need answer for question 3 pls help me asap need brief explanation. thanks in advance

pla dont refer to the previous answer pls thanks in advance

Performance Management and Reward Systems in Context the execution of annual objectives and job requirements as than in the past. There is also a plan to monitor for and correct well as by a comparison rating of others at a similar level at any unproductive practices and implement correcting policies Network Solutions. Employees receiving a 3, the lowest and practices. To do this, Network Solutions plans on continued rating, have a specified time period to improve their perform- checks with all stakeholders to ensure that the performance ance. If their performance does improve, then they are management system is serving its intended purpose. released from the plan, but they are not eligible for stock Consider Network Solutions' performance manage- options or salary increases. If performance does not improve, ment system in light of what we discussed as an ideal system. they can take a severance package and leave the company or Then answer the following questions: they can start on a performance improvement plan, which has more rigorous expectations and time lines than did the origi- 1. Overall, what is the overlap between Network nal action plan. If performance does not improve after the Solutions' system and an ideal system? second period, they are terminated without a severance pack. 2. What are the features of the system implemented at age, Individuals with a rating of 2 receive average to high Network Solutions that correspond to the features salary increases, stock options, and bonuses. Individuals described in the chapter as ideal characteristics? Which receiving the highest rating of 1 receive the highest salary of the ideal characteristics are missing? For which of the increases, stock options, and bonuses. These individuals are ideal characteristics do we need additional information also treated as "high potential" employees and given extra to evaluate whether they are part of the system at development opportunities by their managers. The company Network Solutions? also makes significant efforts to retain all individuals who 3. Based on the description of the system at Network receive a rating of 1 Solutions, what do you anticipate will be some Looking to the future, Network Solutions plans to con advantages and positive outcomes resulting from the tinue reinforcing the needed cultural change to support forced implementation of the system? distribution ratings, HR Centers of Expertise of Network 4. Based on the description of the system at Network Solutions continue to educate employees about the system to Solutions, what do you anticipate will be some disad- ensure that they understand that Network Solutions still rewards vantages and negative outcomes resulting from the good performance; they are just measuring it in a different way implementation of the system? CASE STUDY 2 Performance Management at Network Solutions, Inc. Network Solutions, Inc. is a worldwide leader in hardware, Network Solutions and by encouraging all senior leaders to software, and services essential to computer networking. Until ensure that those reporting directly to them understood the recently, Network Solutions, Inc, used more than 50 different process and accepted it. In addition, they encouraged senior systems to measure performance within the company, many leaders to use the system with all of their direct subordinates employees did not receive a review, fewer than 5% of all em and to demand and utilize output from the new system. Next, ployees received the lowest category of rating, and there was the design team encouraged the senior leaders to stop the no recognition program in place to reward high achievers. development and use of any other performance management Overall, it was recognized that performance problems were not system and explained the need for standardization of being addressed, and tough pressure from competitors was performance management across all divisions. Finally, the increasing the costs of managing human performance ineffectoam asked senior leaders to promote the new program by tively. In addition, quality initiatives were driving change in involving employees in training of talent management and by several areas of the business, and Network Solutions decided assessing any needs in their divisions that would not be that these initiatives should also apply to people quality," addressed by the new system. The Network Solutions global Finally, Network Solutions wanted to improve its ability to performance management cycle consisted of the following meut its organizational goals and realized that one way of process: doing this would be to ensure that they were linked to each 1. Goal cascading and team building employee's goals Given this situation, in 2001, Network Solutions CEO 2 Performance planning 3. Development planning announced that he wanted to implement a forced distribution performance management system in which a set percentage 4. Ongoing discussions and updates between managers of employees were classified in each of several categories and employees 10.9. a rating of 1 to the top 20% of performers, a rating of 2 5. Annual performance summary to the middle 70% of performers and a rating of 3 to the bot Training resources were made available on Network tom 10% of performers) A global cross-divisional HR team Solutions Intranet for managers and individual contributors, was put in place to design and implement the new system including access to all necessary forms. In addition to the The first task for the design team was to build a business case training available on the intranet, 1-to-2-hour conference calls of the new system by showing that it organizational strategy took place before each phase of the program was begun. was carried down to team contributions and team contribu Today, part of the training associated with the perform tions were translated into individual goals, then business ance management system revolves around the idea that the goals would be met. Initially the program was rolled out as a development planning phase of the system is the joint year- year-round people management system that would raise the round responsibility of managers and employees. Managers bar on performance management at Network Solutions by one responsible for scheduling meetings, guiding employees aligning individual performance objectives with organizational on preparing for meetings, and finalizing all development goals by focusing on the development of all employee. The plans Individual contributors are responsible for documenting desired outcomes of the new system included raising the per the developmental plans. Both managers and employees formance level of employees, identifying and retaining top are responsible for preparing for the meeting, filling out the talent and Identifying low performers and improving their per development planning preparation forms, and attending the formance. Network Solutions also wanted the performance meeting expectations for all employees to be clem With forced distribution systems, there is a set number Before implementing the programe design team of employees that have to finorating classifications received the support of senior leadership by communicating As noted in the Network Solutions to employees are that the performance management system is the future of given a rating of 1.2.0-3. Individual tings are determined by This case study is based in part on actual information Network Solutions Inc. speciem which is being used to protect the identity of the actual.company in question C