Supporting Good Practice in Performance and Reward Management
Performance management is a continuous system which enables line managers to assess their employees’ performance. Performance Management is directly looking at how people work, how they are managed and developed and ultimately to maximise their contribution to the organisation. As (M Martin et al, 2010, pg 157) stated;
‘A process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such it is established shared understanding about what to be achieved and on approach to leading and developing people.’
Performance Management is to drive improvement in business goals and objectives. Performance Management can be seen to motivate and retain high performers by providing career development through learning and development opportunities. By providing these opportunities this helps the business objectives by strengthening and retaining knowledgeable staff. This allows employees to thrive by meeting company goals and aims. On the other hand, performance management can be for staff that are under performing. Their daily performance is looked into and agreed goals are set. This can be seen as ‘better management,’ in which the individual feels supported. 1.2 The Performance management process needs to have the following features;
1) Job Description – to help assess and review individuals’ key accountabilities
2) Coaching and mentoring – helping behaviours by enhancing individuals skills and knowledge of their work performance
3) Learning and development plans – looking at ways to increase and meet any learning needs
4) Succession Planning – identifying and developing potential future leaders or senior managers.
1.3 Explain the relationship between motivation and performance management, referring to at least 2 motivational theories
The term motivation can emphasis on what elements drives an individual towards a need. This interacts with performance management, as employees
‘A process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such it is established shared understanding about what to be achieved and on approach to leading and developing people.’
Performance Management is to drive improvement in business goals and objectives. Performance Management can be seen to motivate and retain high performers by providing career development through learning and development opportunities. By providing these opportunities this helps the business objectives by strengthening and retaining knowledgeable staff. This allows employees to thrive by meeting company goals and aims. On the other hand, performance management can be for staff that are under performing. Their daily performance is looked into and agreed goals are set. This can be seen as ‘better management,’ in which the individual feels supported. 1.2 The Performance management process needs to have the following features;
1) Job Description – to help assess and review individuals’ key accountabilities
2) Coaching and mentoring – helping behaviours by enhancing individuals skills and knowledge of their work performance
3) Learning and development plans – looking at ways to increase and meet any learning needs
4) Succession Planning – identifying and developing potential future leaders or senior managers.
1.3 Explain the relationship between motivation and performance management, referring to at least 2 motivational theories
The term motivation can emphasis on what elements drives an individual towards a need. This interacts with performance management, as employees