You are a performance management consultant who has been contracted by Network Solutions to assist the organisation with the design and implementation of the new performance management system. Write an email to the Network Solutions managers in which you provide a step-by-step guide on the process they should follow to manage poor performance
Critical Path Method
The critical path is the longest succession of tasks that has to be successfully completed to conclude a project entirely. The tasks involved in the sequence are called critical activities, as any task getting delayed will result in the whole project getting delayed. To determine the time duration of a project, the critical path has to be identified. The critical path method or CPM is used by project managers to evaluate the least amount of time required to finish each task with the least amount of delay.
Cost Analysis
The entire idea of cost of production or definition of production cost is applied corresponding or we can say that it is related to investment or money cost. Money cost or investment refers to any money expenditure which the firm or supplier or producer undertakes in purchasing or hiring factor of production or factor services.
Inventory Management
Inventory management is the process or system of handling all the goods that an organization owns. In simpler terms, inventory management deals with how a company orders, stores, and uses its goods.
Project Management
Project Management is all about management and optimum utilization of the resources in the best possible manner to develop the software as per the requirement of the client. Here the Project refers to the development of software to meet the end objective of the client by providing the required product or service within a specified Period of time and ensuring high quality. This can be done by managing all the available resources. In short, it can be defined as an application of knowledge, skills, tools, and techniques to meet the objective of the Project. It is the duty of a Project Manager to achieve the objective of the Project as per the specifications given by the client.
You are a performance management consultant who has been contracted by Network Solutions to assist the organisation
with the design and implementation of the new performance management system. Write an email to the Network Solutions
managers in which you provide a step-by-step guide on the process they should follow to manage poor performance
![26 PART I • Strategic and General Considerations
Case Study 1-2
PERFORMANCE
MANAGEMENT
AT NETWORK
SOLUTIONS, INC.
Network Solutions, Inc.," is a worldwide leader
desired outcomes of the new system included rais-
in hardware, software, and services essential to ing the performance level of all employees, identi-
computer networking. Until recently. Network fying and retaining top talent, and identifying low
Solutions, Inc., used more than 50 different systems performers and improving their performance.
to measure performance within the company, many
employees did norreceive a review, fewer than 5%
of all employees received the lowest category of
rating, and there was no recognition program in
place to reward high achievers Overall, it was rec-
ognized that performance problems were not being ment system was the future of Network Solutions
addressed, and tough pressure from competitors and by encouraging all senior leaders to ensure
was increasing tite costs of managing human per-
formance ineffectively. In addition, quality initia-
tives were driving change in several areas of the encouraged senior leaders to use the system with
business, and Network Solutions decided that these
initiatives should also apply to "people quality."
Finally, Network Solutions wanted to improve its
ability to meet its organizational goals and realized
that one way of doing this would be to ensure that
they were linked to each employee's goals
Given this situation, in 2001 Network
Solutions' CEO announced that he wanted to
Network Solutions also wanted the performance
expectations for all employees to be clear.
Before implementing the program, the design
team received the support of senior leadership by
communicating that the performance manage-
that those reporting directly to them understood
the process and also accepted it. In addition, they
all of their direct subordinates and to demand and
utilize output from the new system. Next, the
design team encouraged the senior leaders to stop
the development and use of any other perfor-
mance management system and explained the
need for standardization of performance manage-
ment across all divisions. Finally, the team asked
senior leaders to promote the new program by
implement a forced distribution performance involving employees in training of talent manage-
management system in which a set percentage ment and by assessing any needs in their divisions
of employees was classified in each of several
categories (eg., a rating of 1 to the top 20% of per-
formers; a rating of 2 to the middle 70% of per- agement cycle consisted of the following process
formers; and a rating of 3 to the bottom 10% of
performers). A global cross-divisional HR team
was put in place to design and implement the new
system. The first task for the design team was to
build a business case of the new system by showing
that if organizational strategy was carried down to
team contributions and team contributions were
translated into individual goals, then business goals
would be met. Initially the program was rolled out
as a year-round people management system that individual contributors, including access to all
would raise the bar on performance management necessary forms In addition to the training avail-
at Network Solutions by aligning individual per-
formance objectives with organizational goals by took place before each phase of the program was
focusing on the development of all employees. The begun.
that would not be addressed by the new system.
The Network Solutions global performance man-
1. Goal cascading and team building
2. Performance planning
3. Development planning
4. Ongoing discussions and updates between.
managers and employees
5. Annual performance summary
Training resources were made available on
Network Solutions' intranet for managers and
able on the intranet, 1- to 2-hour conference calls
"This ce study is based, in part, on actual information. Network Solutions, Inc., is a pseudonym which is](/v2/_next/image?url=https%3A%2F%2Fcontent.bartleby.com%2Fqna-images%2Fquestion%2F145ec290-b84a-4bfa-9cc0-966f37d1f733%2F9caa4167-c104-4bed-9835-2cc2c9f6f9ee%2Fdre5tpb_processed.jpeg&w=3840&q=75)
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