Performance Management and Review Report: Leadership and Innovation

This report delves into the intricacies of performance management, operational planning, and emotional intelligence within the context of a case study involving ABC Business Consulting and eCart. It begins by defining performance management and outlining its key steps, including setting goals, providing feedback, and rewarding employees. The report then examines operational planning, differentiating between long-term and short-term models, and exploring methods for achieving organizational objectives. Furthermore, it analyzes the role of emotional intelligence in the workplace, discussing its benefits and impact on business objectives. The report also covers workplace relationships, legislative requirements, and innovation theories. It offers insights into performance management systems, strategies, and the significance of networks in enhancing skills and relationships. Through a case study approach, the report provides practical examples and recommendations for effective leadership and organizational improvement.

Performance management and
review

Introduction
• Performance management is defined as one of the
procedures that is mainly utilized for creating
proper work environment
• So that people generally get properly enabled in
order to perform to the best of their abilities.
• It is mainly considered as one of the ongoing
procedures of communication between the
employees as well as supervisors
• It helps in accomplishing the strategic
organizational objectives

Steps for performance management
• Performance management is defined as one
of the important procedures for evaluating
as well as managing the entire performance
of the workplace
• There are a number of steps that helps in
managing the performance of the
organization are:
• Identification of performance standards
• Setting goals for the worker

Steps for performance management Contd.
• Offering feedback and reviews to the
workers: Proper reviews as well as
feedback should be provided to the workers
• Providing training opportunities: Proper
training opportunities should be given to
the team members for managing the entire
work quite effectively.
• Rewarding workers: It is quite necessary to
reward the workers who generally performs
well

Steps for performance management Contd.
• Counsel workers: It is quite necessary to
counsel workers when the performance as
well as conduct that they are performing is
generally poor.
• Discipline workers: Providing proper
strategies of discipline to the workers when
the entire performance is poor such that the
performance as well as conduct is
unacceptable.

Review process
• Review within the workplace is done for
exploring as well as properly understanding the
entire situation
• It gives us proper practical as well as strategic
advice for resolving the issues that are linked
with the problems of the workplace.
• It is quite necessary to determine the issues,
risks as well as opportunities for improving the
morale, efficiency as well as ethics of the team.

Steps for reviewing performance
• Utilization of forms for the employees that further helps in
opening the door for agreement or disagreement on proper
evaluation point.
• Providing proper notice to the employees when the entire
review will generally take place
• Proper training should be provided to the supervisors who
generally conduct the review
• Appraise the job performance as needed for the position
• Proper list of employees with their effective job functions are
required
• Presentation of well-developed list of action

Documentation needed
The documents which are required for
managing the performance of the workers are
generally elaborated below:
• Training manuals: It is found that proper
training manuals should be provided to the
employees as well as workers of the
organization for improving the
performance.

Documentation needed Contd.
• Proper checklist: Checklist based document
should be created for making sure that the
employees are performing well and in context
to which characteristics.
• Performance management document: Proper
performance document is generally is used in
order to record essential information that are
needed for managing the performance of the
workers.

Legal or ethical requirements
Legal or ethics are considered to be important for
managing the performance within the workplace as
ethics is considered as one of the procedures of
rational thinking that generally aimed at properly
establishing the value that they generally hold. The
ethical requirements include:
• Higher employee loyalty’
• Honouring of organizational policies’
• Satisfied customers

References
• Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the
public sector. Routledge.
• Ahmed, T.M., Bezemer, C.P., Chen, T.H., Hassan, A.E. and Shang, W., 2016, May.
Studying the effectiveness of application performance management (APM) tools for
detecting performance regressions for web applications: an experience report.
In Proceedings of the 13th International Conference on Mining Software
Repositories (pp. 1-12). ACM.
• Mone, E.M. and London, M., 2018. Employee engagement through effective
performance management: A practical guide for managers. Routledge.
• DeNisi, A.S. and Murphy, K.R., 2017. Performance appraisal and performance
management: 100 years of progress?. Journal of Applied Psychology, 102(3), p.421.

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