Please list and explain the steps that must be taken before a performance management system can be successfully implemented

What will be an ideal response?

Crucial steps that must be taken before the performance management system is launched include the following: implementing a communication plan, establishing an appeals process, running training programs for raters, and pilot testing the system to fix any glitches. Designing a communication plan involves answering key critical questions such as what is performance management, where does performance management fit in the organization's strategy, how does everyone benefit from the system, how the performance management system works, what are employees' and supervisors' key roles and responsibilities in implementing the system, and how performance management is related to other key organizational initiatives. This helps increase acceptance of the system as well as reduce the effect of cognitive biases on how the performance management system is perceived.

Designing an appeals process can also help gain buy-in for the system. Design an appeals process including two levels: Level 1, which involves the HR Department in the role of mediator, and Level 2, which involves a panel of managers and peers and possibly a senior level manager in the role of arbitrator and final decision maker. There are intentional and unintentional errors that raters make when assessing performance; therefore, rater-training programs can be used to reduce these types of rater errors. Effective programs include frame of reference training, behavior observation training, and self-leadership training. Finally, complete a pilot test on the program to identify any glitches before rolling it out to the organization as a whole.