Performance Management
HRM 500

Performance management goal setting and encouragement can be the foundation to a great sales force and an increase in sales. If salesmen are not motivated or unhappy, it is up to management to find the source of the problem and correct it. This could potentially save plummeting sales and encourage employee loyalty. A job description for a retail sales associate could include responsibilities such as greeting customers, answering questions, directing customers to merchandise, recommending products, stocking shelves, and maintaining store cleanliness. An organizational behavior modification (OBM) plan that defines a set of three key behaviors that are necessary for job performance, include the skills/behaviors of customer service, sales and product knowledge. Two ways that an HR manager would measure whether prospective employees exhibit the key job performance behaviors is through role play simulations and direct observations made from a mystery shopper. Two methods that an HR manager can use to inform employees of the new performance standards include distribution of an updated employee handbook or an all employee meeting to discuss and explain why the new standards are necessary. Two methods of providing feedback to employees is through a feedback interview or through a 360 degree feedback session. The frequency with which the feedback would be provided is monthly so the feedback and goals set would stay fresh on the employees mind. Two actions that company leaders should take to reinforce positive employee behaviors.is reward them with some type of incentive for the positive behaviors such as a monetary reward for milestones or an extra vacation day and to make sure the employee knows that there will be consequences for negative behavior such as written reprimands and up to termination. Three benefits the organization would gain if it adopts a management by objects (MBO) approach includes: a more focused approach on setting and controlling goals, managers and employees know what to expect so there isn’t any confusion and It makes individuals more aware of the company goals. Two reasons why it is important to align pay with performance is to reward hard workers and to keep employees motivated. A job description for a retail sales associate could include responsibilities such as greeting customer, answering questions, directing customers to merchandise, recommending products, stocking shelves, and maintaining store cleanliness. An organizational behavior modification (OBM) plan that defines a set of three key behaviors that are necessary for job performance, include the skills/behaviors of customer service, sales and product knowledge. A job description can be described as a list of tasks, duties, and responsibilities for a specific job. Tasks duties and responsibilities are all observable actions (Noe, R. A., Hollenbeck, J., Gerhart, B., & Wright, P. (2014). Job descriptions are pertinent in the work environment. HR processes including training, recruitment and performance management all stem from the job description. What is put into a job description creates a job posting for recruitment and sets the foundation that managers need to set performance goals. It also is the foundation for a development plan for training on skills the potential candidate will need to be successful and benchmarks other jobs for performance incentives. Unfortunately, these documents are not updated as they should be used to their full potential (Tyler, 2013). Job descriptions go years without being updated, which could make them obsolete in today’s rapidly changing work environment. Organizational behavior Modification (OBM) is the application of principles and techniques developed from studies of learning to the management of behavior in organizations. The principles work to strengthen, maintain, and eliminate behavior when they are applied systematically. The