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Imagine you are the HR executive of your organization (or any organization you are familiar with)...

Imagine you are the HR executive of your organization (or any organization you are familiar with) and are responsible for aligning the performance management system to the strategic plan. How would you ensure that your employees’ goals are aligned to the mission and vision statements of your organization? Why will job analysis and developing suitable job descriptions be helpful? What would you do to gain employee support for your new performance management system?

Embed course material concepts, principles, and theories, which require supporting citations, along with two scholarly peer-reviewed references in supporting your answer. Keep in mind that these scholarly references can be found in the Saudi Digital Library by conducting an advanced search specific to scholarly references. Be sure to support your statements with logic and argument, citing all sources referenced. Post your initial response early and check back often to continue the discussion. Be sure to respond to your peers’ posts as well. Answer all questions posted by students and your professor. Answering all questions is also required.( remember no plagiarism and I need cite the sources)

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Answer #1

Ways to ensure that your employees' goals are aligned to the mission, and vision statements of your organization are as follows:

• Feedback consistency: managers should provide feedback to the employees right after finishing any particular task (Ajjawi & Boud, 2017). It helps employees to correct themselves along with the task progression to achieve the mission and vision of the organization. Feedback regarding employee performance and goals is always helpful for both the employees and managers to increase productivity to attain the organizational mission and vision.

• Proper task allocation: An appropriate allocation of tasks properly aligns the employees’ goal and organizational mission and vision (Kong, Zhang & Ye, 2017). Allocating tasks according to the skill and experience of employees is a positive initiative of motivating the employee's goal with organizational mission and vision.

• Reward and recognition structure: A steady reward and recognition structure motivates employees to align their individual goals with organizational mission and vision (Ibrar & Khan, 2015). A handsome remuneration with performance-based incentives increases employee productivity.

Job analysis and developing job descriptions are helpful because it clarifies the employees about their roles and responsibilities in the organization. An adequately described job analysis helps employees aligning their individual goals with organizational objectives.

I would do the following things to gain employee support for your new performance management system:

• I would arrange a training session for employees to motivate them to align their individual goal with organizational goals

• I would create a performance-based remuneration policy for employees

• I would develop secure communication with employees allowing them to produce their valuable inputs in corporate decision-making.

Reference List

Ajjawi, R., & Boud, D. (2017). Researching feedback dialogue: An interactional analysis approach. Assessment & Evaluation in Higher Education, 42(2), 252-265.

Ibrar, M., & Khan, O. (2015). The impact of reward on employee performance (a case study of Malakand Private School). International letters of social and humanistic sciences, 52, 95-103.

Kong, Y., Zhang, M., & Ye, D. (2017). A belief propagation-based method for task allocation in open and dynamic cloud environments. Knowledge-Based Systems, 115, 123-132.

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