the position that he/she finds eligible. It is only when each employee understand his/her individual role in the performance improvement plan, the plan can be successful (Aguinis, Gottfredson & Joo, 2013). It is for the same reason meetings are often called to set out responsibility for each person in the organization to assign work to each individual.
Aguinis, H. (2009). Performance management. Upper Saddle River, NJ: Pearson Prentice Hall.
Aguinis, H., Gottfredson, R. K., & Joo, H. (2013). Avoiding a “me” versus “we” dilemma: Using performance management to turn teams into a source of competitive advantage. Business Horizons, 56(4), 503-512.
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