Importance of Employee Expectations

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
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1HUMAN RESOURCE MANAGEMENT
Table of Contents
Part A.........................................................................................................................................2
1. Benefits of Setting Performance Expectations for Both the Managers and the Employees. .2
2. Description of the Process that Managers Follow when Setting Employee Performance
Expectations...............................................................................................................................3
Part B..........................................................................................................................................4
1. Two Areas Where John Can Improve....................................................................................4
3. Description of the Evaluation of John’s Progress for Each Step...........................................5
4. Description of Specific Outcomes Demonstrating John’s Success in Each Improvement
Areas..........................................................................................................................................6
5. Description of Consequence John Face for Noncompliance in Each Steps Identified for
Improvement..............................................................................................................................6
6. i. Acknowledging Progress Made During Performance Management Plan..........................7
ii. Concluding the Performance Management Plan....................................................................7
References:.................................................................................................................................8

2HUMAN RESOURCE MANAGEMENT
A1. Importance of Employee Expectations Competent
The benefits of setting the performance expectations with the employees provide a
better clarity to both manager and the employees (Kehoe and Wright 2013). It also leads to
the establishment of base for measuring the future performance. It also helps in enhancing the
communication.
It has been found that lack of clarity in the performance expectations as contributing
factor in determining the unhappiness or unhappiness of an employee at work. Setting
performance expectations influences the sense of participation of the employees for particular
venture along with triggering the feelings of motivation, engagement and teamwork
(Mowday, Porter and Steers 2013). The critical components of performance expectations
would include a strategy for communication, strategic planning process, goal setting,
feedback, evaluation and accountability and the organizational support communicated
through communication and executive planning, managerial accountability and responsibility.
Communication begins with the process of strategic planning of the executive leaders
where they communicate the goals and the plans to the organization thereby leading to the
development of the organizations where all the components are not only connected but pulled
in similar direction. The manager should communicate the expectations thereby expecting a
team performance and the expected outcomes for aligning each of the area of organizations
with the overall vision and mission. Besides, the manager should define organizational
culture of the team within company. Further, it is necessary for the employees to understand
why a team has been created and the level of outcome expected by the team.
However, performance expectation is communicated through the process of
Performance Development Planning (PDP) that helps in translating the high level goals into