Perfomance Management System at Facebook Inc.

Performance Management Human Resource System
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Perfomance Management
Perfomance Management System at Facebook Inc.
Facebook is a social networking company. The company has a performance management system for human capital management. Facebook had about 44900 employees in 2019, and a well-structured human resource management system (Clement, 2020). Performance is the value employees contribute to the organization, and having an effective performance management system is very important for any organization. Large and medium-size Organizations need a system that can be used to identify the potential of their human capital to implement strategic initiatives, effectively manage projects, and develop the workforce.
Performance review of staff can help individuals develop their skills, boost the morale of employees, help Human resources determine those who can be promoted, eliminate individuals who perform poorly, and guide the implementation of business strategies. The company conducts biannual performance reviews and facilitates a continuous stream of real-time feedback allowing its employees in different offices across the globe to give and receive feedback. 
Facebook Approach
The company’s approach to performance management is well-known to its employees and managers. They have a digital performance summary cycle. Everyone in the company has a good understanding of an employee’s performance even before the appraisals. The system has a continuous stream of 360 real-time feedback, and employees are given access to specific software that enables a process of real-time feedback among their colleagues. There is a two-week window at the beginning of the review to gather peer feedback in groups of 3-5 people and write a self-assessment. Managers evaluate peer feedback and self-assessment to determine employee’s performance over the last six months and make decisions on the possibilities of promotions from the performance assessment report. Management also uses this software to keep track of project progress and provide the needed general support. Management samples feedback from five close colleagues on peer review and use it to determine each employee’s performance at the biannual review. The evaluation stage acts as a checkpoint to reward those employees with exceptional performance. The promotion is based on fairness, transparency, and development. Those who underperform do not make it to the performance review (Goler et al., 2016).
Processes and Implementation of Perfomance Management
Performance management systems generally include employee development and performance appraisal, which form the basis of human resource management. Many organizations suffer setbacks on the implementation of performance management systems, as employees and managers bemoan their effectiveness, with only 3 out of 10 employees agree that it's working. Results often indicate that poorly designed performance management systems cause difficulties however, the difficulties usually arise because performance management is highly personal, thus a threatening process to both employees and managers. Effective performance management leads to; clarified job responsibilities and expectations, enhanced individual and group responsibilities, developed employee capabilities through feedbacks and coaching, aligned behaviors to the organization’s core values, and improved employee-manager communications (Pulakos, 2004). Facebook has a well-laid down performance management system in place to keep employees in constant check, which are categorized into three groups; ongoing feedback, performance evaluation, and performance review.
Ongoing Feedback
The performance management at Facebook heavily dwells on peer-to-peer feedback. The number of peer reviewers ranges from 3 to 5. The company has designed an internal software that offers real-time feedback. The employees are usually not surprised with reviews because feedback is an ongoing process that takes place throughout the year. Peers provide feedback directly to their colleagues or through employee’s managers. Feedbacks at the company are treated as anonymous thus cannot be challenged (Rodriguez, 2019).
Performance evaluation
Facebook has a breakdown of how employees are graded. The grading system revolves around the following; redefine (5 percent of employees), greatly exceeds expectations (10 percent), exceeds (35 percent), meets all (35 to 40 percent), meets most, meets most (10 to 15 percent), meets some and does not meet arranged in chronological order. The distribution of grades is not cast in stone, rather the recommendations are further verified by other managers. (Rodriguez, 2019).
Performance review
Performance review happens twice a year on Facebook. The review happens every January and July, taking two weeks, whereby employees write down their reviews. They will then ask 4 to 5 peers for feedback and write a manager review to complete the cycle. When the process is going on, the managers and leads meet to set a bar based on the challenges the team and the company experienced in the last six months. The review process is based on four factors; judgment, quality of work, management of risks, and learning processes (Rodriguez, 2019).
Mangers are required to read every detail of the feedbacks. Their decision is not final; thus, the managers meet to calibrated the results. As the review process moves up the management chain, the low-level man...