Order Description
Attached is previous order done by the writer, I need this paper to be based on this outline (attached as final project outline) about Dell’s performance management system.
In the analysis of the implications and recommendations focus on demonstrating how you can apply the concepts and theories from the module for development of the PM system.
Position yourself as an expert. Use examples and personal voice.
Make sure to match your references and citations.
Also will attach the final project first draft, just for the writers references.
DELL’S PERFORMANCE MANAGEMENT SYSTEM
(Final Project first draft)
Name:
Course: Performance Management
Instructor:
Institution:
Date:

Table of Contents
Introduction 3
Dell’s Performance Management System 3
The Way It Is 3
Implications of Dell’s Performance Management System 5
Recommendations 6
Conclusion 6
References 7

Introduction
Performance management may be defined as a strategy that involves the continuous interaction between the staff and the company’s management with the aim of not only clarifying the job responsibilities, but also to ensure that performance is continuously improved. The recent years have seen significant changes in the performance management system adopted by companies. A lot of emphasis has shifted towards customer satisfaction – an objective that requires motivation of employees to accomplish.
Dell Inc. is one of the renowned computer manufacturing companies with a strong and consistent performance management system. Traditionally, Dell has embraced Management By Objectives (MBO) as its performance management system since its founding by Michael Dell. This paper, therefore, presents the research findings on the performance management system adopted at Dell Company, and its implications on the company’s progress.
Dell’s Performance Management System
The growth of Dell over time has been greatly founded on effective working relationships both between the staff and the management as well as between the employees themselves. Accordingly, it is expected that each employee should have equal access to personal growth and development which is what they end up giving back to the Dell business.
The Way It Is
The performance management of Dell is known to be one that connects the individual objectives of the employees and management with those of the entire company. This system selects potential managers for Dell for the coming years, and invests in them by nurturing them as they get prepared for the tasks ahead. This is critically important in ensuring that the company’s performance does not in any way go down when the current management team exit Dell. Most importantly, Dell’s performance management system values and invests in all its employees by offering them equal access to training opportunities aligned to the company’s umbrella goals and objectives.
Specifically, it was found that Dell’s performance management system is meritocratic in nature. The process involves annual surveys that are formally done on the views of employees, management, and customers regarding the company’s performance management system so far. Depending on the results of those surveys, slight adjustments are then made accordingly.
The system also critically values talents in the company. It entrenches this culture by identifying the talents of its individual employees through a talent’s day festival which is hosted annually. Employees with unique talents are then identified and their talents nurtured in line with their job responsibilities in the company. Performance rewards and promotions are also a strategy entrenched in Dell’s performance management system in which the company’s best performers are awarded in an annual event held in all its outlets worldwide.
Dell’s other parameter in its performance management system is the fact that managers in conjunction with the employees develop employee-development plans which are essentially aimed at empowering the employees individually, but also translating such development to the benefit of the company through a motivated staff.
Dell has a strong regard to on-the-job experience and tasks. Moreover, the company provides opportunities for coaching, networking, and mentorship, as well as appraisal trainings. They also reimburse tuition for employees besides offering scholarship opportunities for Dell’s employees’ children in United States.
Overall, Dell’s performance management system seems to focus relating the individual growth and development objectives of the employee to the overall development objectives and goals of the company. The system, however, is always subject to adjustments from time to time depending on the findings of the reviews from all stakeholders i.e. suppliers, employees, managers, and customers.
Implications of Dell’s Performance Management System
As it is, Dell is the third position in so far as the global computer market share is concerned courtesy to their performance management system. Their focus on employee development has not only earned them employee loyalty and confidence, but it has also reduced its employee turnover to one of the best in the world. Consequently, such focus on employees has yielded excellent results in the satisfaction of Dell’s customers as the employees are more motivated and inspired to translate the experience they receive from Dell’s management to the customers they serve.
Dell’s opportunities for training, coaching, mentorship, networking, and development for its employees are fundamental in improving the quality of the company’s products. An empowered employee is a qualified employee who in turn works well to produce and innovate good quality products as expected by the company and the customers.
The company’s continuous improvement philosophy in its performance management system has been critical in ensuring it remains competitive globally. Based on the reviews and surveys it often carries out, Dell is always seeking for ways of becoming even better in terms of yielding better results. Its competitiveness globally, therefore, does not come as a surprise.
The mutual coordination between Dell’s management and the employees in developing employee-development plans has particularly yielded positive results. This strategy of its performance management system has ensured there’s very little resistance to the employee-development plan adopted. By so doing, more focus has been redirected on performance improvement rather than undesirable company wrangles and go-slows.
Recommendations
Despite the apparent success in Dell’s performance management system, a few recommendations may be worth considering in order for the company to yield even better results.
First, Dell should equally focus on yielding better results. While focusing on employee development and growth is important for the company, it should as well be firm and fair in the results that the company seeks to obtain.
Secondly, Dell should give similar focus it gives to its employees to its top management too. The management being the source of direction and guidance on the overall company objectives, it is equally prudent for them to be incorporated in development initiatives.
Finally, Dell should adopt a system of individual performance pay in which salaries are not just set blankly to please employees, but rather to align it to individual performance. This will motivate every employee to diligently work.
Conclusion
In conclusion, therefore, Dell’s performance management system is generally headed towards the right direction. The strategy it has so far applied in its performance management system seems to be working. This, however, is not to mean that the company should stop at that. It should always look for opportunities to improve and become even better.

References:
1. Bhattacharyya, D. K. (2011). Performance management systems and strategies. Dehli: Pearson.
2. Caramia, M., & Dell’Olmo, P. (2006). Effective resource management in manufacturing systems: Optimization algorithms for production planning. London: Springer.
3. Dell Corporation (2015). http://www.dell.com/
4. Dell, M., & Fredman, C. (2006). Direct from Dell: Strategies that revolutionized an industry.
5. Dimon, R. (2013). Enterprise performance management done right: An operating system for your organization.
6. Ignatiuk, A. (2008). Analysis of Dell’s business strategy: [research paper]. München [u.a.: GRIN-Verl.

Order Description
Attached is previous order done by the writer, I need this paper to be based on this outline (attached as final project outline) about Dell’s performance management system.
In the analysis of the implications and recommendations focus on demonstrating how you can apply the concepts and theories from the module for development of the PM system.
Position yourself as an expert. Use examples and personal voice.
Make sure to match your references and citations.
Also will attach the final project first draft, just for the writers references.
DELL’S PERFORMANCE MANAGEMENT SYSTEM
(Final Project first draft)
Name:
Course: Performance Management
Instructor:
Institution:
Date:

Table of Contents
Introduction 3
Dell’s Performance Management System 3
The Way It Is 3
Implications of Dell’s Performance Management System 5
Recommendations 6
Conclusion 6
References 7

Introduction
Performance management may be defined as a strategy that involves the continuous interaction between the staff and the company’s management with the aim of not only clarifying the job responsibilities, but also to ensure that performance is continuously improved. The recent years have seen significant changes in the performance management system adopted by companies. A lot of emphasis has shifted towards customer satisfaction – an objective that requires motivation of employees to accomplish.
Dell Inc. is one of the renowned computer manufacturing companies with a strong and consistent performance management system. Traditionally, Dell has embraced Management By Objectives (MBO) as its performance management system since its founding by Michael Dell. This paper, therefore, presents the research findings on the performance management system adopted at Dell Company, and its implications on the company’s progress.
Dell’s Performance Management System
The growth of Dell over time has been greatly founded on effective working relationships both between the staff and the management as well as between the employees themselves. Accordingly, it is expected that each employee should have equal access to personal growth and development which is what they end up giving back to the Dell business.
The Way It Is
The performance management of Dell is known to be one that connects the individual objectives of the employees and management with those of the entire company. This system selects potential managers for Dell for the coming years, and invests in them by nurturing them as they get prepared for the tasks ahead. This is critically important in ensuring that the company’s performance does not in any way go down when the current management team exit Dell. Most importantly, Dell’s performance management system values and invests in all its employees by offering them equal access to training opportunities aligned to the company’s umbrella goals and objectives.
Specifically, it was found that Dell’s performance management system is meritocratic in nature. The process involves annual surveys that are formally done on the views of employees, management, and customers regarding the company’s performance management system so far. Depending on the results of those surveys, slight adjustments are then made accordingly.
The system also critically values talents in the company. It entrenches this culture by identifying the talents of its individual employees through a talent’s day festival which is hosted annually. Employees with unique talents are then identified and their talents nurtured in line with their job responsibilities in the company. Performance rewards and promotions are also a strategy entrenched in Dell’s performance management system in which the company’s best performers are awarded in an annual event held in all its outlets worldwide.
Dell’s other parameter in its performance management system is the fact that managers in conjunction with the employees develop employee-development plans which are essentially aimed at empowering the employees individually, but also translating such development to the benefit of the company through a motivated staff.
Dell has a strong regard to on-the-job experience and tasks. Moreover, the company provides opportunities for coaching, networking, and mentorship, as well as appraisal trainings. They also reimburse tuition for employees besides offering scholarship opportunities for Dell’s employees’ children in United States.
Overall, Dell’s performance management system seems to focus relating the individual growth and development objectives of the employee to the overall development objectives and goals of the company. The system, however, is always subject to adjustments from time to time depending on the findings of the reviews from all stakeholders i.e. suppliers, employees, managers, and customers.
Implications of Dell’s Performance Management System
As it is, Dell is the third position in so far as the global computer market share is concerned courtesy to their performance management system. Their focus on employee development has not only earned them employee loyalty and confidence, but it has also reduced its employee turnover to one of the best in the world. Consequently, such focus on employees has yielded excellent results in the satisfaction of Dell’s customers as the employees are more motivated and inspired to translate the experience they receive from Dell’s management to the customers they serve.
Dell’s opportunities for training, coaching, mentorship, networking, and development for its employees are fundamental in improving the quality of the company’s products. An empowered employee is a qualified employee who in turn works well to produce and innovate good quality products as expected by the company and the customers.
The company’s continuous improvement philosophy in its performance management system has been critical in ensuring it remains competitive globally. Based on the reviews and surveys it often carries out, Dell is always seeking for ways of becoming even better in terms of yielding better results. Its competitiveness globally, therefore, does not come as a surprise.
The mutual coordination between Dell’s management and the employees in developing employee-development plans has particularly yielded positive results. This strategy of its performance management system has ensured there’s very little resistance to the employee-development plan adopted. By so doing, more focus has been redirected on performance improvement rather than undesirable company wrangles and go-slows.
Recommendations
Despite the apparent success in Dell’s performance management system, a few recommendations may be worth considering in order for the company to yield even better results.
First, Dell should equally focus on yielding better results. While focusing on employee development and growth is important for the company, it should as well be firm and fair in the results that the company seeks to obtain.
Secondly, Dell should give similar focus it gives to its employees to its top management too. The management being the source of direction and guidance on the overall company objectives, it is equally prudent for them to be incorporated in development initiatives.
Finally, Dell should adopt a system of individual performance pay in which salaries are not just set blankly to please employees, but rather to align it to individual performance. This will motivate every employee to diligently work.
Conclusion
In conclusion, therefore, Dell’s performance management system is generally headed towards the right direction. The strategy it has so far applied in its performance management system seems to be working. This, however, is not to mean that the company should stop at that. It should always look for opportunities to improve and become even better.

References:
1. Bhattacharyya, D. K. (2011). Performance management systems and strategies. Dehli: Pearson.
2. Caramia, M., & Dell’Olmo, P. (2006). Effective resource management in manufacturing systems: Optimization algorithms for production planning. London: Springer.
3. Dell Corporation (2015). http://www.dell.com/
4. Dell, M., & Fredman, C. (2006). Direct from Dell: Strategies that revolutionized an industry.
5. Dimon, R. (2013). Enterprise performance management done right: An operating system for your organization.
6. Ignatiuk, A. (2008). Analysis of Dell’s business strategy: [research paper]. München [u.a.: GRIN-Verl.