HRM2604
ASSIGNMENT 5 SEMESTER 2 2024
UNIQUE NO.
DUE DATE: 29 OCTOBER 2024
, QUESTION 1: Which of the three main approaches to measuring performance
would be most suitable to Oliver’s job? Provide a reason for your answer with
reference to the scenario. (4)
The results-based approach is most suitable for measuring Oliver's performance. This
method evaluates employees based on the outcomes they achieve, such as meeting
sales targets or objectives (Dessler, 2020). In Oliver’s case, the focus of performance
measurement at Red Arrow is clearly on the number of properties sold, as the best
salesperson is determined by the number of properties sold per year. Since Red Arrow
operates on a commission-based system, Oliver’s success directly depends on his
ability to sell properties. Thus, his performance should be measured by the results he
achieves, making the results-based approach the most appropriate.
QUESTION 2: Briefly explain how the approach you suggested in question 1 is
generally applied to measure employee performance. (4)
The results-based approach measures performance by setting specific goals or
targets for employees and evaluating their success in achieving these goals (Aguinis,
2019). This approach involves several key considerations:
1. Goal-setting: Employees are given clear, measurable targets that align with
organisational objectives.
2. Ongoing tracking: Employee performance is tracked over time to ensure
progress is being made towards the established goals.
3. Evaluation: At the end of the performance period, actual results are compared
against the set goals to determine performance.
In Oliver's case, his performance would be tracked based on how many properties he
sells, and at the end of the year, his results would be evaluated against the targets he
set with Felicity.
ASSIGNMENT 5 SEMESTER 2 2024
UNIQUE NO.
DUE DATE: 29 OCTOBER 2024
, QUESTION 1: Which of the three main approaches to measuring performance
would be most suitable to Oliver’s job? Provide a reason for your answer with
reference to the scenario. (4)
The results-based approach is most suitable for measuring Oliver's performance. This
method evaluates employees based on the outcomes they achieve, such as meeting
sales targets or objectives (Dessler, 2020). In Oliver’s case, the focus of performance
measurement at Red Arrow is clearly on the number of properties sold, as the best
salesperson is determined by the number of properties sold per year. Since Red Arrow
operates on a commission-based system, Oliver’s success directly depends on his
ability to sell properties. Thus, his performance should be measured by the results he
achieves, making the results-based approach the most appropriate.
QUESTION 2: Briefly explain how the approach you suggested in question 1 is
generally applied to measure employee performance. (4)
The results-based approach measures performance by setting specific goals or
targets for employees and evaluating their success in achieving these goals (Aguinis,
2019). This approach involves several key considerations:
1. Goal-setting: Employees are given clear, measurable targets that align with
organisational objectives.
2. Ongoing tracking: Employee performance is tracked over time to ensure
progress is being made towards the established goals.
3. Evaluation: At the end of the performance period, actual results are compared
against the set goals to determine performance.
In Oliver's case, his performance would be tracked based on how many properties he
sells, and at the end of the year, his results would be evaluated against the targets he
set with Felicity.
