Jamaica International Agricultural Products have decided to implement a Performance

Management system as they try to enter the South American Market. The Company owns a 150
acres farm and grows and produces canned products from sorrel, peas, beans and hot pepper.
The Performance management system when implemented will allow the company to ensure that
the work of its employees aligns with the strategic objectives and priorities, and that the goals are
consistently being met in a timely manner. The program will support departments and agencies in
accurately and fairly measuring work performance of the companys employees. The Companys
strategic goal for the next two years is to expand its manufacturing and distribution capabilities
in order to increase revenue by at least 30percent over the period. The implementation of a
performance management system will allow mangers to systematically monitor the companys
growth progress.
In order to implement the new performance management system the following steps will be
undertaken: communication of the value of the system; clarification of objective; prepare system
and supporting materials and documentation; ensure managers are trained; ensure all
participating employees are trained; launch with champion and monitor and review success.
The first step to be taken in the implementation of a performance management system is the
communication of the value of the system to those in the organization. In order for employees to
be committed to the system management must be able to answer the question what is in it for
me? In the process of answering this question managers can involve employees in the
performance management process and thereby removing any misconceptions that might prevail
which can cause persons to oppose the system.

The second step in the process is the clarification of objectives. This step establishes the strategic
goals of the organization as well as each of its functional departments and that of the individual
employee. JIAL strategic goal for the next two years is to expand its manufacturing and
distribution capabilities in order to increase revenue by at least 30percent. In order to achieve this
goal employee must have a clear understanding of the organizations objective and how their
individual performance will contribute to the organization reaching its mile stone. Managers
must help employees to set SMART (specific, measurable, attainable, realistic and time bound)
goals within each assigned task of the overall strategic objective.
The third step is the preparation of the system and supporting materials and documentation. The
components should be considered as a cycle consisting of goal setting, progress reviews and
recognition of achievement for which a calendar from the key elements of the cycle can be
determined. Goals setting can be completed either annually or every six months with a progress
review every three months. A series of documents that will be used during this period include a
performance planner with performance expectations, performance review forms and performance
appraisal forms.
The fourth step is to ensure managers are trained. The training of managers and supervisors is
essential to the success of the performance management system as they must understand the
process, cycle roles and expectation of the system. If managers cannot communicate the
reasoning behind the system implementation and be supportive of it employees, they may
overtime begin to lose interest. Workshops should be held to sensitive managers and supervisors
to the hands on approach to the system.
The fifth step is to ensure that all employees within the organization are trained. Workshops will
be held to inform employees of their roles and responsibilities in relation to the new system and

also how it may benefit them in relation to their own development. Employees can also learn the
benefits of setting and attaining goals/objectives for themselves as well as in relation to the
organization.
A performance management systems success relies on how much managers and employees use
the system. Subsequent to the full implementation of the system throughout the entire
organization, it is proposed that there will be a trial run in the marketing department to determine
readiness. These individuals will serve as a design team to liaison between the performance
management team and the unit in the development process. They are also champions of the
system as they have seen how it works and the benefits that it offers.
The seventh and final step is to continually monitor and review the system. According to
horizon.com a schedule should be set and followed for reviewing the implementation of the
program against key milestones and against the success measures which were determined in Step
1. Managers will be expected to issue annual reports showing whether or not their department
performance is in accordance with the overall goal of the organization.