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Initial

* Why are the commitment from the top level of management and clear evidence of benefits important to the success of the performance measurement and management system?

* First Reply SG

The commitment from the top level of management is important to the success of the performance measurement and management system because it's one of the key things needed for a performance measurement and management system to be successful.  The support of top level management is needed to impact the lower level.  As stated in our reading, top level management should only be involved when it's necessary or for support in a big occasion (Bourne & Bourne, 2011).  This is one way to maintain their involvement without decreasing their commitment.  

Clear evidence of benefits is equally important when it comes to the success of the performance measurement and management system.  I believe in any performance system the benefits are what makes the effort worth it.  People love to hear the benefits to any system and benefits increase the chances of the performance system being implemented successfully (Bourne & Bourne, 2011). People are reluctant to implement ideas that have no clear benefits whereas when a performance system is well thought out will yield good results.  

Therefore, anticipating the response of the people I feel will aid in creating a successful performance system. I believe any new idea has the potential to be accepted or rejected by employees.  However, if a performance system is designed and implemented strategically it could decrease the amount of push back Overall, the commitment shown by top level management and the benefits of the performance system are important to the success or failure of the system.

References

Bourne, M, & Bourne, P.  (2011). Handbook of corporate performance management. New York: Wiley.

SECOND REPLY. FG

Top level management is important to the success of the performance measurement and management system because management expectations should be set from the outset so that those involved know how long it is going to take.  Top management should also find ways to manage expectations through the process and keep the momentum going (Bourne & Bourne, 2011).  They should also ensure that employees possess the innate talents need to excel in their roles and ensure that processes are established, implemented, and maintained. Employees will not be committed to a process or goal that’s not driven, supported, and believed-in by upper management. (Kelly, 2008). 

Clear evidence of benefits is important to the success of the performance measurement and management system because if a good starting system is not designed employees start to change the way they perceive the business and think differently about what is important to measure. They need to have a clear idea of the most important factors for success and gain more insights into the dynamics of the business. When this happens, they perceive benefit coming from the process and have the incentive to carry on towards implementation so their new approach can be shared with the rest of the organization. If this does not occur, employees are reluctant to implement the measures because they feel it is a waste of time. Also, when implementation is managed and quick results are given it keeps the momentum going (Bourne & Bourne, 2011).

Other benefits include seeing improved employee performance and engagement as a result of consistent feedback and coaching. Recognition also helps employees receive a balance of positive to negative feedback. A little unexpected appreciation can go a long way. It satisfies their fundamental need for praise, reinforces the right behaviors and culture and leverages social engagement while increasing focus on driving results (Puckett, 2015). 

References:

Bourne, M. &. (2011). Handbook of Corporate Performance Management.Chichester: John Wiley and Sons, Ltd.

Kelly, B. (2008, September 22). Management Commitment. Retrieved from Quality Digest: http://www.qualitydigest.com/inside/quality-insider-article/management-commitment.html

Puckett, J. (2015, April 20). The Importance of Performance Management. Retrieved from Technology Advice: http://technologyadvice.com/blog/human-resources/importance-of-performance-management/