ReadthearticlegivenbelowandanswerBOTHquestions.

PerformanceManagementCaseStudy:ABCGroup HumanResourcesToday,February4,2021 At a time when the retail industry was undergoing rapid change and increased competition, ABC Group knew it needed to find more efficient and effective ways to keep its managers focused on performance managementandresults. PerformanceManagementProcess ABC Group was using a complex, 100% paper process for performance reviews and check-ins for more than 15,000 global employees. They wanted to move toward a digital performance management strategy, but knewtheyneededtosimplifytheprocessfirst.

ABC Groupset up four traditional components that were stretched across three strategic touch points throughout the year. These touch points were supplemented with ongoing performance conversations that could be initiatedbyanyemployee,atanytime. As ABC Group evolved its company-wide performance approach, they were happy to see immediate progress. 92% of employees were participating in goal-setting reviews, setting an average of six goals per employee.

However, when they dug into the data, they found that 35% of individual goals created were misaligned or did not have an impact on the organization and its strategic priorities. They knew they needed to get better at goal alignment if they wanted to meet important business objectives.

ExplorethethreewaysABCGroupsimplifiedperformancemanagement.

1.They scheduled ongoing performance conversations and continuousfeedback. Although the three formal performance touch points in place were working, ABC Group knew teams needed to have goal conversations more frequently. They implemented informal check-ins that could be launchedbyanyemployeeatanytime. To ensure adequate time was made for important performance conversations and other performance related activities, ABC Group implemented "Performance Days" days strictly dedicated to employee performance. On these days, no task-related meetings are scheduled, and all work is set aside for the day. Conversations between managers, employees,andteamsareallcenteredonperformance.

2.Theycreatedintuitivegoalconversationtemplates. ABC Group recognized that simply having more performance conversations wasnt enough the conversations needed to include healthy dialogue, debate, and collaboration from managers and employees. They created 1-on-1 templates to help guide managers and employeesthroughaneffectiveandproductivegoalconversation.Check-in templates could be customized to the needs and work of individual teams and team members. The templates helped ensure conversations were focused on creating clear, aligned, and motivating goals.

3.Theyusedrecognitiontokeepperformanceconversationsfresh. ABC Group wanted to bring performance conversations full circle by recognizing employee performance daily. They created recognition toolkits for managers including fun notecards, gift cards, and employee recognition tips. They also launched an online, peer-to-peer recognition programthatgeneratedanaverageof140recognitionstorieseachweek. Bytakingtimetouncovertheneedsofitsemployees,anddelegatingtime formanagerstofocusonperformance,ABCGroupwasabletolistenand actonemployeevoicesandevolvetheirperformancestrategyforsuccess.

Question1 Evaluate the likely effectiveness of performance management process at ABCGroup,withinthecontextofyourorganisationoranorganisationof yourchoice. (50marks)