Final answer:
The new performance management system at L.I.J.M.C. aimed to address the problem of inconsistency in evaluations, concerning traditional performance reviews. It integrates 360-degree feedback and focuses on training effectiveness and employee motivation, moving beyond mere job performance assessment.
Step-by-step explanation:
The new performance management system at the Long Island Jewish Medical Center (L.I.J.M.C.) was specifically designed to address inconsistency in evaluations. Traditional performance reviews often do not align with an organization's culture, which can lead to evaluations that do not effectively motivate employees or improve their performance.
Furthermore, performance appraisal systems may be used incorrectly or may not be suitable for the specific cultural context of an organization, leading to ineffective employee assessments. The 360-degree feedback appraisal is an innovative approach that seeks to make performance appraisals more complex and motivational, identifying opportunities for training and assessing the success of such programs, beyond just evaluating job performance.
Through performance evaluations, organizations aim to communicate concerns about an employee's performance, reinforce good performance, discuss rewards or consequences, and document instances of poor performance to support decisions.
The effectiveness of organizational training is also a crucial component, which is typically measured through employees' immediate responses to training, learning outcomes, behavioral assessment by supervisors, and performance results such as productivity and profits.