The paper "Performance Management Techniques - Mercury’ s Tool" is a perfect example of management coursework. The type of performance management technique that is present in the instrument is the balanced scorecard. According to Shields et al (2016), the balanced scorecard is one of the most comprehensive performance management tools. The results from the technique are usually based on a variety of measures that provide alignment between the employee and organizational goals. In Mercury’ s tool, there is an aspect of this balance as the amount of work done by the employee is measured along with how they grasp the instructions given to them.
These are aspects that contribute to the achievement of the overall organizational goals. Indeed, the balanced scorecard mixes both financial and non-financial measures when assessing the performance of the employee. This is an aspect that is present in Mercury’ s tool, but it is dominated by non-financial measures. Moreover, the tool enables the measurement of planned organizational goals. For example, in the case of Mercury’ s tool, the employee is assessed based on how they are ready to contribute to the organizational goals. At the same time, the balanced scorecard facilitates customer satisfaction and employee goal clarity.
In Mercury’ s technique, the employees are well aware of their goals, and this is assessed by their supervisor. The individual’ s ability to work towards attaining the organizational goals is measured by the supervisor during the assessment. The other aspect of the balanced scorecard that is present in the tool is flexibility. Mercury’ s tool can be adjusted to measure the performance of employees from different departments at the organization. Additionally, the other performance management technique that is present in the tool is the key performance indicators.
The key performance indicators can be aspects such as plant productivity, unit cost, product quality, plant safety, and employee turnover. In the tool used by Mercury, each question has a key performance indicator that measures the performance of the employee. The performance indicator includes aspect such as a number of working hours, the correctness of duties, grasping of instructions, respect and courtesy, and working under minimum supervision. The supervisor is expected to gauge the performance of the employee against each of the key performance indicator.
For example, if the employee is found not to have any respect and courtesy coupled with an aspect such as not attending to duties, they are likely to be dismissed from Mercury. The indicators also help Don is determining which employees are eligible for the annual bonus. In essence, these key performance indicators help the supervisor assess the commitment of the employee towards achieving organizational goals. Main Strengths of the Instrument One of the main strengths of the instrument used by Mercury is that it can be used for all non-managerial employees at the organizations.
These employees include call center staff, parcel dispatch persons, drivers and administration staff. These strengths enable the company to save on the costs of producing other instruments for each job. The other strength of the tool is that it is straightforward, and the supervisors can complete it within a few minutes. In essence, the supervisors do not spend too much time trying to assess and individual employee as the performance indicators are within the questions; the supervisor doe s not have to think about other measures that are not provided for in the tool.
In essence, these strengths can be the main reasons why Don prefers to use the tool.