Research Paper By Rena Wang
(Life Coach, CHINA)
Introduction (2.1)
Performance management is no doubt the most critical component and basis to an organization. The purpose of performance management is to improve the performance of the company by improving the performance of each employee. The key elements of performance management are goal setting, performance measurement, and performance feedback and appraisal. These elements are then aligned with the overall organizational goals.
Company X is a large international company with offices and factories in multi-locations. Founded in the early years of the 1980s, their presence and networks increased solid with sound and steady financial performance year by year. With recent years more severe competition in the market, in addition, with the context that the pandemic brought unforeseen disruption at breath-taking speed, the organization facing challenges in driving consistent organization performance. And by a further diagnosis of the organization performance-related metrics, it has been found that total volume on Performance Improvement Plan (PIP)increased by 10% while with successful ratio decreased (individuals improved successfully through PIP / all PIP volume case. In addition, the Grievance cases volume is increasing in the performance issue category. The increasing urgency on design any intervention to improve organization performance calls for us to think about what we could implement to improve this.
I further reviewed the Employee Engagement Survey Data in recent years, there was a critical question related to performance regarding “what you need most to improve performance”. Coaching is a perennial topic. While the satisfactory ratio in-country is 55% in 2019 and 58% in 2020, there are still rooms to improve benchmarking Groups ratio to 70%.
I have years of working experiences in the various HR function, and with recent years learning journey in International Coaching Academy (ICA) since 2019