The product was a huge success to P & G in terms of revenue and reputation. This would have flown down to the other employees who would have in turn been rewarded tangibly for their contributions in their appraisal. What is expected to follow is the increased motivation of the employee and a positive morale to develop even better products in the future.
COMMUNICATION OF THE PMS WITHIN THE ORGANIZATION
A balanced scorecard is a good performance management system since it empowers the employee to make decisions on their work and prioritise their goals in the interest of the organization. Employees know what is most important to the business of the organization and how their actions shall influence the organizational strategy and goals positively (Syed, 2013:46-51). When employees realise that their day-to-day contributions impact the success of the company, they are motivated to contribute better and rethink on their daily actions.
This technique of performance management and appraisal also ensures learning for the employee and sensitizing the employee about the care and concern that the organization has in turn for their tangible contributions is sure to bring about acceptance of this system (Liu & Tang, 2011:34-35). Making an organization profitable and successful is a shared goal for all employees but unless each employee knows about the extent of the impact of their work on this shared goal, it is not an opportunity for each employee to harness their capabilities to the maximum.
Hence in order for the new system to take shape P & G and garner maximum cooperation from the employees, they need to be educated about why the change of system is required and how it is bound to help in their learning and development while it shall support the growth of their organization as well.