Essentials of People Practice: Performance, Rewards, and Fair Pay

This report explores the essential aspects of people practice, focusing on performance management, total rewards systems, and the importance of fair pay. It discusses the purpose of performance management in enhancing individual capabilities and the factors that influence performance, such as company culture, attitude, skills, and individual values. The report outlines key types of appraisal used in performance management and the components required to achieve a total rewards system, highlighting the relationship between rewards and performance. It also emphasizes the significance of treating employees fairly in relation to pay, addressing individual learning needs and diverse cultural backgrounds. The report references academic sources to support its analysis of workplace instruction and learning analytics, providing a comprehensive overview of the subject. Desklib offers this and other solved assignments for students.

Essential of People practice

TABLE OF CONTENTS
• TASK 5
• Purpose of performance management and components that influence performance management system.
• The factor that consider when managing performance for team and individuals
• Key types of appraisal used in performance management
• The key components that are required to achieve total rewards system.
• Relationship between rewards and performance
• Two reasons for treating employees fairly in relation to pay

Purpose of performance management and components that
influence performance management system.
• The main purpose of
performance management is to
enhance individual capabilities
so that company is able to
delivered range of services to
maximum customers in limited
time frame.

The factor that consider when managing performance for
team and individuals
• Factor that need to be consider while managing the
performance of team and individual is working
culture of company, attitude, behaviour, skill,
knowledge and capabilities of individual.
• As well as the type of religion, value that they
have so that alternative strategies can be planned to
retained talented individuals within organisation.

Key types of appraisal used in performance
management
• It is additionally appears to be that outer
publicizing can be costly and draw in a few
unsatisfactory candidates.
• It generally searches about ability pool with
having candidates and competitors were not
employed yet having sufficiently appropriate to
save.

The key components that are required to achieve
total rewards system.
• A good positive environment is one of the factor which
affects the performance management system of an
organization.
• It also includes organizational culture, internal
management, internal resources and such more. These
factors affects the system widely and can result the
company beneficially.

Relationship between rewards and performance
• There are many ways and factors which are required to
be adopted by the management to increase the
productivity and encouraging the performance of the
company.
• Some factors such as clarity of goals and vision. A
clear image of the goals will make the person to create
a focus and can be able to achieve them accurately.

CONTINUE..
• Financial: The financial component includes the area where the incentive and bonus types of rewards are
delivered and given by the management for the better reward management and from which an employee
can be able to feel motivated and courageous.
• Non-financial: The non-financial part includes the rewards like holiday packages, health insurance,
appreciation on front of the entire office and management which come under the non-financial reward
system. Performing this activity or management can result the company more efficient and can deliver the
productivity.

Two reasons for treating employees fairly in relation to
pay
• Individual learning needs that arise from person
who wants to develop some skills or acquire with
having some new skills for particular job position in
organization.
• This factor should be considering more about all
individual and organization including the
experience difficulty and diverse cultural
backgrounds.

REFERENCES
• Kraiger, K. and Ford, J.K., 2021. The science of workplace instruction: Learning and development
applied to work. Annual Review of Organizational Psychology and Organizational Behavior. 8.
pp.45-72.
• Ifenthaler, D. And et.al., 2021. Putting learning back into learning analytics: actions for policy
makers, researchers, and practitioners. Educational Technology Research and Development. 69(4).
pp.2131-2150.
• Kangas, J. And et.al., 2021. Understanding different approaches to ece pedagogy through
tensions. Education Sciences. 11(12). p.790.