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• For me, some organizations are weak in managing performance of their employees because they don't let go or fire employeess who have poor performance. It is difficult to manage employees that don't havr already interest to it's job. Also, to manage your employees effectively- you must start by coaching so that in this way the employees will be encourage to do their best.

• Strategies mentioned in the article are on point and sensible thus, there are factors why some of the Organizations if not most Failed or Weak in Managing Performances of their employees.
  One of which is Culture, organizations are really having a hard time managing performance if there are wrong practices with in the organization that was established even before the Management come up with a Performance Management Plan. In the Philippines, most of our employees here has this trait of what they called “Ningas Kugon”, to start with they will show high interest in doing their job but momentarily they will show you a depressive results. Second is, there are Organizations that has brilliant ideas in Managing their Employees Performance however, the failure is always on the consistency of the Implementation. Execution of the plan is also identified as one of the issue why certain Organization are weak in managing performances. Overall, in my opinion the success of a Performance Management Plan is not only circled on the designed procedure but has also to do with the people involved ( the one who executes it) and level of consistency in implementing the whole process.

• There could be a bunch of reasons for this but one that has been clearly identified is setting proper expectations to the employees. It has been a hype for reality vs expectation.Employees could be abruptly demotivated of the few things that has been promised to them but they were not able to receive upon their employment in a certain organization for certain reasons such as change of standards and policies without proper employer and employee agreement . Nevertheless, an organization could be as strong as a wood if it has been properly structured with fair and unbiased strategies.

• If the employees are having low ability and lost their inspiration or will to take action for work can cause difficulty for an organization. Low ability and the said may be associated with over-difficult tasks, low skill and knowledge, and/or lack of improvement over time. Employees may have been poorly matched with jobs in the first place. They may have been promoted to a position that's too demanding for them. They may also experience lack of appreciation. Or maybe there is no career development prospect. If the organization could not manage this effectively, then this could possibly cause consequences to the organization such as poor work quality, productivity and clientele satisfaction.

• Performance management is important for a successful talent management and it is the manager's duty of dealing with employee's poor performances. If we try to look at it, it does not only involve personal issues of an employee but organizational environment may contribute to poor performance as well, like lack of motivation or poor job design. Poor job design is when the employee's job does not fit with the kind of work a person does. A well-studied job description is very important. This I think are reasons why some organizations are weak in managing performances of their employees. They don't evaluate review. It is expected that managers should be rating employees and providing feedback on their performance to meet expectation goals. They should discuss relevant issues, align feedback, and take corrective actions or potential solutions. A successful business relies on human asset.

  Managing performances of employees involve more than just a review. It is also about managers helping the employees develop strengths and honing them into top performers. An employee who seeks growth and being acknowledged for a job well done will eventually become productive and effective.

• Some organizations are weak in managing performances of their employees maybe because they failed to plan for a strategy that may lead to the success of the company. As mentioned in the article, you cannot accomplish something great unless you have formulated a plan for success. First strategy being mentioned in the article is the goal setting. If an organization does not have any goal, then, they will not be able to achieve something. A goal will as serve as the direction of an organization towards successful talent management.
  Second strategy is thinking that human asset is important for the success of the company. If an organization fails to recognize the importance of human asset then the managers will not be able to hire reliable staffs to work for their company.
  Third strategy is to expect the unexpected. An organization should set requirements and qualifications for the applicants. Organizations should expect that there will always problems to arise. If they will not expect them, then, they will not be able to formulate solutions for the possible problems to arise during or after hiring.
  These different strategies like Writing Good Job Descriptions, Showcasing the Company Culture, Prioritizing Internal Hiring, Measuring Success, Executive Support, and Being Creative and Innovative are just important strategies mentioned in the article that, if not performed, planned and implement well, then, there will be a weak and poor management of performances.

• Indeed, despite the different strategies identified to have a successful talent management, there are still organizations that are weak in managing performances of their employees.
  I believe that strategies do not merely work out without the company being committed. Commitment to the plan of action is very important in attaining goals.
  The following may be the reasons why some have weak performance management:
  1. Lack of timely and meaningful feedbacking system
  2. Lack of leadership support system
  3. Lack of proper and enough training and communication
  4. Lack of appropriate recognition and rewards
  5. Lack of simplicity (too ambitous)
  6. Lack of strategic focus

• Talent management solutions allows to tackle the weaknessess. Within staff and improve productivity, morale and performance.
  Strategy is a plan for what is about to happened, what’s happening and what happened after. Even though you have given your true and just effort as a human resource following the plan and strategies mentioned above still there are factors that could change and weakened the performances of the business and the employees.
  We can still put lack of correct motivation needed by the employees. But also having a motivated heads on an unmotivated and let just say not engaged employee who is just there for the time as work still could be one of the factor that weakened the company. As what I observed some companies do have potential, do have creativity but the employees they hire have this slight of attitude of arrogance and lax over the years, they are not willing to join to new updates and often lead to conflicts among other departments. We can also add the problem is not properly fixed on the first place and another might add and another, every year and all those unfinished businesses could some up later on a big problem that could shake up the business. Other business often have the problem inside that new hires are often been blamed, like mass transfer or mass exit, actually it is not because of lack of motivation nor small salary but mostly all about their heads and supervisors attitude towards them that even them do not know they are the reason why employees quit. Internal hiring as senior versus new hired with much bigger plans and ideas are also a big weakness of the company on lack of job description, qualifications and specifications. To sum it all up, employees often leave the company and affects the organizations are the attitude and behavior, environment not for growing, lack of motivation and planning without actually doing something.

• New culture arise in the organization will affect all the organization. The culture that will arise in their mind-set of the member of organization, that for them it is okay but not. That culture sometimes some employees where doing and for them it was correct and new member of the organization will follow. One of the key here is strict implementation of the rules and regulation and the top management. The top management will observe if all the member of organization will abide the rules that will set of the top management and a line with their goals. They will observe as fair as they could. One of the example was all employees where advise to be in their work place from 8:00 am to 12:00pm, but some senior employees after log in they when out for an hour and do their breakfast. That culture will affect the new employees. For them it is okay because they see that some old employees do that. The key here was strict and fair implementation.

• Employee performance affects organizational performance. According to David Whetten, author of the book “Developing Management Skills”, performance is a function of both ability and motivation.

  If the employees are having low ability and low motivation, then there is a problem. Ability refers to the person’s aptitude, as well as the training supplied by the organization. If the real issue is ability, then increased pressure may only make the problem worse. Low ability may be associated with over-difficult tasks, low skill and knowledge, and/or lack of improvement over time. Employees with low ability may have been poorly matched with jobs in the first place. They may have been promoted to a position that's too demanding for them. Or maybe they no longer have the support that previously helped them to perform well.

  Above said issues will definitely give the organization a hard time in managing the employees’ performance.