UCCS College of Business

Aguinis (2013) identifies ideal characteristics of a performance management system in the course text. This list is comprehensive and includes components such as the system being thorough, inclusive, practical, meaningful, reliable, open, ethical, and correct to name a few (Aguinis, 2013). Another vital component that sets a performance management plan apart from a performance appraisal is that it is an on-going or continuous process of evaluating and providing feedback on an employee’s performance in relation to an organizations strategy (Reed & Bogardus, 2012). Several sources cite components similar in this list, but this list is highly comprehensive when researching expert’s ideal performance management characteristics. Consideration will be given to how the University of Colorado Colorado Springs (UCCS) College of Business stacks up to this list in their performance management program, areas of opportunity, as well as recommended areas for improvement beyond the areas of opportunity noted.

Ideal Performance Management Components and the UCCS College of Business

Overall, the UCCS College of Business outperforms the UCCS campus and other departments as a whole. The performance management plan for the College of Business considers at least ten of the 14 components thoroughly. There are traces of the other four components, but they are not comprehensively involved as the other characteristics. The characteristics that are solidly evident are: strategic congruence, thoroughness, practicality, meaningfulness, acceptability and fairness, inclusiveness, openness, correctability, standardization, and ethicality. Consideration of just a few of these characteristics will provide evidence that lend to the accuracy of the concl...

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...here should be clearly defined effective and ineffective behaviors, the plan should be modified to reduce tampering with outcomes, and the plan should be more thorough and consider additional ancillary appointments rather than focus solely on the primary duties of a position. Focusing attention on these areas of weakness can increase the ethical nature and effectiveness of the plans, thus contributing to the building of successful futures with an internal focus.

Works Cited

Aguinis, H. (2013). Performance management (3rd ed.). Upper Saddle River, NJ: Pearson.

Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR Professional in human resources certification (4th ed.). Indianapolis, IN: John Wiley & Sons.

College of Business. (2013). Vision, mission, and core values. Retrieved from http://www.uccs.edu/business/index/about-us/vision-mission-and-core-values.html