STUDENT: KENNETH F.

CALVA
SUBJECT: PERFORMANCE MANAGEMENT/2ND SEM SY 2018-2019
PROFESSOR: DR. LALEVIE C. LUBOS

Finals Exam

In the last year of 2018 performance management as predicted evolved in some great ways to
become simpler and more effective.
As we are entering 2019 we highlighted five performance management trends that
organizations will be focusing, based on the discussions with industry professionals and clients as
well.
Five performance management trends
1. Employee wellbeing will become part of performance discussions - Stress and anxiety are
debilitating in the workplace and, unfortunately, these issues are a bigger problem than
ever. Improvement in wellbeing will result in improved workplace performance: in
profitability (financial performance), labor productivity and the quality of outputs or
services. Job satisfaction - including aspects such as satisfaction with training, skills
development opportunities, how much autonomy employees have in their role, and how
much scope they have to use their own initiative and influence decisions, show a strong and
positive link with workplace performance.

2. Feed-back will need to Be Supported by Regular Coaching Conversations - The per-for-mance

man-age-ment trend towards coach-ing con-ver-sa-tions and con-tin-u-ous learn-ing has been
dri-ven in part by the increas-ing recog-ni-tion of the pow-er of growth mind-set and
con-tin-u-ous learn-ing, some-thing that Microsoft CEO Satya Nadel-la has heav-i-ly pushed at
Microsoft with resound-ing success.

At work, such coach-ing con-ver-sa-tions allow an indi-vid-ual to address and devel-op in terms
of per-son-al and pro-fes-sion-al devel-op-ment.

Over recent years, the per-for-mance man-age-ment debate has focused heav-i-ly on the
impor-tance of fre-quent, real-time feed-back.

3. Performance Management will become “Meaningful” and “Human” - One of the major criti-
cisms of performance appraisals or performance reviews is that they are contrived and not
authentic. From this experience we’ve learned that the most successful organisations have done
5 things:
a. Started with ‘Why’ — emphasised the personal benefits for employees and managers in hav-
ing meaningful coaching conversations
b. Used experiential training to prepare managers for having honest conversations
c. Provided a clear framework for having conversations with suggested coaching questions and
prompts
d. Used specialist performance management technology to reinforce the framework, provide vis-
ibility, build new habits and change behaviours
e. Created accountability and led by example from the top of the organisation

4. Performance Management will focus on how to make employees and managers more
effective - This, combined with wellbeing initiatives, will play a vital role in boosting employee
productivity. As a result, employee engagement technology has grown significantly recently.
Highly engaged employees are loyal employees who will go the extra mile to get their work
done.
 With this in mind, performance management and performance management technology will
need to focus more on supporting and empowering people managers to be more effective, and
enabling employees to bring their best selves to work.

According to Gallup, the biggest factor in terms of employee engagement is an employee’s man-
ager.
5. Artificial Intelligence (AI) will Arrive in Performance Management - At the heart of AI in HR is
improved people decisions, and the growth of AI in HR will ultimately provide unbiased data that
will guide decisions such as who to pro mote, and offer insight into who requires addition al
training to enable better performance while com bating work place bias.
We can then go a step further and use software to coach employees and managers in real-time
based on the feedback being received, and perhaps even predict future high per formers based
on pat terns, the con tent of feedback that is requested and received, and goals being set and
achieved.
For organizations that have made the move to continuous conversations and feedback, we can
start to use AI to draw out themes from large amounts of qualitative data being gathered from
feedback, goals and conversations.

Artificial Intelligence (AI) in Performance Management

AI will enhance performance management tasks and processes. Here are the ways that AI
can help HR professionals:
 Streamline Your Hiring Process
 Protect Your Company And Employees From False Accusations
 Improve Employee Performance And Retention