Performance Management: Definition, Benefits, and Planning

This article discusses the definition of performance management, its benefits for managers and employees, and the process of performance planning. It also explains the difference between strategic and operational plans, threshold and differentiating competencies, and absolute and comparative evaluation approaches. The article provides examples and references to support the concepts discussed.

Running Head: PERFORMANCE MANAGEMENT
PERFORMANCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Q. 1 Define Performance Management and give an example of what it is and what it
isn’t.
Performance management is a process to help employees in managing their productivity,
feedback, accountability, and documentation regarding their performance outcomes and
channelize their respective talents in enhancing their organizational goals. The employees and
their leaders were mainly focused on the communicational approach, and the process occurs
throughout the whole year to make and implement strategic objectives of an organization.
The performance management helps to clarify expectations, setting an aim to identify goals,
provide feedback to review the employees’ productivity results (Buckingham & Goodall,
2015).
The performance management process is much different from a yearly appraisal
program. Here, in this case, David Kuhn is a hypothetical reporter at a major newspaper in
the United States, Therefore, the process of the performance system will be based on the facts
related to the establishments of scientific and reasonable performance-focused directly on the
productivity, quality of work, dependability, and adherence to company values and policies
as well as contribution to the effectiveness of others (Arnaboldi, Lapsley & Steccolini, 2015).
The performance management of an employee is solely based on the development of working
culture by goal establishment, strategic objectives, satisfying and monitoring goals to
enhance the performance of the employee as well as the organization. Whereas, it is often
misunderstood as a yearly appraisal initiative to promote an employee based on their annual
performance review (DeNisi & Murphy, 2017). Henceforth, the bright idea needs to be based
on the purpose, increased feedback as to modify the autonomy of an employee by citing some
specific changes to go further and make a sustainable implementation of the talent they
possess and the valuation they should receive.

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Q2. How does Performance Management benefit managers and employees? Give an
example for each.
A performance management system is developed with a plan to enhance the services
provided by the managers and the employees. The main goal it serves is to evolve the
employees’ work performance by presenting them their working performance based on the
perspectives set by the managers. Therefore, the management system helps the managers to
set expectations for an employee as well as the employees to assess their development and
progress on their weak points. There are ways the performance management system helps,
they are as follows –
Motivate employees to improve performance –
The performance management program is a sustainable way to present and promote the
assessment of the employees in the ways the managers and the staffs work in according to the
plan, program and goals to achieve rather than just individual participation in organizational
development. Here, the performance of David Kuhn in the role of a hypothetical reporter in
the daily planet has been assessed by his supervisor John DuBois, and as a result, he
suggested that David needs to improve his productivity based on the low-performance scores.
Managers can assess their employees’ strengths and weaknesses –
The performance management system enables the managers to understand the strengths and
weaknesses of the employees’ skill sets and efficiency level. Therefore, it helps them to
assess plans and set goals. Hence, the employees are well observed by the managers and that
effect in the improvement of the employees. Here, in this case, David Kuhn has been assessed
by his supervisor and found out that David’s strength factors are his Quality of work and
Dependability and his weak factors are productivity and contribution.
Engagement of the employees –

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A well-maintained performance system enhances the way of engagement among the
employees as well as with the manager. Therefore, it results in making employees not to
leave the organization as well as motivate them to work better for more involved and
committed towards working goals. Hence the performance review can result in make
discussion among employees in order to solve problems regarding their goals and speed up
the process.
Understanding job responsibilities –
An effective general manager can help the employees in making understand their tasks that
may help in progressing their workforce as well improving their responsibilities towards their
job roles. A well maintained human resource system can help in making the employees’
performance enhance in many ways that can be very effective and helpful for the managers as
well as the employees to create and approve of the understanding of supportive nature of the
responsibilities towards a role of an employee.

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Q. 3 Distinguish between social projection bias and false consensus bias.
The projection bias is kind of constructing bias that is related and involved in overestimating
the degrees in which other people agrees with the facts related to us. In this bias process
people tend to think and feel as well as assume that their behaviour will be like other as they
assume. In this way people assume that the way they speak, think and behave is like typical.
Therefore, others need to behave in that manner as well.
This projection bias is a tendency of the people’s beliefs as applied to the comparisons
making the people relate to themselves. The bias also influences people in estimating the
future selves of them in the projection of other’s point of views. People affected due to the
bias believes that thinking, feeling as well as acting like others in the future will be the same
as they use to do now (Boman, Rebellon & Meldrum, 2016). Therefore, researchers have
found out that the prediction making behavioural changes can happen anytime soon. Hence,
the experiences of the people can be empathizing of their future selves. Whereas, the false
consensual bias is a tendency, in which the people tend to overestimate the degrees that every
people will agree with them as well as think and behave like the same as they do.

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Q4. Define Performance planning.
The process of performance planning refers to the formal process of identifying and planning
an individual or organizational goal in order to reach the client in the best way possible to
them. The performance planning process is assessed by both the employer and the employees
as well in order to make and present a proper plan depicted as the development plan.
The performance planning process includes performance planning development plans
rewards and feedback. Therefore, to agree on the individuals job responsibilities and to
clarify the goals and objectives. In order to clarify the goals and the relative objective that
need to be achieved by the performance planning objectives. Score as the performance
planning process this is an individual’s or organisation’s personal achievement that reach
them back the best way possible. Hence, an organisation is best developed when a
performance planning process is ongoing in order to enhance the workforce of the employees
as well as the managers of the organisation.
Q5. What are the steps in the creation of a successful strategic plan?
A successful strategic plan is often described as the organisational process of defining Tamil
attack strategies and direction as to make decisions to allocate their resources in order to
show their strategies. Strategic plan can be simply described as how to create a map in order
to determine if an organisation is sloth to reach their target or goals tone make a recognising
success. There are some phases to make a successful strategic plan -
Preparation -
This process helps to identify the reasons for planning and determining what can be the
outcome if the organisation is going down. Therefore it is involved with a cross functional
teamwork to make sure the plan is reproductive.

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Mission vision and values -
This process helps to create more valuable strategic plan if and organisation does not have
them and ensuring that the the plan can be the foundation of a business.
Goals and objectives -
This process helps to state clear vision regarding the specifications to accomplish the
objective regarding the specific activities is required to achieve the goals starting from the
present condition.
Action plan and timeline -
This action planning process helps to include the typical decisions like who will be doing
what and when as well as in which order for the organisation to achieve the strategic target.
Implementation of the plan -
In this process the things related to the strategic plan details about the things that are are
falling apart. Therefore to implement the rolls responsible for making clear action plan that
can integrate the goals and the objectives to perform better and create more sustainable
reviews in order to generator more incentives.

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Q6. What is the difference between Strategic and Operational plans?
Planning is a very important activity for managing and organisation. Planning needs to keep
the mission vision as well as views tu to maintain and achieve all the objectives of an
organisation. Therefore planning needs to be advance as well as futuristic to create and fulfil
all the business objectives regarding the organisation. Planning can be of two types in
corporate level, one of them is termed as strategic planning and the other one is known as
operational planning.
In order to compare in between strategic planning and operational planning, discussion will
follow some of the basic comparisons regarding the factors of the planning process. Strategic
planning is made to achieve the vision of an organisation where as operational planning is
made to decide the advancements that needs to be done in order to achieve the tactical
objectives. Strategic planning is a long term planning but operational planning is a short term
planning. Approach of strategic planning is extroverted, where as the operational planning is
an introverted approach. The strategic planning can be modified generally as the plan lasts
very longer where I am operational planning needs to be changed every year. Strategic
planning is generally performed by top level management boards, but operational planning is
performed by middle level management. The scope of strategic planning is very wide, but
operational planning has very narrow scope. The main emphasis of the strategic planning to
plan the mission vision and the objectives of an organisation where as operational planning
emphasizes on planning the activities related for an organisation.

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Q7. Voice behaviour is a type of behaviour that emphasizes what three things?
Voice behaviour of an employee can be effective in terms of much instrumental
organisational success. There are several perspectives used in order to differentiate in this
field of employee's voice behaviours. Researchers suggest that there is a strong influence of
attachments relating to psychological and influential detachment among the employees voice.
This has a greater effect in the leader member relationship in the organisational behavioural
approach. In addition to this they are three main factors that effects on the nature and social
forces of employee and manager relationship by engaging them with the voice behaviour to
motivate them rather than maintaining silence. The three main factors are –employees
cognitive and emotional resources, social interdependence related to co workers and the
supervisors leadership style in shaping voice behaviour (Chou & Walker-Price, 2018).
The first one is personal resources of voice behaviour is required to meeting the abilities and
motivate employees in order to think ok and react in different ways for the present
organisational situation improvement. The second one is focused on maintaining social
interdependence as to mean psychological effect that can be generated through voice
behaviour. An employee’s behaviour is interconnected with the performance of them in the
organisation. Third one is related to the personal resources as well as social interdependence,
the leadership style of boys behaviour speaks for the perceptions of maintaining safety of the
psychological impacts in between employee and manager relationship.

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Q8. Explain the difference between absolute and comparative systems. What are the
advantages and disadvantages to each type of system?
The terms absolute systems and comparative systems are wearing known words in
international business or trade. Both of their terms are related with production and services of
a organisation. Absolute systems position where an organisation produces something
particular good in much lower cost compared to another organizations. Whereas comparative
systems tells about condition in which an organisation producers something particular goods
with a lower opportunity cost in compared to another organisations.
Absolute systems tell about a condition where the business is not mutually beneficial whereas
comparative systems tell about condition where the business is mutually beneficial.
Comparative systems can be depicted as the ability of organisation in order to make a certain
product much better than any other organisations (Boyatzis et al., 2017). Comparative
systems usually used to compare the output of production regarding the same type of goods
or services between two organisations.
For an example, Honda and Aston Martin both of the companies can produce good quantity
and quality of automobiles. Whereas, Aston Martin is focused on making high quality sports
car but Honda is focused on making energy efficient automobiles to serve better for the
limited resources of the planet. Here Aston Martin can be experiencing absolute systems but
Honda will be experiencing comparative systems.

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Q9. Explain the difference between a threshold competency and a differentiating
competency.
The competencies based systems are much popular these days because of many benefits they
provide for an organisation. the core competencies are mainly categorised as threshold
competency and differentiating competency. These competencies are used to make a common
language in order to describe the objective requirements, develop a framework to integrate
people systems, helps to guide a development project or measure performance and
improvement, as well as make a strategic link tu business marketing strategies.
The essential and significant characteristics of threshold competencies are that it usually
based on knowledge or skills of the employees of an organisation such as their ability to read
and write. It is effective in various ways by delivering and assessing the employees
outstanding performance regarding their job. Threshold competency helps an organisation to
make know and ensure the operations are going well. Whereas the differentiating
competencies helps to distinguish some factors regarding the employees whose performance
are average but not superior. Therefore it helps to express the orientation to reach the goals.
Hence, the differentiating competencies help to proponent the competencies of an individual
of an organisation in terms of their behaviour as well as nature and make sure to observe and
measure.

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Q10. Describe the advantages and disadvantages of using the various absolute
evaluation approaches.
In this research paper the main aim was to discuss all the factors related to performance
management like social projection bias and false consensual bias. Here factors related to
employees behavioural approaches has been discussed well in order to depict the situation
where an employee or manager of an organisation like to believe that stereotypical behaviour
should engage all of them. Regarding this situation consensual and projection bias have
discussed that it needs to be eradicated in order to welfare of an organisation. Where as the
strategic and operational plan the discussion was put forward with an idea tu create and
differentiate in between the plans in making an organisation to move further with greater
achievements in their strategies and operations. In the case of absolute and comparative
systems it is well described about the disadvantage as well as advantage of being put together
both of them in an organisation deserve better for the employees as well as client. All of these
factors have deficits as well as advantages in many aspects and made to serve company much
better in terms of many factors. Therefore research paper well constructed all of these factors
and evaluates all the approaches to search better in making performance management
evolving.

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