Performance Management Theory 2022

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HRM

Contents
Introduction............................................................................................................... 2
Two purposes of performance management and its relationship to business objectives: relationship
between motivation and performance management with reference to two motivation theories..........2
Two purposes of reward within the performance management system: different components of the
effective reward system................................................................................................ 4
Factors that should be considered by Joe’s manager need to consider when managing his performance
(both good and bad performance): sources of information Joe’s manager might need in dealing with
the performance and reward management processes.............................................................4
Conclusion................................................................................................................ 5
References................................................................................................................ 6

Task 2
Introduction
Performance management is the significant element in the organisation by ensuring the
overall management of the people. It helps in providing the proper feedback to the employees
of the organisation by ensuring effective performance management. at the same , every
employee has different needs that is explained with the help of two theories.
Two purposes of performance management and its relationship to business objectives:
relationship between motivation and performance management with reference to two
motivation theories
It is true that performance management has different objectives. The first objective is to
enable the individual in knowing exactly that is being expected from them. The second
objective is to enable the individual to meet and identify the personal development needs.
Performance management has different purpose. The major purpose of the performance
management is to provide the significant feedback to the employees that will help them in
their career and personal development (Bourne, Neely, Mills & Platts, 2013). For this, it is
significant that performance appraisal must convey the employees how well they have
performed in order to achieve the objective. Whenever employees perform in the
organisation, it is significant that performance is measured and compare with the decided
targets. Besides this, searching the organisation problem is also one such purpose of the
performance appraisal. By effectively identifying the performance, appraisal can assist the
organisation in finding out organisational problems. this can be done by identifying the need
of training as well as abilities, knowledge, skills and other features that are considered in
hiring.
In order to be successful in its job, Joe could considered different components of the
performance management. Goal setting is the most significant component that can be
considered for ensuring the success in any role. By dividing the work into smaller parts, it is
possible to achieve the effective performance in any of the role given by the organisation.
Similarly, Joe should also align its performance with the organisational objective (Mani,
2012). At the time of making goal, Joe could also consider the performance planning. It is the
most significant component to achieve success in any of the role. In spite of the organisation