Describe the five criteria for effectiveness of a performance management system and summarize how Google’s approach to performance management meets these criteria.
The first criteria incorporates the Strategic congruence in which the objective of the performance management is required to be integrated with the organization’s objectives and goals. In this instance, the organizational objective of the Google Inc. comprehends towards innovation and continuous improvement and hence, the performance management system is objectified to enlighten the skills, knowledge and abilities of the employees in order to ensure their competency level. The second criteria incorporates the validity, in which the performance management system is required to obtain the relevant information and hence, Google Inc. is best known for the screening and identification of the relevant data which can help in the identification of the optimum level of performance. Google Inc. obtains the information about the manager’s performance from conducting surveys and interviews with their subordinates and work associates (Steiber & Alange, 2013).
The third criteria incorporates the reliability, in which the data is ensured to be consistent to provide the adequate level of performance. In accordance with the Google’s strategies, the data is validated due to the structured method of information collection and the obtained data is tested by using the statistical procedures due to which the adequate level of performance is determined. The fourth criteria determines the acceptability, in which the obtained statistics are required to be accepted by the performance managers and employees who are being evaluated by the structured procedure and can be used in an adequate manner. In Google Inc., the results obtained from the statistical findings are used to identify the strengths and weaknesses in the performance of managers and hence, adequate training and development sessions are offered to the employees in order to enhance the skills that they need to learn. The fifth criteria incorporates the Specificity, in which the employees are provided with the results acquired from the performance management system so that they can determine the extent of performance that is being expected from this. In this instance, Google Inc. ensures the transparency in the performance management system and due to the effective communication between the HR teams and employees, the employees understand the level of performance that is required from them and are provided with the opportunities to enhance their skills in order to meet the expected level of performance (Steiber & Alange, 2013).
Identify errors that could arise in the way Google collects performance data on managers. Describe how it could minimize these errors.
The Halo errors can arise in the data collection procedure of the Google Inc., in which the general expression about the performance of the employee is used to rate the performance for the overall duration. The prevalence of the predetermined objectives and the level of accomplishment at the completion of the quarter can provide the adequate information about the performance without the prevalence of the Halo error. The distributional error can also arise due to the adherence of the rater at one part of the rating, and the error can be minimized by eliminating the repetitive factors as outliers from the statistical data. The central tendency error and leniency during performance evaluation can also take place which can alter the results. Google Inc. mitigates these error by using the 360 feedback mechanism on performance in which the data is acquired from the managers, supervisors, subordinates and work associates in order to ensure that these errors do not prevail in the performance data (Steiber & Alange, 2013).
Describe the steps or activities that might be involved in Google’s performance management process.
In Google Inc. the HR strategy is formulated which ensures the integration between the objectives of the performance management with the organizational objectives. Moreover, the focus on the individual and team objectives with the organizational performance is also emphasized in order to provide the individuals with the clarity about the level of performance that is expected from them. The performance is managed throughout the year due to which the focus on the specific duration can be eradicated and employees perform well throughout the year. The high performers are provided with the rewards whereas, the employees who need improvements are provided with the training and development opportunities to enhance their skills to meet the performance criteria (Steiber & Alange, 2013).
Reference
Steiber, A., & Alange, S. (2013). A corporate system for continuous innovation: the case of Google Inc. European Journal of Innovation Management, 16(2), 243-264.
