Exploring Performance Management & Reward Systems in Practice

This presentation provides an overview of performance management and reward systems within an organizational context, specifically focusing on 'Techno' as a case study. It highlights the purpose of performance management in achieving organizational goals, improving employee engagement, and fostering a competitive business environment. Various performance appraisal methods, including management by objectives and behavior-based appraisals, are discussed, emphasizing their role in motivating employees and enhancing productivity. The presentation also explores the key components of an effective total reward system, differentiating between financial and non-financial rewards and their impact on employee motivation and retention. Furthermore, it addresses the importance of treating employees fairly in relation to pay, aligning with CIPD guidelines, to promote longer retention, enhance performance, and foster a sense of equality within the organization. The conclusion emphasizes the significance of performance management in shaping long-term organizational goals and the implementation of effective strategies for achieving those goals. The presentation concludes with a list of references.

Essentials of People Practice
TASK FIVE

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AC 4.1. Purpose of performance management and performance management system
 Techno’s performance management has been innovatively heading to bring on stronger
vision oriented rise variedly into system, for attaining optimum efficacy goals and to
strengthen up key optimization within longer run.
 Company long term goals and implementation of new advanced performance
management strategies adopted, also further effect new integration goals dynamically for
extended stringent benchmarks.
 Performance management further enhances working engagement aspects significantly for
attaining ne scale engagement expertise goals worked on for improvised efficacy
significantly. Techno aims to further enhance performance management working horizons
significantly, for further progressing new scale business productivity criteria’s rapidly on
higher aspects significantly.
 The role of performance management is also correlated to primitively engage on new
scale business competencies rapidly and further enhance competitive business goals
engagement actively. Techno has been competitively taking up effective performance

management steps for integrating new resources, advance up keen long term performance
goals.
 It is essential to evaluate performance of employees and make better plans to improve
performance so that goals and objectives of company can be accomplished. Performance
management helps in improving efficiency of workers and goals can be achieved.

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Performance management system
 Techno performance management has high stringent working rise aspects, where the pace
for motivating team and individuals are also significantly strong for attaining optimum
goals rapidly. The company authentic business goals are also enhanced by further
leveraging new productive goals targets, using optimum functional working efficacy
diversely and also by shaping up wider scale targets.
 Tasks segregation and expansion on terms of long term goals correlate towards
developing informative growth horizons rapidly into system to enhance wider scale
performance parameters. Techno further correlates significant rise on generating optimum
functional rise on building best goal-oriented teams, which further diversifies wider scale
optimum standards actively into system domains.
 To manage teams and other working behaviors, company need to enhance working
ideologies competitively on shape for wider scale working growth targets. Also further
stronger working efficacy enhances new determinants variedly, for further extended rise

variedly into system for attaining larger scale targets profoundly. Techno further also aims
to expand new quest growth functional arenas and head on towards developing stronger
optimum paradigms in structured shape growth goals.

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Different types of performance appraisal
 Management by objectives appraisals: The management of objectives appraisal is based
on aspects, were Techno further heads on stronger focus on building management
appraisal on terms of overall performance parameters. It enables business ideas to
significantly enhance overall productivity scenarios, further expand up keen informative
growth within company goals. The company business goals has been also further
excelling to bring on new long-term vision-oriented management objectives rapidly and
also evolve on towards new targets rapidly within new arenas.
 Behavior based appraisals: Appraisal based on behavior-based aspect further also open
up new significant growth paradigms, by extending new behavior scenarios and also
leveraging informative growth goals significantly. The behavior based appraisal further
aims to motivate employees for building new pathways, creating new engagement goals
and harness stringent efficacy within company. This aspect enables company to further
leverage optimum working targets diversely on new arenas, bring on wider scale effective
optimum standards rapidly and also build up wider working domains. Techno has been

also taking best steps for integrating new appraisal strategies, which further leverages
significant work goals.
 Performance appraisal help in motivating employees and boost confidence of workers to
work efficiently. Different techniques can be used for improving performance of
employees and managers should make plans accordingly. It is important to measure
performance of employees and give feedback to workers so that they can improve their
performance. This helps in completing work on time and goals can be accomplished.

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A.C. 5.1 -Explanation of the key components to achieve an effective total reward system
 Non-financial competent, further also can be understood as increased motivation factors
and opportunity optimization goals which further brings rise on new business grounds.
Total reward system further also has huge technical scope for leveraging new informative
pace into company strengthened working vision within longer run. Non- financial
rewards help in motivating employees and boost their confidence to work efficiently. It is
essential to give non- monetary benefits like, gifts, holidays, etc. so that workers can
focus on achieving targets.
 Financial and non-financial competent also plays pivotal role in extending new
significant aspects, for creating significant growth in total reward system where company
has been gaining large functional pace profoundly. It can be also understood that financial
and non-financial competent aspects further build up effective keen working targets
rapidly, for bringing on new working efficacy rapidly evolved. Financial reward includes,
bonus, increment, extra amount for working extra hours. This helps in motivating
employees and boost morale to work effectively and efficiently.