Reply to two students

1)
Jenny Kuan 
session 11 post
CO LL AP SE
1.      Are the performance management practices described by the interviewee consistent with
best practices as described in the textbook? Why or why not?
From what I heard in the interview, there are many good practices from the book that are being implemented. Walter
talked about things that he did with other companies and things he is doing at his current company. When discussing
performance management Walter mentioned one of the biggest goals of performance management is the idea of
retention, and to identify the key contributors and provide adequate rewards. Walter described a good manager
should be someone who is able to encourage good performance rather than focusing their attention on catching
others’ mistakes. He also mentioned that mentoring and coaching should not be a one-size-fits all type of idea.
Instead, it should be based on the situation along with the individual involved. Further, he mentioned that praising
employees is another important point when in attempt to encourage even better performance.

These are the things that were discussed at throughout the textbook. Performance management is an ongoing process
instead of something that is designed for short-term.

2.      Which specific practices are being implemented following best practices and which are
not? Why and why not?
Many companies that Walter has worked for have had a formal review system in place, which is in sync with the
best practices mentioned in the course.

Overall, I believe the performance management practices are consistent with what was discussed in the class. There
will always be opportunities for an organization to improve itself, yet, I believe that the company Walter is currently
working for has good system going

Omer Khan 
Session 11 - Discussion Post - Omer Khan
CO LL AP SE
Hello All, please see below my post for Session 11 regarding the interview with Mr. Sanderson.

1.                   Are the performance management practices described by the interviewee

consistent with best practices as described in the textbook? Why or why not?
Mr. Sanderson did describe some great observations from his experience regarding a good manager being able to
encourage good performance instead of focusing on catching employees making mistakes.  He noted that mentoring
and coaching should be tailored to the situation and also the individual being coached.  He also noted that praising
employees is very important, however one should make sure that all individuals involved in an accomplishment are
accounted for in that praise/kudos.

2.                   Which specific practices are being implemented following best practices and
which are not? Why and why not?
Mr. Sanders noted that in many companies he has worked for there has been a formal review system in place. This
aligns with best practices.  He noted that these check ins could be monthly or 90 days depending on the company. 
The focus of these meetings would include setting goals (future oriented), then following meetings to review and
adjust based on where in the phase the accomplished tasks were.
I think one area where Mr. Sanders could have detailed more was the overall performance process.  I think the
question was specifically regarding reviews for praising employees, however it could have better aligned to the
course materials by including how that fits in with the larger process and also if an employee receives praise how
that affects their overall performance review.

Looking forward to reading everyones’ posts!

Thanks,

Omer Khan