Performance Management
Organizational performance management assesses the employees and highlights elements that need improvement. HR officials and departments are using performance management to improve the workforce, which is critical in achieving competitiveness (Ulle, Patil, & Varma, 2018). Amazon is one of the organizations that has embraced performance management to develop its employees and improve overall productivity. The main objective of Amazon’s performance management is to liberate the employees and grant them the autonomy to make the best decisions that result in customer satisfaction.
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Evaluate how well the performance management system works with its current instruments and methods (i.e., is it aligned with the type of workers, hierarchy, structure, goals, missions, values, and vision?).
Amazon relies on data to carry out its daily practices, such as marketing, pricing, and recruiting staff. Being data-driven gives the company a formidable competitive advantage, facilitating more reliable and liberating decision-making processes. The available data enables the company to improve its service delivery process and monetize the metrics constantly. One of its fourteen guiding principles requires that Amazon hires the best candidates. The Six Sigma concept is instrumental in recruitment because it enables the company to hire from reputable institutions such as Carnegie-Mellon and MIT (Intelligence Node, 2019). In addition to the Six Sigma concept, Amazon also utilizes lean management. For instance, it prioritizes customer service over-engineering. This means that it allocates more labour towards customer service positions and only retains the minimum number of people in technical positions. This ensures that customer service remains at an all-time high. These management strategies highlight Amazon’s desire to empower employees to perform beyond the set expectations.
In addition, the guiding principles direct leaders in choosing the best strategies that are likely to deliver on goals, fulfil the mission and live by the set values. Assessing the performance of employees in such a situation reflects the importance of providing the required infrastructure to meet the various goals. In addition, the “Anytime Feedback Tool” provides feedback on employee performance. The anonymous platform allows Amazon’s workers to randomly praise or constructively criticize their colleagues. Employees have a three-month window to improve their performance through the Performance Improvement Plan (PIP). The current performance management system is completely aligned with Amazon’s critical aspects, especially due to the proper utilization of metrics obtained from the pool of data that is submitted to its website daily (PerformYard, 2020). Furthermore, Amazon’s emphasis on customer service dictates thorough efforts on the employees’ end.
Assess the positives and negatives of the current system.
Amazon’s feedback tool is ideal for ensuring only managers can view the information they should transmit to the employees. This discretion simulates a one-on-one session with employees. However, the company’s feedback system is riddled with potential abuse. Employees can send harsh criticism to colleagues anonymously. They can also transmit the same information to managers. Such an approach encourages employees to undermine each other’s work or use the system maliciously. The company depends on data extensively to shape its activities and decisions. However, employees have to go through long and gruelling sessions that test their metrics comprehension, which consumes significant working hours (Impraise, 2021). Such approaches create a foundation for an unhealthy organizational climate.
Compare 3 different instruments or methods you found during your research and highlight the unique contribution of each.
HR officials can choose from a wide range of tools, the most appropriate method of managing performance. Factorials are tools that enable the application of questionnaires as well as assign reviewers to carry out the process. The feedback that an employee receives is included in their portals. At the same time, the system is compatible with Android phones and IOS operating systems in the form of an application. The ADP Workforce Now is a different platform that incorporates the provision of employee feedback in real-time, performance reviews, people analytics, and goal management. PeopleStreme is a software that enables performance management, setting goals, and aligning the employees with the overall goals. The platform is visually appealing and incorporates a modern outlook. However, it is incapable of identifying multiple applications from the same candidate (Taylor, 2021). However, each organization has different needs and performs under varying circumstances. Thus, the prevailing conditions should guide the choice of a performance management system.
Finalize your recommendation to the HR Director and justify why your selected instrument or method would improve the current performance management system.
The company’s leaders should control the politics to improve Amazon’s performance management system. Positive organizational politics are important in ensuring that the work environment is healthy. Trust is an important element that ensures employees do not turn against each other openly or anonymously. Positively influencing organizational politics means that the leaders must abandon personal interests and act ethically (Cacciatolo, 2015).
Conclusion
The main objective of Amazon’s performance management is to liberate the employees and grant them the autonomy to make the best decisions that result in customer satisfaction.
However, for the performance management system at Amazon to achieve this goal, it is necessary to improve the working environment by influencing organizational politics positively. This should enhance trust among employees, which is important for collaboration.
References
Cacciatolo, K. (2015). Organizational Politics: The Positive and Negative Sides. European Scientific Journal, 11(1), 121-129.
Impraise. (2021). The Amazon controversy: what is missing in its performance management.
Intelligence Node. (2019). How Amazon Uses Six Sigma and You Can Too.
PerformYard. (2020). How Does Amazon Do Performance Management?
Taylor, A. (2021). 10 Performance Management Tools Every HR Pro Should Know.
Ulle, R. S., Patil, K., & Varma, A. J. (2018). Impact of Performance Management System on Employee Job Performance, Based on the Perception of the Employees. Journal of Emerging Technologies and Innovative Research, 5(8), 792-798.
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Question 
Performance Management
As a current or future human resources (HR) professional, you should be able to review an organization’s culture and determine what type of performance management instruments, tools, and methods will best fit the needs of the company. These tools are sometimes application based, practical, pragmatic, and at times, they are paper- or human resource information systems (HRIS)-based. Furthermore, when management asks for assistance with determining the best instruments, tools and methods for their organization, HR managers should respond with up-to-date knowledge on current trends and current industry best practices.
Performance Management
To begin this Assignment, select an organization of your choice that meets one of the following requirements:
- An organization you have worked for and are familiar with its performance management system (PMS)
or
- An organization about which enough literature has been published to describe the current state of its PMS
To complete this Assignment, use other HR related sites to conduct research on current performance management instruments and methods. Then, prepare a report for the HR Director of your selected organization that recommends implementing a new HR instrument or method to improve the current performance management system. Be sure your recommendation responds to the following bullets with in a 2- to 3-page paper.
- Evaluate how well the performance management system works with its current instruments and methods (i.e., is it aligned with the type of workers, hierarchy, structure, goals, missions, values, and vision?).
- Assess the positives and negatives of the current system.
- Compare 3 different instruments or methods you found during your research and highlight the unique contribution of each.
- Finalize your recommendation to the HR Director and justify why your selected instrument or method would improve the current performance management system.
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