Session (2010-2014) PROGRAM

MASTERS IN BUSINESS ADMINSTRATION

SUBMITTED BY:

ZOYA ALI
ROLL NUMBER:

10-029 ABSTRACT OF FINAL PROJECT

SUPERVISED TO:

MISS MADIHA RAIZ

DEPARTMENT OF BUSINESS ADMINISTRATION

PERFORMANCE MANAGEMENT AT NETWORK SOLUTION,INC

Network Solution,INC..is a worldwide leader in hardware,software and services essential to computer networking.Network Solution,INC used more than 50 different systems to measure performance within company,many employees did not receive a review,fewer than 5% of all employees received the lowest category of rating and there was no recognition program on place to rewards high achievers.Overall,it was recognized that performance problems were not being addressed,and tough pressure from competitors was increasing the cost managing human performance ineffectively.IN 2001,network SolutionCEO announced that he wanted to implement a forced distribution performance management system.Its system consisted of following process: 1.Goal cascading and team building 2.Performance planning 3.Development planning 4.Ongoning discussions and updates between managers and employees 5.Annual performance summary

1.OVERLAP BETWEEN NETWORK SOLUTION AND IDEAL SYSTEM STRATEGICAL CONGURENT:If organizational strategy was carried down to team contribution and team contribution were translated into individual goals then met business goals would be met VALIDITY:Desired outcome of new system included raising the performance level of all employees,Identifying and retaining top talent,Identifying low performance and improving their performance.Clear performance expectations for all employee RELIABLE:Performance process would be reliable then process understandable and acceptable for all employees. STANDARDIZATION:Performance process same across all division. DIFFERENCE BETWEEN POOR AND GOOD PERFORMANCE:This system employees are given a rating of 1,2,3.It helps in measurement of employees. INCLUSIVENESS:Employees responsible for documenting the development plans. 2. FEATURES OF SYSTEM Strategical congruent Validity Standardized Inclusiveness Reliable Acceptability and fairness Specificity

MISSING CHARACHERISTIC THOROUGHNESS:Feedback is provided on both positive and negative performance.Then it motivate employees for good performance. NEED IDEAL CHARACTERISTICS Meaningfulness:In it, evaluation take place at regular intervals and at appropriate moments.For continuing skill development of evaluators.It helps in decision making.

3.ADVANTAGES AND POSITIVE OUTCOME Through strategic congruent, individuals goals met then orgs goals fulfills.By standardization,evaluation of performance of employees measure easily.Due to specificity detailed guidance is provided to employees about what is expected of them. 4.DISADVANTAGES AND NEGATIVE OUTCOME Individual goals cause hurdle in team work. Because in team every individual thinks about his goals and his benefits.Secondly,rating it is not necessary all employees fall in these rating then performance measurement difficult.