Managing People Performance: Roles of Managers, Resource Allocation, and Performance Management Systems

This content discusses the roles of managers in resource allocation, performance management systems, and ways to improve employee engagement and productivity. It covers topics such as goal setting, competence, efficiency, cost-effectiveness, consultation, assessment, recognition, career development, and more.

Running head: Managing people performance
Managing people performance

Managing people performance
Table of Contents
Project 1......................................................................................................................................................4
Activity 1...................................................................................................................................................12
Significance of groups and individuals......................................................................................................12
2. Resources might be required in business...............................................................................................13
3. What are likely repercussion if resources are not available to employees as needed.............................13
Activity 2...................................................................................................................................................13
1. Operational plan....................................................................................................................................13
2. Work plans............................................................................................................................................13
Activity 3...................................................................................................................................................14
1 Keys to successfully allocating the work to individual employee...........................................................14
2. Procedures that might be followed to allocate the work........................................................................14
Activity 4...................................................................................................................................................14
1. Code of conduct and how it affects work outputs..............................................................................14
10 ways to check performance standards, codes of conduct and works output..........................................15
Activity 5...................................................................................................................................................15
Performance indicators..............................................................................................................................15
Activity 6...................................................................................................................................................16
Contingency plan and significance of aspects of risk analysis and contingency plan development...........16
Activity 7...................................................................................................................................................18
1. Things need to be considered when developing and implementing performance management plan.....18
2. Significance of performance management and review..........................................................................18
Activity 8...................................................................................................................................................18
Significance of performance monitoring and evaluation process...............................................................18
Activity 9...................................................................................................................................................19
Ways to recognize employee contribution and its importance...................................................................19
Feedback and its importance.....................................................................................................................20
How and why performance appraisal should be held.................................................................................21
Significance of training to handle performance reviews/appraisal interview.............................................21
Role of performance management processes and performance evaluation................................................21
2

Managing people performance
Good performance management system....................................................................................................23
An explanation of formal and informal feedback......................................................................................23
Activity 10.................................................................................................................................................23
1. How issues might be documented and who might it be necessary to advise..........................................23
2. How would you approach sue regarding these complaints?.................................................................24
Activity 11.................................................................................................................................................24
1. Coaching and mentoring........................................................................................................................24
2. What circumstances might be necessary to provide on-the-job coaching..............................................25
Activity 12.................................................................................................................................................25
Significance of document and record performance....................................................................................25
Activity 13.................................................................................................................................................26
1. Procedure might be followed to implement a performance improvement plan......................................26
2. HR expertise be of Benefits to managers and employees who are negotiating performance
improvements............................................................................................................................................27
3. Steps might be taken if it is necessary to follow up performance appraisals..........................................27
Activity 14.................................................................................................................................................28
1. How could excellent performance can be rewarded..............................................................................28
2. What good performance system should aim for?...................................................................................28
3. What should do in the following situations............................................................................................29
Case 1........................................................................................................................................................29
Case 2........................................................................................................................................................29
Activity 15.................................................................................................................................................30
1. Significance of counseling in the performance......................................................................................30
2. Disciplinary actions...............................................................................................................................30
Activity 16.................................................................................................................................................30
Case 1........................................................................................................................................................30
Case 2........................................................................................................................................................31
Case 3........................................................................................................................................................31
References.................................................................................................................................................32
3

Managing people performance
4

Managing people performance
Project 1
The manager’s roles to assign work, evaluate performance, provide feedback, supervise follow
up, reinforcement excellent performance and deal with performance improvement requirements.
They play a significant role in each and every process. When allocating resources, it is important
to consider that tasks and duties should be distributed on a fair basis taking into consideration the
employee experience, expertise, knowledge, skills and loads (Briscoe, Tarique and Schuler,
2012). It is also important to consider the following.
Goals and objectives: The tasks and duties should be target oriented. Managers and their
workers need to set their goals and objectives which are relevant and realistic. The managers
need to break the large goals and objectives into smaller goals and targets so they can become
more significant and milestones. It will also make easy monitoring and controlling process
within the organization. The managers and leaders need to set long term goals and objectives in
the firm and assign roles and responsibilities in each employee (Salvendy, 2012).
Competence: The managers needs to focus on the competence, skills, experience, skills and
abilities of the employees while assigning the tasks and duties among the employees.
Competencies and skills are taken into consideration while drawing up actions and assigning
tasks and duties among the workers. It will help to improve and boost the performance of the
workers as well as organization (Camisón and Villar-López, 2014).
Operation need: When drawing up a work plan, it is essential to monitor on the goals and
objectives of the action plan. Action plans describes that what will be done, how it will be done
and by whom it will be done in the organization. The action plans also indicates that what needs
to be done and who is liable for the various implementation aspects of the plan.
Efficiency: A plan shall be implemented in the best possible way with the least of waste of time
and efforts. It means using all the knowledge, information, experience and skills in a hassle free
manner. Also, the managers need to assign tasks and duties effectively and appropriately to
increase and enhance the commitment, involvement and enthusiasm to accomplish the objectives
and returns (Scullion and Collings, 2011).
5

Managing people performance
Cost effectiveness: To maintain costs, the managers need to use resources in an effective
manner so that maximum use of resources can be possible. The employees should learn the
process through which optimum utilization of resources can be done effectively. In this way, it
will avoid and reduces waste of resources. It is also essential to negotiate the best possible prices
for the resources (Rummler and Brache, 2012).
Consultation: Consultation is a key factor in the development of an operational plan. It is an
important to consult with people who use the resources to analyze and determine the better
deployment and acquisition techniques and tools. The workers who use effective and unique
resources on regular basis in order to accomplish their work will be able to measure and identify
the issues and problems. It will also help to increase and enhance the efficiency and effectiveness
of the resources. If the managers and leaders consult with workers, it helps to maintain a good
image in the marketplace. All these work are done by the managers to gain competitive
advantages in the global market (Goetsch and Davis, 2014).
Along with this, the managers need to develop and build KPI’s and KRA’s to meet the needs and
requirements of the firm. KRA’s and KPI’s are important part of the organizational planning
process. KPI’s helps to manage and measure the progress towards goals and objectives. Along
with this, KPI’s are originated for the long term goals and it focuses on the efficiency and
effectiveness of the organization (Parmenter, 2015). The managers and leaders need to develop
and implement effective performance management systems. Performance management system is
an essential to identify, evaluate and develop workers and teams work performance within the
organization. Performance management system may be defined as the process by which
department of the commerce involves its workers as individuals and group of members to
improve and enhance the organizational effectiveness in the attainment of goals and mission.
Performance management is a much complicated function of HRM, as it entails activities such as
goal setting, progress review, and communication, feedback and coaching for improved
performance, implementation of employee development programs and rewarding attainments.
Along with this, performance management process is used by the managers to improve and
enhance the productivity and performance of the workers. It also helps to create a positive
working environment in the organization (Kenny, 2012). The performance management process
includes the followings:
6

Managing people performance
Planning: It is the first stage of performance management system which helps to attain the
desired goals and objectives. In the planning stage, employers explains employees that how their
performance and productivity directly impact on the goals and objectives. Under this stage,
effective and unique planning is done by the managers and top management to improve
performance and accomplish the long term mission and vision. It is a never ending process in
performance management and it is completed with great and effective care. Planning helps to
encourage commitments and understanding goals and objectives by linking the workers work
with the firm. It includes key value drivers of stakeholders. Under planning, effective goals and
objectives are described and explained by departments, organizations and individuals. In
planning process, the employees and managers are included in a joint participative procedure and
set the firm objectives as well as specific goals for the individuals (Andreeva and Kianto, 2012).
Assessment: Managing performance and productivity is the second factor of the performance
management system cycle. It is an annual evaluation of the worker’s performance and
productivity. Generally, managers take feedback from employees from co-workers and
employees to measure their efficiency and effectiveness. Assessment also includes a review of
the previous year’s estimation and an assessment of skills and knowledge. Assessment and
evaluation is significant to judge and measure the performance and actions of the employees.
This stage helps in maintaining positive approach at the workplace. Along with this, it helps in
updating and revising initial goals, standards and objectives. This stage ensures that managers
and leaders manage the productivity effectively. It also ensures that managers themselves are
aware of the impact of their own actions and behavior on the employees that manage and are
motivated to analyze and identify positive behavior. Under this stage, actual performance is
compared to the desired outcomes so that result can be measured and an effective plan can be set
according to the weaknesses of the workers. This stage also provides a feedback mechanism to
the workers. To improve and enhance the feedback, goals and objectives, the managers should
also monitor on the communication among the workers. It is essential leaders and managers to
build a fully integrated strategy and approach that enables the various forms of communication to
contribute the success and growth of the company. Additionally, performance assessment is
related to the learning events (Thornton III and Byham, 2013).
7

Managing people performance
Recognition: Recognition and rewards are significant to maximize the productivity of the
workers in order to attain outcomes and results. Along with this, performance management
system helps in making unique and effective decisions. Rewards and incentives motivate the
employees to perform tasks and duties effectively and efficiently. The employees feel happy at
the workplace through recognition and motivation. Recognition and rewards helps in improving
and developing trust, loyalty and morale among the workers. It reduces stress, anxiety and
tensions of the workers. Motivating employees are able to focus on their tasks and duties
effectively and efficiently. By providing rewards and recognition to the workers, the firm is able
to face enormous challenges and risks. The firm should offer unique growth opportunities to
perform goals in a hassle free manner (Cardy and Leonard, 2014).
Career development: This stage promotes and encourages future development and
improvement of the workers. It helps to meet the needs, requirements and desires of the business
or firm. Furthermore, it enhances and improves the strengths of the workers and work to avert
the areas of weakness. It also helps to build an effective communication between management
and workers. In this phase, coaching and development training is provided to boost the
capabilities of the workers. It is the liability of the managers to identify and initiate the training
and development coaching to improve and enhance the individual productivity. Performance
management is an integrated and strategic approach to deliver sustainable success by improving
and enhancing the productivity of the employees. The career development must be designed to
improve the performance on the current job and then prepare the workers for promotion and
transfer. In this way, the managers have been able to improve the capabilities of the employees.
In addition, advanced and innovative technologies can be used y initiating the performance
management system within the organization (Gruman and Saks, 2011).
Apart from performance management system, there are various ways through which the
managers can improve performance and employee engagement of the workers that have been
stated below.
Communicate clear expectations and goals to the firm employees: The majority of the
workers want to be a part of a compelling future, and they want to know whether the work is
suitable or not. Clear goals and objectives help in motivating and encouraging the workers at the
8

Managing people performance
workplace. The managers and leaders should explain and clear the long term mission and vision
to enhance their productivity and efficiency (Mone et al, 2011).
Share information and knowledge: The managers should keep communication hopeful and
truthful with workers to share various types of information, they do not afraid to share bad news.
By sharing numbers with workers, the managers can increase and enhance the sense of
ownership of the employees. In this way, it can be a significant tool to manage employee’s
performance and outcomes (Daley, 2012).
Encourage and persuade open communication: Open communication helps the employees to
express their ideas and opinion without any criticism. By using open communication, the
managers can easily address the issues and concerns of the employees. Along with this, open
communication also helps in conducting business activities and operations successfully and
effectively. If the employers do not communicate with workers then it can damage and harm the
employee engagement and image of the company (Locke and Latham, 2013).
Actively promote organizational effectiveness, values, reputation and ethics: Actively
encourage organizational reputation, effectiveness, ethics and values, it will help to fulfill the
needs and requirements of the employees. It will help the workers to feel good about their
leaders and managers.
Culture: The employers encourage workers to find a personal fit with the company culture.
Along with this, managers need to focus on the environment and working culture of the firm to
motivate the employees for doing work effectively and well. Apart from this, encouraging people
can easily identify and evaluate the risks and challenges of the market. In this way, the leaders
enhance and boost the potential and capabilities of the workforce.
Let staff tell their own stories: The managers should encourage and inspire the workers to tell
their own stories about what they are doing to make unique and dynamic strategies for the
success of the firm. It will help to reduce and avert issues and challenges which are raised at the
workplace.
Trust: The leaders should maintain trust among the workers to maximize the productivity and
performance in the organization. The employers must constantly watch and control on the
9

Managing people performance
efficiency and effectiveness of the workers to make effective decision within the organization.
These effective decisions may influence the strategic direction of the firm.
Build engagement: The employee engagement is must to improve and manage the performance
of the workforce at the workplace. Therefore, the employers should develop and boost employee
engagement to increase and enhance the revenue and returns in the firm (Berman et al, 2012).
Encourage innovation: Innovation shall be done by the managers to improve the productivity of
the workers as well as organization. The managers should innovative processes, strategies and
policies to conduct the business activities in a hassle free manner. Through innovation, the
employees are able to perform roles and responsibilities in a better way.
Create a strong team environment: If the organization wants to gain long term competitive
benefits and improve efficiency of the workers then the leaders should make unique and strong
working environment at the workplace. With the help of strong and unique working
environment, the workers are able to participate in decision making process. Also, it will boost
and encourage confidence of the employees in the organization (Harrison, 2011).
Sense of belonging: This will help to increase and improve employee engagement in the firm.
Sense of belonging and other non-work activities help in making good relationship with workers
within the organization. Furthermore, it shall be noted that strong and dynamic relationship
between leaders and employees help in attaining the desired mission and vision of the company.
Feedback: It plays a significant role in improving and increasing the outcomes and results of the
organization. Providing someone with a little recognition on what they are doing well can go a
long way toward boosting and developing the morale of the workers. Along with this, feedback
is a two way communication process as it provides an opportunity to share opinion, ideas and
find effective solutions.
Provide support employees in their growth and work: The managers or leaders can provide
support to the worker’s growth and work by enhancing and providing education, training and
development coaching, learning opportunities, cross cultural training, and any other interactions
that support employee’s personal development and growth.
10

Managing people performance
Share and collaborate on problem solving: The managers should maintain reciprocal
relationship with employees to enhance their performance and effectiveness. By maintaining
strong relationship with people, managers are able to handle and resolve their grievances and
issues related to the workplace. Also, it will help in maintaining effective communication and
cooperation among the employees at the workplace.
Delegation: Delegation of authority and responsibility is an effective tool to motivate and
encourage people towards their jobs and duties because of delegation of authority expands
managerial span of control. Delegation of authority is good for the employees to provide growth
opportunities to them. Along with this, it increases trust among the workforce to do job correctly
and also it maximizes their ownership of the tasks and duties.
Incentives: The managers and leaders who want their workers to be engaged recognize that
incentives and rewards must be distributed based on the objective criteria. In this way, different
employee can be motivated by different things.
In this way, the managers can motivate the employees for doing work in a hassle free manner.
Further, it will also help to improve and encourage the performance of the team. Now it is
assumed that firstly employers assign tasks and duties among the workers. The tasks and duties
assign to the workers by considering the skills, capabilities and potential of the workers. It will
encourage people for attaining success and growth within the organization.
In the next stage, the top management assesses and evaluates the productivity and performance
to analyze and identify their efficiency and capacity. If there is any variation find in performance
and productivity of the staff, effective measures can be taken by the top management and
managers. It will help to generate more and more profitability within the organization.
Furthermore, it will also help to stay in the rivalry market. Finally, feedback is collected by the
firm to analyze and review the efficiency of the team. In this way, it can be said that performance
management is a vital tool to measure the performance of the employees. Differentiation
between potential and ineffective employees can be possible through effective and unique
performance system. HRM plays an empirical role to maintain sustainable performance
management system in the organization.
11

Managing people performance
There are various advantages of performance management system that have been discussed
below.
Performance based conversations: Managers get busy with day to day business activities and
responsibilities and they usually neglect the important interactions with employees that provide
the opportunity to coach and render work elated to work. A performance management process
forces managers and leaders to discuss the productivity and performance issues with the
workforce. It also improves behavior of the workers at the workplace (Burke, 2017).
Targeted staff development: It is the responsibility of the top management and managers to
prepare the workers for increasing roles and responsibilities. Unique and effective performance
management system can help to identify and analyze the employee development opportunities
and it can be an important part of the succession planning process (Dumas et al, 2013).
Encouragement to staff: Performance appraisals shall be celebration of all the wonderful things
an employee does over the course of a year. It can encourage and motivate the workers form
improving their performance in the organization. Encouraging workers can focus on their own
work and responsibilities to complete the goals of the company.
Rewards staff for a job well done: Under performance management system, rewards and
incentives are given to potential workers to attract more candidates. It will motivate and
encourage the workers to perform at higher-level (Armstrong and Taylor, 2014).
Under performers identified and eliminated: It is very complex task to identify and eliminate the
underperformers within the organization. An effective performance management process help in
identifying and documenting underperformers and allowing for a smooth transition if the
relationship need to be terminated in the firm.
Allows employee growth: An effective performance management system can help the workers
reach their full potential and capability which can be a positive experience for the both the
managers and employee. A good and effective manager takes pride in supervising a worker grow
and develop professionally. Now it is assumed that performance management is a quickly
maturing business discipline which helps in improving the overall value of an organization. It is
a series of organization processes and applications designed to utilize the completion of business
12

Managing people performance
strategy. Performance management system is essential for the managers and leaders to develop
and boost the morale among the employees. Along with this, it helps in getting better results and
outcomes from the whole organization by managing and understanding within an agreed
framework. Moreover, performance management system plays a significant role in the
organization for handling organizational productivity, managing employee performance and for
integrating the management of worker as well as organizational performance. By using
performance management system, the managers are able to know and understand the quantity
and quality of work (Briscoe, Tarique and Schuler, 2012).
Activity 1
Significance of groups and individuals
It is necessary to consult relevant groups and individuals about the work to be allocated and the
resources they will need because it is essential that correct and appropriate resources are put into
place in order to attain long term goals and objectives. It will also help to beat the competitors in
the marketplace. Furthermore, it is important to find and evaluate the best methods, techniques
and tools of distribution, disbursement and management of resources. Also, it is essential to track
the long term resources to determine the needs and requirements of the firm. Along with this, it
helps in maintaining cost of the company. By consulting with individuals, it gives them
ownership and permits them to participate in attaining the goals and targets as it also makes
aware them. Apart from this, planning can be done effectively and efficiently by consulting
teams as well as groups. The organization can easily get to know that what processes, plans and
policies can be used to accomplish the long term mission and vision. Moreover, optimum
utilization of resources can be done easily by consulting with teams and individuals as well. If
the company do not consult with teams and other employees then the organization has chance to
fail in the planning process. As a result, it will affect the growth and success of the firm
adversely. If the firm wants to attain its desired objectives and targets it needs to consult with
individuals and teams within the organization (Bar-Tal, 2012).
13

Managing people performance
2. Resources might be required in business
The resources that might be required in business include human resources, training resources,
financial resources, natural resources, educational resources, physical resources, capital
resources, technology resources, land resources and management resources.
3. What are likely repercussion if resources are not available to employees as needed
If the resources are not available then the firm is unable to fulfill their duties and obligations in
order to attain expected and desired outcomes and results.
Activity 2
1. Operational plan
The work plan should be correlated with operation plan in the organization. The operational plan
may be defined as a process of planning strategic goals and objectives to attain long term mission
and vision of the firm. The main aim of the operational plan is to provide organizational
personnel with a clear picture of their responsibilities and tasks with attaining long term goals
and objectives. In addition, operational plan is essential for the implementing the strategies and
policies (Kerzner and Kerzner, 2017).
2. Work plans
Work plan plays a significant role in each and every organization. A work plan is an outline and
sketch of a set of goals, objectives and processes by which a team or person can attain those
goals and objectives by understanding the scope and criteria of the tasks and work. Work plan
can either be used in professional or academic life. By using work plan, the firm has been able to
meet the requirements of the firm (Slack, Brandon-Jones and Johnston, 2013).
14

Managing people performance
Activity 3
1 Keys to successfully allocating the work to individual employee
There are various keys that should be considered when allocating work to individual employees
have been discussed below.
 Work priority need to be considered.
 The managers need to analyze and evaluate the skills of the workers.
 Person’s availability is must while allocating the resources among the employees.
 Development opportunities shall be provided to individual worker to perform tasks and
duties.
 The interest of the workers is checked and analyze by the top management to assign work
among the workers (Furnham, 2012).
2. Procedures that might be followed to allocate the work
Work shall be allocated after considering the resources and the potentials of the workers. Along
with this, employees must be fully briefed and given them opportunities to ask questions and
make recommendations. In addition, they shall be aware of the level of expected outcomes and
results. Moreover, supervision can be done by the managers while allocating tasks and duties
(Cardona and Morley, 2013).
Activity 4
1. Code of conduct and how it affects work outputs
A code of conduct is a set of rules outlining the social norms, rules, values, religious,
responsibilities and proper practices for an individual. A code of conduct is a set of principles,
values, and rules of behavior and standards that guide the system, procedures and decisions of an
organization in a way that contributes to the welfare of its key stakeholders. It also helps to
protect the rights of the stakeholders within the organization (Collins, 2012). Along with this,
code of conduct is written for workers of the firm which protects the business. A code of conduct
influences the behavior and actions of employee in large extent. It also helps in making effective
15

Managing people performance
decision in the organization. If the code of conduct is followed by the workers then it helps to
make a financial image in the competitive market. A comprehensive code of ethics can provide
extra protection against the illegal activities (Galy, Cariou and Mélan, 2012).
10 ways to check performance standards, codes of conduct and works output
There are various ways to check that teams and individuals are aware of the performance
standards, codes of conduct and work output expectations have been stated below.
 Monitoring and controlling of work processes.
 Financial controlling
 Support performance measures
 customer service levels
 Non-financial performance measures
 Quality outputs and inputs
 Following rules and standards
 Conducting formal interviews
 Maintaining strong and open communication
 Maintaining good relationship
Activity 5
Performance indicators
Key performance indicator is a quantifiable measure and alternative used to evaluate the success
and growth of an organization, and employee in the organization. By using key performance
indicators, the firm can check performance and productivity of the workers on regular basis
within the organization. Furthermore, the organization uses key performance indicators to track
its goals and objectives as it also determine that how best practices are going in the organization
to attain better results. When two companies make a contract with their clients, the two
companies can agree on specific KPIs to tract and handle the success and growth (Rodrigue,
Magnan and Boulianne, 2013). Revenue improvement, increased customer satisfaction, cost
reeducation and process cycle time improvement are main example of performance indicators.
16

Managing people performance
Along with this, business process, service level agreement, service quality, efficiency,
compliance and budget are main key performance indicators which are used by the companies.
Key performance indicators affect the efficiency and productivity of the firm. These indicators
help to know and evaluate the progress of the firm. These indicators also provide support to the
investors to make unique decision for future success and growth. It also helps to make unique
and dynamic strategies and policies for the organization. Apart from this, customer satisfaction
can be possible through effective key performance indicators. It also satisfies the needs,
requirements and desires of the employees. In today’s era, key performance indicators are
becoming an important part of any business and trade aiming for growth and success. Cost
saving can be done through performance indicators within the organization. Moreover, the
company can maximize its profitability and reduce risks and challenges of the market by using
key performance indicators. By initiating key performance indicators, the employees can feel
happy and enjoy their work and tasks at the workplace (Marr, 2012).
Activity 6
Contingency plan and significance of aspects of risk analysis and contingency plan
development
A contingency plan is a course of action that is designed and developed to help an organization
respond effectively and efficiently to a significant future event or situation that may or may not
happen at the workplace. On the other hand, risk assessment is a process of evaluating and
identifying the potential risks and threats that may be involved in a projected activity and
operation (Turskis, Gajzler and Dziadosz, 2012). There are three steps to develop and build
contingency plan in the organization that have been discussed below.
Complete a risk assessment: To develop a contingency plan, risk assessment and evaluation is
essential in the organization. It will help to identify and evaluate the all types of incidences that
will cause the plan of action. By using risk assessment, planning can conduct effectively and
smoothly in the workplace.
Develop the plan: When an employee is developing a contingency plan, there are enormous
things needs to be kept in mind that have been discussed below.
17

Managing people performance
 In the plan, the firm needs to outline the time periods to keep worker on tract. It will help
to delegate roles and responsibilities among the workers.
 The managers need to ensure that plan is simple and smooth.
 Along with this, the management seeks opportunities to reduce risks and challenges in the
workplace.
Maintain the plan: After preparing the contingency plan, there are many steps that should be
followed are discussed below.
 The top management ensures that employees are aware of the plan and they provide
regular training to keep workers updated.
 The managers need to review and evaluate the plan regularly.
There are various aspects of risks assessment and contingency development plan that have been
discussed below.
 By using risk assessment, the firm has been able to identify and measure the risk of the
firm. In this way, the company can assess threats of the competitors.
 It also helps to reduce future uncertainties and events.
On the other hand, contingency development plan helps to minimize damages which could help
to increase production and outcomes. It is an effective tool to reduce bad public relations and it
ensures credit availability. In addition, contingency plan helps in reducing loss of production in
the workplace. A well documented and effective plan allows the workers to move quickly intro
recovery mode rather than waiting for instruction. By implementing a contingency plan, the
company can evaluate and measure all possible ramifications in the event of disaster. In this
way, the firm can take enormous advantages by implementing and initiating the risk assessment
and contingency development plan. Contingency plan also helps to overcome the competitors in
the marketplace (Zwikael and Ahn, 2011).
18

Managing people performance
Activity 7
1. Things need to be considered when developing and implementing performance
management plan
KRA’s and KPIs should be developed to implement performance management plan in the
organization. Planning and system testing is done by the top management to initiate the
performance management plan. Monitoring and controlling is done by top management while
implementing management plan in the firm. Along with this, code of conducts and rules are set
by the human resource management before initiating management plan. In addition, top
management and managers collect feedback and review to analyze and judge the performance
and efficiency of the workers. Proper training and development session are held by the
management within the organization. In this way, the company can easily implement
performance management plan at the workplace.
2. Significance of performance management and review
The performance management is essential to maximize returns and develop skills, knowledge
and potential among the workers. It helps in ignoring discrimination among the employees at the
workplace. Furthermore, performance management and evaluation help to provide valuable
feedback and develop future development requirements, desires and needs. It gives an
understanding of how an individual is performing tasks and how well they think that they are
doing well. It also outlines improvement which may be needed in the organization.
Activity 8
Significance of performance monitoring and evaluation process
Monitoring and evaluation may be defined as a process to help in improving productivity and
achieving outcomes. The objectivity and credibility of the monitoring and evaluation depend on
the independence of the evaluators. Furthermore, it offers consolidated and significant source of
19

Managing people performance
information in the organization. It also improves and reveals issues, mistakes and hurdles and
offer paths for improvements and learning. Along with this, it provides a basis for testing and
questioning assumptions. Performance monitoring and evaluation can be initiated to analyze and
evaluate the efficiency and potential of the workers. If any variation find out during the
monitoring process then effective measurement can be taken within the organization. By using
performance monitoring and evaluation system, the managers and top management can
maximize the growth and success. In this way, it can be said that performance monitoring and
evaluation is called continuous process (Newcomer, Hatry and Wholey, 2015).
Activity 9
Ways to recognize employee contribution and its importance
It is an important function of human resource management and managers to recognize the
employee contribution. If the managers provide recognization to the employees contribution it
helps in motivation and encouragement. It also ensures that there is a favorable and positive
organizational climate at the workplace. There are various ways to recognize worker contribution
have been detailed below.
 The managers need to develop and build a comprehensive system of employee
recognition which helps to inspire people in the organization.
 In order to make a worker recognition program effective, managers have to know and
understand the needs, requirements and desires of the employees for attaining the results
of the firm.
 A great and effective way to recognize employee is by rendering them some extra
benefits. These extra benefits could be bonus, incentives, rewards and incentives which
would make employees feel that their hard work and effort is paying off.
 Introduce various training and educational programs that could enhance and encourage
efficiency and knowledge of the workers.
The employee recognition is important to increase individual productivity and outcomes and
retention of quality employees can be increased. It reduces employee turnover and absenteeism
within the organization. Great satisfaction and enjoyment at work is one of the significant
20

Managing people performance
benefits of employee recognition. Along with this, the employees can get higher satisfaction and
loyalty scores from the customers in the marketplace. Additionally, teamwork and collaboration
can be enhanced through employee recognition. Furthermore, it helps in maintaining open
communication to run the business activities in hassle free manner (Welch, 2011).
Feedback and its importance
In an organizational context, feedback is a process to send ideas, information and opinion to an
entity about its prior behavior and action so that the entity or individual may adjust its future and
current behavior to attain desired goals and results. Feedback is occurred when an environment
reacts to a behavior and action. Feedback is essential and vital wherein the employee and leader
discuss best possible ways effectively and efficiently work together to accomplish the
organizational goals. Feedback can be either in formal or informal in the firm. Informal feedback
is more flexible and elastic than formal feedback because it is free from all types of formalities
and issues (Burke, 2017).
Informal feedback is significant to develop rapport with workers and learn them in an ongoing
manner. It provides direction and assistance to an employee for doing work efficiently. Informal
feedback system is used by the managers and supervisors as well at the workplace to increase
profitability. It helps to make employees more reflective and aware about their learning and
development. Along with this, management sometimes is unable to send all information by
formal system. Hence, informal system covers this entire gap in the organization. Under informal
feedback, the workers can discuss their problems and issues freely and they can solve it. For this,
work and task can be done properly and it boosts efficiency of the worker. Coordination and
cooperation in informal feedback leads to improve and enhance interpersonal relationship that is
vital to carry out the business operations and activities smoothly. By using this system,
employees are able to inform their managers about their demands, issues and the ways to build
the implementation system of the tasks and duties. As a result, it provides an opportunity to send
the suggestion to their top management. In this way, system plays an empirical role to complete
the tasks and duties properly. Under this system workers can disclose their needs, emotions and
sentiments to others without feeling any hesitation (Baker et al, 2013).
21

Managing people performance
How and why performance appraisal should be held
To conduct the effective performance appraisal, the firm should develop and design a legally
valid performance review process and set the standards for performance appraisal. It will help to
conduct unique and attractive performance appraisal within the organization. Furthermore, the
managers should schedule the first performance review and evaluation for six months after the
employee starts employment and work (Anstey, Riggar and Walker, 2017). There are various
reasons to initiate performance appraisal system in the organization which has been discussed
below.
Make employees feel valued: The employees feel valued and praise with the help of effective
and unique performance appraisal system.
Resolve grievances: The appraisal provides a great opportunity to address and resolve the
concern of the workers.
Set new goals: It also helps in setting new goals and objectives in the firm (Goel, 2012).
Significance of training to handle performance reviews/appraisal interview
The managers and workers need training and development coaching to understand and know
whether how the system works, how they can contribute and what the outcomes of the appraisal
should be. They should understand and be involved in setting appropriate performance rules and
standards. The managers and employees need to understand how the performance appraisal
process suits with the company’s expectations and procedures for the future productivity. Apart
from this, workers should attend the review with a self evaluation. In addition, a review shall be
an effective and dynamic tool for improving and enhancing worker productivity and satisfaction.
Managers should receive training and development coaching to keep files relating to strengths
and weakness of the employees. Additionally, the employees are able to discuss issues related to
workplace by receiving training in the organization (McDermott, 2016).
Role of performance management processes and performance evaluation
Performance management system is an effective and dynamic tool to analyze and evaluate the
productivity, efficiency and effectiveness of the workers. No company can explore and expand
22

Managing people performance
the business activities without effective and talented workforce. To analyze the performance of
the workers, performance management system is initiated by the HRM within the organization.
There are various components of performance management system including performance
planning, ongoing performance, performance appraisal meetings, data gathering, documentation,
observation and performance coaching. The selection of the workers for transfers, promotions
and other actions can be possible through an effective performance management system.
Additionally, it also helps in improving and enhancing the efficiency and potential of the
ineffective and poor workers who are unable to perform roles and duties successfully. Moreover,
employees are motivated and inspired with the help of effective performance management
process in the organization. Under this system, managers and supervisors set long term goals and
objectives, monitor their productivity, give regular feedback and conduct performance reviews.
Using monitoring and controlling, the employees can better understand and know that what the
skills they need to develop and improve. Performance feedback also fulfills the basic human
needs and requirements, which leads to higher morale and self esteem. Furthermore, a dynamic
performance management process can enable managers and leaders to better understand and
evaluate the strengths and weaknesses of the workforce. Also, the employees are able to
understand their job roles and responsibilities within the organization by using performance
management system. Using an optimal and unique PR system, managers can easily administer
and handle the actions and tasks fairly. In this way, performance management system provides a
right platform to the workers to perform assigning tasks and duties successfully and smoothly.
On the other hand, performance evaluation is an important tool which is used by managers and
top management to measure the productivity of the workers. The managers can assess
employee’s strengths and weaknesses in the firm. Performance evaluation brings a manager and
employee on the same table. This means it helps in reducing and eliminating the differences and
issues that are raised at the workplace. Performance evaluation also provides support for
handling and resolving the issues and conflicts. It also helps to measure and asses the overall
worth of the particular employee in the organization. The performance evaluation also provides a
chance for the workers to make care for him that could lead to increase additional advantages. In
this way, performance evaluation provides significant benefits to the workers as well as
managers (McDavid et al, 2012).
23

Managing people performance
Good performance management system
The main aim of the human resource management is to develop effective performance
management system in the organization. Each and every company should be performance
management system to analyze the skills, potentials, knowledge and experience of the
employees. This system helps to maintain reciprocal relationship between employee and
employer as it also increases and enhances productivity of the workforce. If the company does
not maintain a dynamic performance management system then it cannot meet its desired mission
and vision. Reduction in issues, barriers and conflict is one of the significant benefits of
performance management system at the workplace. Along with this, it helps in boosting and
improving loyalty and trust of the employees. Absenteeism and culture issues can also be
reduced by using unique performance management system (Shields et al, 2015).
An explanation of formal and informal feedback
Informal feedback is the form of passing comments and order like great job on birthday cake,
Tim. The guest will happy with it. On the other hand, formal feedback comes in the form of a
meeting or appraisal about productivity and performance. Formal and informal feedback plays an
empirical role in the organization to maintain unique relationship with employees. No company
can grow its business in the market without using effective and unique feedback (H. Mulder,
2013).
Activity 10
1. How issues might be documented and who might it be necessary to advise
It is necessary to resolve and handle the performance issues to accomplish the long term goals
and targets. Documentation is also essential to promote the growth, to let the workers how they
are progressing and succeeding and to provide motivation to the workers. If the performance
issues are measured and evaluated, the top management and HRM might need to be assisted and
advised regarding the performance issues. They communicate with workers to understand the
cause of the issues and barriers. In this way, performance issues shall be identified and
documented to provide evidence for performance plan implementation and future growth. In this
way, upper management and HRM play a vital role to identify the issues and challenges in the
24

Managing people performance
firm. Along with this, the firm has been able to meet its objectives and targets in a hassle free
manner. Documentation is an evidence of issues and barrier which is raised in the workplace.
Furthermore, documentation helps to provide regular feedback about the performance of the
employees (H. Mulder, 2013).
2. How would you approach sue regarding these complaints?
Sue works for you in a busy, customer focused technology support center. Her position requires
her to answer the telephone, handle face to face enquiries regarding technical difficulties, user
her knowledge and experience to solve problems and finally to communicate solutions to
customers. Until recently you considered sue to be very capable. You received good feedback
from other staff and customers about her technical ability and customers generally. Recently,
however, you have received a number of complaints about her from one of your colleagues and
from several customers. The complaint relates to her terse and harsh interpersonal and her lack of
responsiveness and deal with problem. In this case open communication is build and developed
by the firm. Along with this, one-on-one conversation in private shall be done as it can become
best option for the employees. Apart from this, suggestion would be given to the employees
regarding the complaints. In addition, an honest, casual and open approach should be initiated
within the organization. Open and casual approach helps in detecting issues and conflicts among
the employees. Feedback must be collected to improve and judge the performance of the
workers. In this way, issues and problems can be resolved.
Activity 11
1. Coaching and mentoring
Coaching is form of development in which a person and individual called a coach provides
supports to the employees in order to achieve goals and objectives by providing training and
development guidance. Mentoring is done by talented and skilled person within the organization
for improving and enhancing the efficiency and effectiveness of someone in the workplace. It is
a process of assisting to the employees by using a number of procedures and processes. On the
other hand, coach develops and builds specific skills and development. It may include the level
of personal interaction that a mentoring roll would deliver. Mentor maintains close relationship
25

Managing people performance
with workers to accomplish the common goals. In addition, various strategies and plans are used
by mentor for providing knowledge and experience to the workers. Mentoring indicates a
reciprocal relationship between personal support and encouragement. In this way, the company
can get better results and outcomes. On the other hand, various coaching session and programs
are held by coach to improve the efficiency and effectiveness of the employees (Dolores Vidal et
al, 2012).
2. What circumstances might be necessary to provide on-the-job coaching
On the job coaching is provided to the employees for increasing and enhancing the job
satisfaction and morale. If issue is raised in the firm due to lack of understating and
communication, then on-the-job coaching is provided by the mentor and coach at the workplace.
Furthermore, on the job coaching is provided to get better results and outcomes within the
organization. Along with this, on the job coaching plays a key role in decreasing turnover in the
organization. In addition, if there is absenteeism occurred then on the job coaching is held by
mentor at the workplace. In this way, the mentor and coach help in motivating and inspiring the
employees successfully. Moreover, if the company introduces new technology and brings
changes within the organization then on the job coaching is initiated by the mentor and coach. It
will also help in employee engagement and open communication. Therefore, mentor and coach
are responsible to provide proper guidance and assistance to the workers.
Activity 12
Significance of document and record performance
It is significant to record and track the performance and productivity of the workers to make a
unique image globally. If the company is unable to maintain proper record of the employee’s
performance then various issues can be dealt by the firm. The significance of document and
record performance has been detailed below.
 To determine that how business is performing and managing
 To evaluate and identify the productivity levels
 To render evidence, facts and solutions for future
26

Managing people performance
 To identify and measure the training and development needs and improvement
 To evaluate that whether actual productivity matches with standard performance, if there
is any variation find out then effective measures can be taken.
 Assist and analyze income, transfer and promotion
 To improve and enhance the productivity of the workers.
 To analyze and identify the backgrounds of the employees
Activity 13
1. Procedure might be followed to implement a performance improvement plan
Performance improvement plan is designed to facilitate constructive and effective discussion
between the employees and employer to analyze and clarify the exact productivity and
performance. Firstly, the managers need to find out the problems that whether the problem is
related to behavior or performance. Identify and measure the standards and norms that need to be
improved and evaluated. The organization clearly defines the areas that need to be improved.
After setting the goals and objectives, identify and analyze the need of the mentoring, support
and coaching and establishes an evaluation date. Furthermore, measure and analyze the
performance and productivity against the expected standards and results. Along with this, the
company should analyze the ways and methods through which the performance can be rewarded
and recognized. In addition, explain the process and procedure that must be followed by the
workers. Moreover, excellent and effective performance can be identified and evaluated by
praise and acknowledgement. On the other hand, rewards and incentives shall be offered by the
firm to implement performance improvement plan. Training and development coaching shall be
provided by the managers and leaders. It will help to appreciate the hard work and efficiency of
the workers. Mentoring and coaching programs and sessions must be held by the company to
initiate the performance management plan within the organization. It will also help to provide
support and assistance to enable the workers to perform tasks and roles effectively. In addition,
counseling session can be conducted by the firm to improve performance management plan.
Furthermore, the firm should explain the disciplinary actions that can be taken if a worker
performance and productivity does not improve. All these procedures must be documented while
implementing a performance improvement plan (Duckworth et al, 2011).
27

Managing people performance
2. HR expertise be of Benefits to managers and employees who are negotiating
performance improvements
When an organization developing and improving process, plans and procedures, HR need to take
advice to resolve the issues and challenges in the firm. They should provide support and
guidance to expertise for eliminating the challenges and hurdles within the organization. HR
maintains a relationship between managers and employees to conduct business activities
successfully. They draw up satisfactory results and outputs that can be benefited the employees
and employers as well. Furthermore, HR can also keep discussion on track and clarify the
barriers and issues with employees. They are also responsible to maintain a positive working
environment in the organization. Along with this, they also ensure and protect the rights and
interest of the managers and employees. If the constant performance management and counseling
are failed to handle and resolve the issues and hurdles, HR can be interfered for resolving these
issues and problems. In addition, they can take further action to overcome the rivalries globally.
HR makes unique and dynamic policies and procedures for doing work in a hassle free manner
(Bouskila-Yam and Kluger, 2011).
It shall be noted that motivation is one of the significant benefits for the workers and mangers
that are provided by the HRM. They maintain close relationship with workforce to handle the
conflicts and obstacles at the workplace. It helps to maximize the outputs and returns of the firm.
Moreover, training and development session and seminars can be held by HR to manage
performance improvement plan. Effective recruitment and selection are done by human resource
management to select right and potential candidate within the organization. In this way, the firm
can meet its long term success and sustainability in the global market. On the other hand,
performance appraisal can be done by HR to encourage the productivity of the employees. In this
way, HR renders enormous benefits for the welfare of managers and employees in the
organization.
3. Steps might be taken if it is necessary to follow up performance appraisals
Performance appraisals play an integral role in each and every company to enhance the
efficiency of the employees as it also increases outputs of the firm. Human resource management
and upper management help in conducting performance appraisals within the organization.
28

Managing people performance
Along with this, HR is responsible to provide appraisals and incentives to the employees. All
documentation shall be done for collecting facts and evidence within the organization. Apart
from this, performance goals and objectives must be analyzed and identified to determine and
evaluate whether they are being attained or not. If there is needed new goals and objectives shall
be set the human resource management (Daley, 2012).
Activity 14
1. How could excellent performance can be rewarded
The company can provide motivation to the workers for their excellent performance. Along with
this, rewards, incentives, bonus, monetary and non-monetary benefits can be provided for their
effective productivity and performance. It will help to enhance and inspire the employees for
performing roles and responsibilities in a hassle free manner (Musgrove, 2011).
2. What good performance system should aim for?
A good and effective performance system must aim for improvement in the worker performance
and productivity. The human resource management should provide opportunities for growth and
development in the workplace. It helps in encouraging the workers as it also provides growth and
personal development opportunities. Along with this, an effective performance management
system also offers opportunities for mentoring, coaching and counseling and analyzing the need
and requirement for training. It shall be noted that it provided diversify tool for employee growth
and success within the organization. HRM also analyzes and measures the production capacity of
the worker at the workplace maximize the production of the firm. In addition, various
disciplinary actions and steps must be taken by top management and human resource
management to maintain favorable culture at the workplace. This culture will lead to attain long
term vision and mission. If the managers and top management decide that an employee is so poor
and unable to perform roles and responsibilities effectively then strict actions can be taken by
them. There are various things need to develop and implement performance plan that have
detailed below.
 The history and abilities of the workers.
29

Managing people performance
 Timeframes and training opportunities and growth
 Possible future outcomes and results
 How performance and productivity can be measure
 Determine motivation tools and techniques.
 Analyze if any disciplinary action has been taken.
 Feedback can be collected
 Rewards and incentives can be provided
All these things help to improve and implement the good and effective performance system
within the organization. It also helps the firm to make a unique image in the market that helps to
differentiate from its competitors. Long term goals and targets can be achieved with the help of
good performance system. Feedback provides support to maintain effective performance system
in the workplace (Olsson and Roxå, 2013).
3. What should do in the following situations
Case 1
An employee is going through a nasty divorce. As a result of the divorce, the workers can no
longer afford to pay for child care for their 4 and a half year old child. The child will be starting
school in 4 months time and the school offers free after school care for working parents. The
employee has been distracted at work, making more errors than usual. They have had a lot of
time off and often have to leave work early to care for the child. Previous to this the employee’s
performance was excellent. In this case, the company shifts the employee’s hours for providing
take care to the child. It is necessary to support them because they are a significant and valued
employee. Along with this, delegation of some of their task to other person may be helpful for
the employee. It will reduce the work pressure of the employee.
Case 2
An employee’s performance is identified as being unsatisfactory. The reasons for the worker’s
poor performance are not satisfied. The employee will focus on their tasks and duties widely to
30

Managing people performance
attain desired goals and objectives. It can be one of the best approaches for the worker and
employer as well.
Activity 15
1. Significance of counseling in the performance
It is true that counseling can be integrated if the performance and productivity does not improve.
Counseling is the process ad provision of professional guidance and assistance in handling and
resolving personal and psychological issues and challenges. If the employees are unable to
improve performance, then counseling sessions are held by the company to improve and boost
the employee’s performance. Counseling provides guidance and knowledge to do work
effectively. Furthermore, it develops and improves the confidence and morale of the workers at
the workplace for doing tasks and duties (Sue and Sue, 2012).
2. Disciplinary actions
If the employee is unable to perform tasks and duties then unique disciplinary actions can be
taken by the firm. Guidance and training sessions are held by the company to improve the
performance. If employee does not improve performance then warning letter can be issued by the
firm (Wadhwani and Bucheli, 2014).
.
Activity 16
Case 1
In first condition, the managers and leaders to focus on the training and development coaching
which help to boost and develop the confidence of the employees. Dismissal needs to be looked
to improve the employee’s performance and outcomes. Along with this, termination can be done
by the firm. In addition, managers and top management consult with HR to improve and develop
the productivity and performance of the workers. For this purpose, all the documentation process
shall be done and presented as evidence for making effective decisions. Apart from this, unique
31

Managing people performance
and effective strategies such as performance management system, performance appraisals would
be initiated by the managers and upper management.
Case 2
An employee’s behavior and actions at work has become erratic and their performance and
productivity has slipped markedly. They have on occasion, attended work smelling of alcohol
and behaving as though intoxicated. When the leaders speak to the worker, the worker admits
that they have a problem and issue with alcohol but does not know where to turn to get help. In
this condition, awareness plays a significant role to aware the workers in order to eliminate and
reduce the side effects of alcohol. They should focus on hygiene factors to maintain a favorable
environment. In addition, the top management should offer some time to the workers to give a
chance to them for eliminating and averting these issues. Guidance would be provided to the
workers in the workplace.
Case 3
A worker’s performance and productivity has been measured as being unsatisfactory and the
employers are unable to improve the performance of the workers. Although, training and
learning sessions were held by managers but there has been no improvement in the productivity
of the workers. In this case, managers should provide more training to the employees and they
should ask the causes of failures. In this way, managers should retrain the employees for
improving the performance and productivity. Delegation of tasks and duties shall be done
properly to enhance the performance of the workforce. Along with this, managers should sit with
workers to understand their grievances and issues related to the workplace. All these functions
would be performed by the managers if the employees are unable to perform tasks and duties
well.
32

Managing people performance
References
Andreeva, T. and Kianto, A., 2012. Does knowledge management really matter? Linking
knowledge management practices, competitiveness and economic performance. Journal of
knowledge management, 16(4), (pp.617-636).
Anstey, E., Riggar, T.F. and Walker, J., 2017. Staff appraisal and development. Routledge.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Baker, A., Perreault, D., Reid, A. and Blanchard, C.M., 2013. Feedback and organizations:
Feedback is good, feedback-friendly culture is better. Canadian Psychology/Psychologie
Canadienne, 54(4), (p.260).
Bar-Tal, D., 2012. Group beliefs: A conception for analyzing group structure, processes, and
behavior. Springer Science & Business Media.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012. Human resource
management in public service: Paradoxes, processes, and problems. Sage.
Bouskila-Yam, O. and Kluger, A.N., 2011. Strength-based performance appraisal and goal
setting. Human Resource Management Review, 21(2), pp.137-147.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
33

Managing people performance
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Camisón, C. and Villar-López, A., 2014. Organizational innovation as an enabler of
technological innovation capabilities and firm performance. Journal of business research, 67(1),
(pp.2891-2902).
Cardona, P. and Morley, M. eds., 2013. Manager-subordinate trust: A global perspective.
Routledge.
Cardy, R. and Leonard, B., 2014. Performance Management: Concepts, Skills and Exercises:
Concepts, Skills and Exercises. Routledge.
Collins, D., 2012. Business ethics: How to design and manage ethical organizations. Hoboken,
NJ: Wiley.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Dolores Vidal-Salazar, M., Ferrón-Vílchez, V. and Cordón-Pozo, E., 2012. Coaching: an
effective practice for business competitiveness. Competitiveness review: an international
business journal, 22(5), pp.423-433.
Duckworth, A.L., Grant, H., Loew, B., Oettingen, G. and Gollwitzer, P.M., 2011. Self‐regulation
strategies improve self‐discipline in adolescents: Benefits of mental contrasting and
implementation intentions. Educational Psychology, 31(1), pp.17-26.
34

Managing people performance
Dumas, M., La Rosa, M., Mendling, J. and Reijers, H.A., 2013. Fundamentals of business
process management (Vol. 1, p. 2). Heidelberg: Springer.
Furnham, A., 2012. The psychology of behaviour at work: The individual in the organization.
Psychology press.
Galy, E., Cariou, M. and Mélan, C., 2012. What is the relationship between mental workload
factors and cognitive load types?. International Journal of Psychophysiology, 83(3), (pp.269-
275).
Goel, D., 2012. Performance appraisal and compensation management: A modern approach.
PHI Learning Pvt. Ltd..
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement.
Human Resource Management Review, 21(2), pp.123-136.
H. Mulder, R., 2013. Exploring feedback incidents, their characteristics and the informal learning
activities that emanate from them. European Journal of Training and Development, 37(1),
(pp.49-71).
Harrison, R., 2011. Learning and development. Development and Learning in Organizations: An
International Journal, 26(1).
Kenny, G., 2012. Strategic Planning and Performance Management. Routledge.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Locke, E.A. and Latham, G.P. eds., 2013. New developments in goal setting and task
performance. Routledge.
35

Managing people performance
Marr, B., 2012. Key Performance Indicators (KPI): The 75 measures every manager needs to
know. Pearson UK.
McDavid, J.C., Huse, I., Hawthorn, L.R. and Ingleson, L.R., 2012. Program evaluation and
performance measurement. Sage.
McDermott, J., 2016. Exploring how and why the front line manager impacts employee attitudes
and behaviours in the context of a high performance work system (Doctoral dissertation).
Mone, E., Eisinger, C., Guggenheim, K., Price, B. and Stine, C., 2011. Performance management
at the wheel: Driving employee engagement in organizations. Journal of Business and
Psychology, 26(2), (pp.205-212).
Musgrove, P., 2011. Financial and other rewards for good performance or results: a guided tour
of concepts and terms and a short glossary. Washington, DC: World Bank, p.12.
Newcomer, K.E., Hatry, H.P. and Wholey, J.S., 2015. Handbook of practical program
evaluation. John Wiley & Sons.
Olsson, T. and Roxå, T., 2013. Assessing and rewarding excellent academic teachers for the
benefit of an organization. European Journal of Higher Education, 3(1), pp.40-61.
Parmenter, D., 2015. Key performance indicators: developing, implementing, and using winning
KPIs. John Wiley & Sons.
Rodrigue, M., Magnan, M. and Boulianne, E., 2013. Stakeholders’ influence on environmental
strategy and performance indicators: A managerial perspective. Management Accounting
Research, 24(4), (pp.301-316).
Rummler, G.A. and Brache, A.P., 2012. Improving performance: How to manage the white
space on the organization chart. John Wiley & Sons.
Salvendy, G., 2012. Handbook of human factors and ergonomics. John Wiley & Sons.
36

Managing people performance
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance &
Reward: Concepts, Practices, Strategies. Cambridge University Press.
Slack, N., Brandon-Jones, A. and Johnston, R., 2013. Operations management. Pitman.
Sue, D.W. and Sue, D., 2012. Counseling the culturally diverse: Theory and practice. John
Wiley & Sons.
The future of the past in management and organization studies. Organizations in time: History,
theory, methods, pp.3-32.
Thornton III, G.C. and Byham, W.C., 2013. Assessment centers and managerial performance.
Elsevier.
Turskis, Z., Gajzler, M. and Dziadosz, A., 2012. Reliability, risk management, and contingency
of construction processes and projects. Journal of Civil Engineering and Management, 18(2),
(pp.290-298).
Wadhwani, R.D. and Bucheli, M., 2014.
Welch, M., 2011. The evolution of the employee engagement concept: communication
implications. Corporate Communications: An International Journal, 16(4), (pp.328-346).
Zwikael, O. and Ahn, M., 2011. The effectiveness of risk management: an analysis of project
risk planning across industries and countries. Risk analysis, 31(1), (pp.25-37).
37