Discuss the following statements: Performance Management involves a range of activities, one of which is performance appraisal and feedback. For many years, researcher in the field of HRM and...

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Discuss the following statements: Performance Management involves a range of activities, one of which is performance appraisal and feedback. For many years, researcher in the field of HRM and industrial organisational psychology focused on performance appraisal as a measurement technique. The goal of these performance appraisal systems was to measure individual employee performance reliable and validly and in order to do this we need to understand the performance management process (Kramar, et al. 2014). Based on your research, Identify and discuss the components of an effective performance management system. Instructions: 1. This is an individual assignment with a maximum of 1,500 words (+/- 10%, excluding references list). All finalised individual essay MUST be uploaded to Blackboard by the due date. 2. Student must present the assignment in an essay format. The following summary from UOW would be a good starting point to build your essay (https://www.uow.edu.au/student/learningcoop/assessments/essays/index.html) a. Introduction: The introduction of an essay is where the topic of the essay is introduced and an overview of your argument is given. It includes a general statement about the topic followed by a thesis statement. A thesis statement is your answer to the essay question in one or two sentences - in other words, it is your main argument, point or idea. Your introduction should also include a brief summary of the arguments, points or ideas that back up your claim b. Body: The body of your essay is where you clearly state and elaborate on the arguments, points or ideas that back up your claim. The number of paragraphs in the body of your essay will depend on how many individual points you need to make to develop your argument and, of course, the required word count. c. Conclusion: The conclusion of an essay is where you restate your main argument and the arguments that back it up. You may also want to include a one final comment if appropriate. d. Reference List: At a higher education level, you are expected to research widely and build your knowledge from the expertise of others. Thus it is important for you to reference all your sources to: • to allow you or someone else to find the source of your information • to avoid plagiarism by acknowledging that you’ve used the ideas and work of others • to strengthen your arguments and add credibility by referring to expert ideas The reference list we used within the Institute is the Harvard Referencing style. Please click the following link for further information: http://uow.libguides.com/refcite/uowharvard
Answered Same DayApr 29, 2021HC2101

Answer To: Discuss the following statements: Performance Management involves a range of activities, one of...

Sarabjeet answered on May 01 2021
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Performance Management
Performance Management
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Introduction
Performance management involves a range of activities, one of which is performance evaluation and feedback. Researchers in the field of human resource management and industrial organization psychology have used performance assessment as a
measurement technique. The goal of performance measurement systems is to reliably and effectively measure the performance of individual employees. To do this, we need to understand the process of performance management. This paper includes a discussion of the components of the effective PMS.
Thesis: Many people mistake performance evaluation for performance management. In fact, performance management is a larger system that is more important to companies and managers than performance evaluation. An effective PMS includes several components that each organization must consider (Wang, Thornhill and Zhao, 2016).
Components of an effective performance management system
Any effective PMS includes following components:
Performance Planning: This is the key component of some PM process and forms the performance evaluation basis. The performance plan is completed by the evaluator and a reviewer at the starting of performance meeting. During this time, workers determined to implement goals and key performance areas for almost one year in performance budget, which was finalized after the consensus was reached between reporting officials and employees.
Performance appraisal and review: Assessments are usually conducted twice a year in an organization, at the end of the fiscal year in the form of a mid-term review and an annual review. In this progression, the evaluator first provides a self-filled rating in self-assessment form as well as describes his/her achievement over time in the quantifiable terms (Watts, 2013).
Response on the performance, followed by the performance promotion and personal counseling: counseling and feedback are significant in the process performance management. Employees receive open and transparent reaction and determine employee training or development needs (Schwartz, 2011).
Rewarding excellent performance: This is the very important part because it will verify the inspiration of the employee's work. At this stage, employees are rewarded for their public performance.
Performance Improvement Plan: At this stage, new goals are set for employees and new deadlines are reached to achieve them. Employees clearly understand the areas in which employees should improve, and also set a deadline for employees to display this improvement within the deadline. The plan was developed jointly by the evaluator and the appraiser and approved for mutual approval.
Potential assessment: Potential assessment is the basis for horizontal and vertical movement of employees. Potential assessments can be performed by implementing capability maps and various assessment techniques. Potential assessments provide important inputs for job rotation and succession planning.
The basic building blocks of the performance management include the following: Directional sharing means communicating the higher-level goals of the organization throughout the organization and turning those goals into viable sectoral goals. Goal consistency means developing a process that allows a few managers to see connection between worker objectives and departmental and organizational goals. Continuous performance monitoring means that using a...
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