Question

Question 1 Begin by defining Performance Management in your own words. Next, identify three (3) of the performance issues discussed in the assigned readings or that you've identified through your independent research. First define each and then discuss the issues of each as they impact the performance review process. How c an HRM mitigate each of the issues? Don't forget to include two references. OR Question 2 Begin by defining Performance Management in your own words. Next, identify three (3) best practices for a performance evaluation system discussed in the assigned readings. Conduct a bit of independent research and compare or contrast the ideas of at least one reference you find interesting. As you develop your ideas be sure to include your thoughts about which are the important aspects of an improvement plan and defend your argument by explaining why they are so important. Don't forget to include your reference to support your arguments.

Answer 1

Answer Q: Begin by defining Performance Management in your own words Performance management includes activities executed together by managers and employees, employee's contribution is monitored and objectives being reviewed. This is done to measure the contribution towards the organization for its growth, Q: Next, identify three (3) of the performance issues discussed in the assigned readings or that you've identified through your independent research. First define each and then discuss the issues of each as they impact the performance review process 3 Performance issues are as follows 1. Poor Performance due to non clarity of deliverables: This issue arises due to infrequent feedback. Feedback helps a lot to assess the performance issues timely and address the challenges there itself 2. Lack of motivation: This issue arises if managers don't assess the actual performance. Manya times rather than evaluating the actual work done, personal traits, behavior, rapport and other elements being made more important considerations for assessing performances. This in return actually effects the motivation level of the employec

3. Lack of effectiveness metrics: Most common method to identify the performance is to judge the percentage completion if work. Many a times, unless the complete goal is reached, the appraisal considers the contribution as nil. This shouldn't be done as even partial completion of the goal is also an important contribution towards the organization Q: How can an HRM mitigate each of the issues? Don'tforget to include two references. An HRM manager can always motivate employees, take regular feedback, engage in discussion with managers. Establish Training and development plan in discussion with the practice head and also launches rewards and recognition plans to support a enthusiastic work culture