At ANG, the performance management system should embrace a comprehensive approach that integrates various key elements: goal setting, regular feedback, coaching, and development planning. This inclusive framework should ensure there is explicit communication regarding performance expectations while facilitating continuous conversations between managers and employees. Furthermore, it's important to synchronize the personal goals of employees with the broader objectives of the organization to foster overall alignment (Armstrong & Taylor, 2014).

Managers at ANG ought to act as mentors and facilitators in driving performance, offering timely feedback and acknowledging accomplishments, and efficiently addressing any shortcomings through productive dialogue (Lussier & Hendon, 2016). Establishing a culture that values ongoing improvement and consistent learning will also play a crucial role in elevating the efficacy of the performance management processes (Cawsey et al., 2016).

Explanation:

b. Implementing transformative changes in an organization requires a systematic approach, such as the Kotter's 8-Step Process, which effectively engages stakeholders, outlines the necessity for transformation, and equips managers with essential tools and knowledge for adept performance management (Kotter, 2012). Initial actions include generating a sense of urgency by highlighting the shortcomings of the existing system, forming a guiding coalition of influential leaders to advocate for the change, and organizing training sessions and support mechanisms for managers to adopt and adapt to the new performance management strategies (Cameron & Green, 2015). To ensure the initiative's success, it's critical to establish continuous monitoring systems and feedback mechanisms that evaluate the performance of the new system and allow for timely modifications if necessary.

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, you haven't provided an example of a company that is doing the suggested solution and demonstrate if the solutions are working