Practice Leads to High Performance as Nike Executes Global Strategy
Performance Management System at Nike
The Performance management system is the periodic review and formal process, which is the result of work that is done jointly between boss and collaborator. Its main value lies in the fact that it is an instrument for line managers at all levels to maintain a touch with their colleagues, on the way that will meet the objectives and goals of work previously agreed to fulfill our commitments emanating from the strategic guidelines and directives of the organizational plans (Luecke, et.al, 2006). The performance management system at Nike ensures proper and timely fulfillment of the objectives embodied in the organizational plans, identifying the contribution of each employee in the performance of them. It also generates a constant communication between managers and employees to improve job performance of both.
The objective of the performance management system at Nike is to provide an accurate and reliable way the employee carries out the job. Assessment systems must be directly related to the post and be practical and reliable. They need to have levels of measurement or completely verifiable standards. By directly related to the post means that the system considers only vital elements for success in the post (Kettner, 2002). If the assessment is not related to the post, invalid. It is understood that the evaluation is practical when understood by reviewers and evaluated. A complicated system can lead to confusion or generate suspicion and conflict (Spencer, 1993).
Formal Discipline Policies
A careful evaluation of the performance of a person can provide information on their deficiencies in knowledge, skills or abilities. By identifying these weaknesses and strengths, those can be corrected and improved them, by induction programs, training and appropriate training. The aim of training programs is to enhance the capabilities and competencies through the successful promotion of the career ladder, while promoting diversity among the employees (Hill & Jones, 2010).
The formal discipline policies of Nike focuses on the training of harassment and violence, because they believes that the implementation of an effective prevention plan will have much greater impact on reduction of workplace violence that focus on what steps will be taken after an incident happen. Employers that implement effective programs to address complaints, train employees on security issues, provide security adequate physical, reduce job stress, and promote the work team in a very supportive environment are most likely to see an increase in productivity and a reduction in incidents violent.
Informal Performance Feedback Process
In every organization there are two modes of communication, which is the formal and informal. Contrary to that every organization also applied this concept for feedback ...
Performance Management System at Nike
The Performance management system is the periodic review and formal process, which is the result of work that is done jointly between boss and collaborator. Its main value lies in the fact that it is an instrument for line managers at all levels to maintain a touch with their colleagues, on the way that will meet the objectives and goals of work previously agreed to fulfill our commitments emanating from the strategic guidelines and directives of the organizational plans (Luecke, et.al, 2006). The performance management system at Nike ensures proper and timely fulfillment of the objectives embodied in the organizational plans, identifying the contribution of each employee in the performance of them. It also generates a constant communication between managers and employees to improve job performance of both.
The objective of the performance management system at Nike is to provide an accurate and reliable way the employee carries out the job. Assessment systems must be directly related to the post and be practical and reliable. They need to have levels of measurement or completely verifiable standards. By directly related to the post means that the system considers only vital elements for success in the post (Kettner, 2002). If the assessment is not related to the post, invalid. It is understood that the evaluation is practical when understood by reviewers and evaluated. A complicated system can lead to confusion or generate suspicion and conflict (Spencer, 1993).
Formal Discipline Policies
A careful evaluation of the performance of a person can provide information on their deficiencies in knowledge, skills or abilities. By identifying these weaknesses and strengths, those can be corrected and improved them, by induction programs, training and appropriate training. The aim of training programs is to enhance the capabilities and competencies through the successful promotion of the career ladder, while promoting diversity among the employees (Hill & Jones, 2010).
The formal discipline policies of Nike focuses on the training of harassment and violence, because they believes that the implementation of an effective prevention plan will have much greater impact on reduction of workplace violence that focus on what steps will be taken after an incident happen. Employers that implement effective programs to address complaints, train employees on security issues, provide security adequate physical, reduce job stress, and promote the work team in a very supportive environment are most likely to see an increase in productivity and a reduction in incidents violent.
Informal Performance Feedback Process
In every organization there are two modes of communication, which is the formal and informal. Contrary to that every organization also applied this concept for feedback ...
Harshit Pandey
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