3PRM 12 February 2012
Supporting Good Practice in Performance and Reward Management ASSIGNMENT Activity1
1. Two Purposes of Performance Management and its relationships to business objectives. Performance management is a repetitive process, established by organisations to help them in accomplishing their objectives (goals, as listed in the organisation’s vision) by maximizing the performance of an individual, team or whole organisation and ensure that the objectives are achieved. 1 The Performance Management Process is a key component of organisation’s overall approach to the management of its people. As part of the performance management system, Performance Management Process aims to achieve the following: To enable an individual
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Explain the relationship between motivation and performance management, referring to at least 2 motivational theories. Motivation is about what makes people think, act or behave in particular way. The link between motivation and performance management it’s very obvious. If the employees are highly motivated they will perform better, so better performance can lead to a sense of achievement and result in greater motivation.
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Martin, M., Whiting, F. and Jackson, T. (5th edition). Human Resource Practice: page 168, Fig 6.3
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3PRM 12 February 2012 The following theories each offer advice and insight on how people actually make choices to work hard or not work hard based on their individual preferences, the available rewards, and the possible work outcomes. Reinforcement Theory The reinforcement theory is based on E.L. Thorndike’s law of effect and describes relationship between behaviour and consequences. This theory focuses on modifying an employee's on-thejob behaviour through the appropriate use of one of the following four techniques:
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Positive reinforcement rewards desirable behaviour. Positive reinforcement, such as a pay raise or promotion, is provided as a reward for positive behaviour with the intention of increasing the probability that the desired behaviour will be repeated.
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Performance management can be defined as a systematic process, which helps an organization by improving the effectiveness of its
Positive reinforcement is rewarding a behavior with a consequence that is pleasant to the recipient in order to encourage the behavior. An example of this in The Breakfast Club
Performance Management is both a strategic (about broad issues and long-term goals) and an integrated (linking various aspects of the business, people management, individuals and teams) approach to delivering successful results in organisations by improving the performance and developing the capabilities of teams and individuals.
Reinforcement is the method by which employers provide incentives to their employees to work harder. These can come in the form of positive incentives, such as rewards or bonuses or negative incentives, such as a punishment.
Positive reinforcement involves strengthening or fostering desired behavior through the addition or increase of a pleasant incentive. Positive reinforcement tends to be a more effective means of behavior modification that the two types of punishment. The addition or increase of incentive when using positive reinforcement is geared towards encouraging the occurrence of the behavior in the future. For instance, positive reinforcement is used by an
The first port of call, or initial point of contact, for performance management is usually the
When looking at performance management it can be defined as (1) ‘a process which contributes to effective management of individuals and teams in order to achieve high levels of organisational performance. As such it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure it is achieved.’ We can see from this definition that managing performance is crucial to the overall performance of the organisation and meeting its goals and objectives. This process must then be strategic but also link other aspects of the organisation such as individuals and teams. As defined above, performance management is ultimately about achieving high levels of
The purpose of Performance management is to develop the ability of individuals to meet and often exceed expectations to achieve their full potential in the individuals given field of expertise, therefore benefiting themselves and the organisation. Performance management provides an origin for self-development and it helps ensure that the support and direction
1. Martin, M., Whiting, F. & Jackson, T. (2010) Human Resource Practice. 5th Edition. London: CIPD.
Performance management is a tool that managers use to ensure that their companies remain at the top of their competitive edge. The Chartered Institute for Personnel Development (CIPD, 2008), defines performance management as a method by which individuals and teams are managed in a way that achieves high performance at an organisational level. The individuals within the organisation share an understanding of the achievement goals of the organisation. In order to achieve this, a general strategy is created, with each individual within the organisation understanding his or her role and requirements within such a strategy
Performance management is about creating a culture that encourages the continuous improvement of business processes and of individuals’ skills, behaviour and contribution. It is a repetitive process that is continually reviewed and is both strategic and integrated. It is about broad issues and long-term goals and integrated by linking various aspects of the business, people management, individuals and teams to delivering successful results in organisations. It does this by improving performance and developing the capabilities of teams and individuals.
Currie, D (2010). Introduction to Human Resource Management. 2nd ed. London: Chartered Institute of Personnel Development. 293
The performance management process is a key component of an organisation overall approach to the management of its people. As part of the performance management system, performance management aims to achieve the following:
C. Leatherbarrow & J. Fletcher, 2014, Introduction to Human Resource Management, guide to HR in practice, 3rd edition, London, CIPD
I have experience in performance management and understand the performance appraisal or a disciplinary process. It aims to improve organisational, functional, team and individual performances. Effective performance management measures the progress being made towards the achievement of the organisation's business objectives. It does so by planning, establishing, monitoring, reviewing and evaluating organisational, functional, team and individual performance.