Overview

Research the interrelatedness between Performance Management Systems (PMS) and a "challenge" from the list provided. You are permitted to introduce a challenge not listed to research, with instructor approval.

Performance management systems are essential for organizations to monitor and improve employee performance. However, it is crucial to ensure that these systems are designed and implemented in a way that takes into consideration the several types of employment and promotes equity among all.Explore the intersection of performance management systems and employees/employment and analyze the potential benefits and challenges that arise in implementing performance management systems with your choice of one of the challenges posed. Many PMSs date back to the 1960s and were written with one person in mind - the full-time, "regular" employee who works from 8 am-5 pm Monday through Friday. However, much has changed since then, except for PMSs.

This is your opportunity to research and present on PMSs and challenges posed by the "old way of evaluating performance". For example, should a gig worker's performance be evaluated just like that of a regular, full-time, permanent worker for a company?

This is an opportunity to think outside of the box and look at where a PMS developed in 1960 may fall short with employees and employment situations of today.

Action Items

Research Objectives:

• Investigate the challenges associated with incorporating DEI principles into a performance management system.
• Analyze the recruitment and retention challenges of performance appraisal systems.
• Examine the challenges associated with evaluating the performance of remote or gig workers.
• Explore the expectations and preferences of different generations in the workforce regarding performance evaluation.
• Understand how a performance management system can impact the phenomena of "great resignation" and "quiet quitting."

Methodology: Conduct a comprehensive literature review to gather scholarly articles, research studies, case studies, and industry reports related to the research objectives. Analyze and synthesize the information to provide an insightful analysis of the challenges and considerations in designing an inclusive PMS.

Structure of the Academic Paper:

1. Introduction
   • Provide an overview of the importance of performance management systems.
   • State the research objectives of the paper.
2. Challenges of Incorporating DEI Principles in PMS
   • Discuss the significance of DEI in the workplace and its impact on performance appraisal.
   • Explore challenges related to bias, fairness, and inclusivity in PMS design.
   • Present strategies and best practices to promote DEI in performance management.
3. Recruitment and Retention Challenges in PMS
   • Identify the relationship between performance appraisal systems and recruitment/retention.
   • Discuss challenges related to attracting and retaining diverse talent.
   • Examine strategies for aligning PMS with recruitment and retention objectives.
4. Evaluating the Performance of Remote or Gig Workers
   • Highlight the growth of remote and gig work and its implications for performance evaluation.
   • Identify challenges in assessing the performance of remote or gig workers.
   • Explore technological solutions and management practices to overcome these challenges.
5. Generational Differences in Performance Evaluation
   • Examine the expectations and preferences of different generations in the workforce.
   • Discuss challenges in meeting the diverse needs of different generations.
   • Propose strategies for adapting PMS to accommodate generational differences.
6. Impact of PMS on the Great Resignation and Quiet Quitting
   • Define the concepts of great resignation and quiet quitting.
   • Analyze how performance management systems can contribute to these phenomena.
   • Discuss ways to mitigate negative impacts and foster employee engagement.
7. Conclusion
   • Summarize the key findings and insights from the research.
   • Provide recommendations for designing an effective and inclusive PMS.

Reference list