PERFORMANCE MANAGEMENT

PERFORMANCE MANAGEMENT
Eiman Al Maazmi
201710003

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Table of Contents

Answer to Question 1 ................................................................................................................ 3

Answer to Question 2 ................................................................................................................ 4

Answer to Question 3 ................................................................................................................ 4

Answer to Question 4 ................................................................................................................ 5

Answer to Question 5 ................................................................................................................ 5

References .................................................................................................................................. 7

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Answer to Question 1

In an organisation, it is very important to manage and plan the performances of the

employees so that it can add up to the success of the organisation. An organisation runs by

the good standard of the performance delivered by the employees. That is why it is very

important to manage their performances and direct that in the right direction. Managing the

performance is not an easy job to do within an organisation. In order to achieve success in

this scenario, the organisation must possess a good performance management process (Noe,

Hollenbeck, Gerhart & Wright, 2017). A good performance management process has some

key elements which are very important to be there. At first, there should be a good planning

and the expected performance has to be set by the management. Because of that, the

employees will have a goal to achieve. After that, there should be a good monitoring present

which will direct the employee's performances in the proper way. Another important element

of performance management is development and improvement. If there is no development

and improvement in the performances of the employees then it should be understood that

performance management is not done very well. The periodic grating is another important

element in this scenario of performance management. If the employees got rated based on

their work they will understand the standard of their work and it will also motivate them to

deliver a better performance. Lastly, another key element of performance management is to

have a good reward and compensation strategy (Van Dooren, Bouckaert & Halligan, 2015).

Because of that, the employees will acquire new zeal to work harder than before and it will

enhance their performance as well. These are the main five key elements of the performance

management process.

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Answer to Question 2

Coaching and mentoring is a very important process that should be included in the

performance management process. The employees who come to work in an organisation may

lack some knowledge about the proper nature of the work. Every organisation has different

features of their functions. Through the daily job, the employees tend to learn the right

processes and features of the work. But in this process of learning the employees need a right

and efficient guidance which will deliver them the right kind of knowledge about that

organisation. In order to increase the standard of the work that the employees are delivering

the employees need a good mentoring that will teach them the key elements of the job.

Because of the mentoring, the employees can understand their mistakes and also have a better

understanding of the job they have to deliver (Buckingham & Goodall, 2015). Because of

having a better understanding the employees also tend to deliver a better performance. For

enhancing the quality of the performance and managing the performances of the employees

in the proper way the coaching and mentoring is very much needed within an organisation.

Answer to Question 3

Performance management is a process through which the performances of an

employee can be checked and can be enhanced by applying some right processes. Because of

the enhanced performance, the organisation also rises in its standard. So the performance

management in a way adds up to the success and reputation of an organisation. That is why

performance management is a very important process within an organisation. As the

performances are delivered by the employees they need to be taken care of. The employees

should feel their importance in an organisation. If there is a lack of motivation and inspiration

it will automatically harm the quality of the performance of the employees. In order to

manage the performance delivered by the employees the employees need to be motivated. If

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the employees are delivered the reward and compensation for their better performance then it

will motivate them to deliver a far better performance than before. Besides that, it will also

satisfy the employees (Kearney, 2018). All of this has the capability to enhance the

performance of the employees. That is why the process of rewarding the employees has very

great importance in the process of performance management.

Answer to Question 4

There are some strategies that will motivate the employees to deliver better

performance and it will add up to the success of the organisation eventually. At first, the

expectation of the organisation has to be very clear to the employees (Mone & London,

2018). In this way, they will have a prominent goal which they have to achieve through their

performance. The heads of the organisation or the leaders have to praise the employees or

give them feedback. This will give them a better motivation for the work they are doing in the

organisation. The motivated employees will deliver a better performance which is very much

needed by the organisation. The management has to trust their employees and this will give

them enough inspiration to deliver better performance altogether. The employees have to be

corrected in the private. If they are criticised before everyone this will reduce the confidence

in them and as a result, the performance will not be up to the mark (DeNisi & Murphy, 2017).

If these strategies are followed then the performance management process will become much

easier than before.

Answer to Question 5

Through performance management, performance improvement can be achieved.

Through the process of performance management, the employees are motivated and inspired

by the management of an organisation. Besides that, in this process, the employees get proper

guidance to deliver the proper work. The employees are given the reward and feedback for

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their better performance which works as the confidence boost for them. Besides that they are

not criticised in front of the whole group of employees and any faults are corrected with

patience that teaches them a lot about the nature of the work and the organisation as well. All

these features are part of performance management (Shields et al. 2015). Because of all this,

the employees are compelled to deliver better performance and the motivation eventually

enhances the standard of the performance of the employees. Thus the performance

management leads to performance improvement with time.

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References

Buckingham, M., & Goodall, A. (2015). Reinventing performance management. Harvard

Business Review, 93(4), 40-50. Retrieved from:

http://web.vdw.co.za/sara/file%20storage/Documents/2015/Reinventing%20Performa

nce%20Management%20-%20HBR%20APR%2015.pdf

DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance

management: 100 years of progress?. Journal of Applied Psychology, 102(3), 421.

Retrieved from: https://psycnet.apa.org/record/2017-03603-001

Kearney, R. (2018). Public sector performance: management, motivation, and measurement.

Routledge. Retrieved from: https://www.taylorfrancis.com/books/9780429966514

Mone, E. M., & London, M. (2018). Employee engagement through effective performance

management: A practical guide for managers. Routledge. Retrieved from:

https://www.taylorfrancis.com/books/9781317235293

Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource

management: Gaining a competitive advantage. New York, NY: McGraw-Hill

Education. Retrieved from:

https://www.researchgate.net/profile/Ariadne_Tsambani/post/What_would_be_the_be

st_approach_to_support_leaders_in_processes_of_change_and_organizational_develo

pment_through_eLearning/attachment/59d6341579197b8077991c40/AS%3A377864

680689667%401467101368871/download/51.pdf

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... &

Plimmer, G. (2015). Managing employee performance & reward: Concepts,

practices, strategies. Cambridge University Press. Retrieved from:

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https://books.google.co.in/books?hl=en&lr=&id=mqKNCgAAQBAJ&oi=fnd&pg=P

R8&dq=performance+management&ots=P5_js8Oczp&sig=gAbub6dbzXIbwLdNlVC

K4ifW4M8

Van Dooren, W., Bouckaert, G., & Halligan, J. (2015). Performance management in the

public sector. Routledge. Retrieved from:

https://content.taylorfrancis.com/books/download?dac=C2013-0-19899-

0&isbn=9781317814160&format=googlePreviewPdf

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