HRM 4155: Performance Management Coaching and Feedback Report

This report presents a case study on performance management within a government ministry, focusing on the challenges faced by a newly appointed HR manager, Julia, and the strategies employed to address her performance issues. The report details the scenario, where Julia, despite possessing good skills and enthusiasm, struggles with focus and time management, impacting her ability to fulfill her responsibilities effectively. The Director of the HR department provides coaching and feedback, emphasizing the importance of focus, time management, and proactive task organization. The coaching approach involves open communication, positive reinforcement, and guidance on breaking down workload into manageable schedules to enhance concentration and performance. The report highlights a conversation between the Director and Julia, showcasing the impact of the coaching on improving her focus, efficiency, and overall performance, ultimately leading to the resolution of the initial performance issues within a two-month period. The report concludes by emphasizing the significance of effective performance management, coaching, and feedback in aligning employee efforts with organizational goals, fostering a motivated workforce, and achieving strategic objectives.

Running head: PERFORMANCE MANAGEMENT
Performance Management
Name of the Student
Name of the University
Author’s Note:

1
PERFORMANCE MANAGEMENT
Table of Contents
1. Introduction............................................................................................................................2
2. Discussion..............................................................................................................................2
2.1 Brief Description of the Scenario.....................................................................................2
2.2 Addressing the Performance Issue in the Scenario with Details......................................2
2.3 Description of providing Coaching and Feedback to the HR manager...........................3
3. Conclusion..............................................................................................................................5
References..................................................................................................................................7

2
PERFORMANCE MANAGEMENT
1. Introduction
Performance management can be referred to as a significant procedure to make sure
that a set of activities as well as outputs meeting the goals and objectives of the business in
the most effective and efficient method (1). It even involves specification of outcomes and
tasks of a job, providing proper coaching and feedback, comparing the actual performances
of the employees as well as behaviours with desired performances or instituting rewards. The
following story outlines a brief discussion on a case study of coaching and feedback for a
government ministry.
2. Discussion
2.1 Brief Description of the Scenario
A newly appointed HR manager reports to the Director of the HR department in a
government ministry called ABC organization and she has good knowledge and skills.
Various initiatives are being agreed upon that are to be led by this particular human resources
manager for being vital for the business. Hence, proper feedback and coaching is required for
this purpose. Such distinct effectiveness is required for this particular organization of ABC.
2.2 Addressing the Performance Issue in the Scenario with Details
A performance issue is a failure to fulfil the most basic requirements for a job (2).
These distinct performance issues are responsible for ensuring that maximum advantages are
gained under every circumstance. In this particular organization of ABC, there had been an
issue related to performance management (3). As a result, the overall productivity of the
organization is getting down and the management is unable to manage them (4). mprovement
is required for this purpose (5). This specific organization of ABC can easily deal with this
issue by providing proper coaching and feedback to the employees.

3
PERFORMANCE MANAGEMENT
The new HR manager would be responsible for arranging training or coaching
sessions for the employees and also provide periodical feedback to them, so that these
employees are able to understand the situation of their weakness and work on them properly
(6). This new HR manager is extremely excited to start new changes and provide feedback to
their employees, however she often loses focus, unless and until she is not prompted
constantly. As a result, it often becomes a major issue for the organization to maintain the
balance easily and promptly.
Moreover, periodical feedback from the employees are also to be considered in the
organization of ABC, so that the management is able to understand if these employees are
satisfied with their jobs or not. The new HR manager, Julia, although being excited for her
work and new changes is unable to concentrate on the work. Hence, the overall functioning
of the organization gets affected majorly. The Director has to communicate constantly with
this HR manager, Julia, so that she does not get distracted from her work and is able to fulfil
her duties successfully.
2.3 Description of providing Coaching and Feedback to the HR manager
Coaching is considered as one of the most significant and important criterion for
assisting different employees and staff to reach out to their objectives and goals for the future.
However, feedback is regarding helping out the employees in understand the prevention
causes from reaching their present goals and objectives (7). In this particular case study of
ABC organization, the Director will be providing coaching to this new HR manager, Julia.
He had kept an open discussion with her and had even identified her flaw for such
performance issue. Since it was a government ministry, it was needed to maintain focus on
work on top priority.

4
PERFORMANCE MANAGEMENT
Moreover, she is the new HR manager and she has to manage every aspect, such as
recruitment, interviewing or hiring new staff and even consulting with the top executives for
strategic planning. The first and the foremost step that the Director took in this coaching was
having an open discussion with Julia. He gave her a positive feedback for her enthusiasm and
work interests, so that she gets high motivation towards work. As a result, the overall
performances are being affected to a high level (8). After providing proper coaching and
feedback for 2 months, the following conversation amongst Julia and the Director were to be
considered:
Director
Hello! Good Morning.
Julia
Hello. Good Morning.
Director
Julia I would like to inform you that you have a significant approach towards work and this
type of positivity is required to make any type of organization, full of positivity.
Julia
Thank you for your appreciation Sir. I will be trying to provide more effectiveness and
efficiency to my work.
Director
However, you would need to get focused on your work more, so that you are not distracted
under any circumstance. For this purpose, I have previously advised you to divide your work
load into schedules.

5
PERFORMANCE MANAGEMENT
Julia
I have been trying to keep focus on my work. With your suggestion to divide my works into
schedules, I have been able to give more concentration to work. Moreover, I was also able to
identify my weaknesses that was stopping my performance and focus in this specific
company. I am glad that the issues were identified and I was able to provide you with a better
performance this time. As a result, the performance issue is resolved within only 2 months.
Director
Are you to able to keep a track on your work by following this approach?
Julia
I have been able to keep a steady track on my work by following a sequential approach. The
performance attributes like responsibility, efficiency and responsiveness is improved. With
the help of this particular session for coaching and feedback, I was even be able to focus on
my possibilities and adjustments. Moreover, my trainer even cleared out all of the doubts and
gave me feedback every week. The coaching and feedback session even was responsible for
keeping the employees focused. He had set my goals and then practice not be distracted.
Technology is also being utilized for high advantages.
Director
Thank you!! Have a good day.
Julia
Same to you.
3. Conclusion

6
PERFORMANCE MANAGEMENT
Therefore, from the above discussion, a conclusion can be drawn that proper
management of employee or system performances for better alignment of different goals and
facilitation of the effective delivery of operational and strategic goals. It is also being
analysed after getting proper feedback and coaching from the organizational management. As
a result, a motivated work force would be present in the organization. This story has provided
feedback about performance issue for a government ministry of the HR manager, so that she
does not get distracted from her work.

7
PERFORMANCE MANAGEMENT
References
1. Buckingham M, Goodall A. Reinventing performance management. Harvard Business
Review. 2015 Apr 1;93(4):40-50.
2. Mone EM, London M, Mone EM. Employee engagement through effective performance
management: A practical guide for managers. Routledge; 2018 Jan 3.
3. 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 2016 IEEE/ACM 13th
Working Conference on Mining Software Repositories (MSR) (pp. 1-12). IEEE.
4. Gerrish E. The impact of performance management on performance in public
organizations: A meta‐analysis. Public Administration Review. 2016 Jan; 76(1):48-66.
5. Arnaboldi M, Lapsley I, Steccolini I. Performance management in the public sector: The
ultimate challenge. Financial Accountability & Management. 2015 Feb; 31(1):1-22.
6. Bititci U, Cocca P, Ates A. Impact of visual performance management systems on the
performance management practices of organisations. International Journal of Production
Research. 2016 Mar 18; 54(6):1571-93.
7. Doss R, Robathan J, Abdel-Malek D, Holmes MW. Posture coaching and feedback during
patient handling in a student nurse population. IISE Transactions on Occupational
Ergonomics and Human Factors. 2018 Oct 2;6(3-4):116-27.
8. MacKie D. Who sees change after leadership coaching? An analysis of impact by rater
level and self-other alignment on multi-source feedback. International Coaching Psychology
Review. 2015 Sep;10(2):118-30.