HRM2604
ASSIGNMENT 03
Performance Management Practices
2022
, Question 1
1.1.)
Employees that are unhappy with the current system may decide to leave the
organization as voluntary employee turnover rates rise. In the case study it is stated
that: as a result, most employees are unmotivated and unsatisfied with their jobs.
Many employees resigned and were resentful towards the managers who did not
recognise their hard work.
1.2.
The manager's job is to assist in the entire performance process. to keep an eye on
employee performance and give the appropriate feedback.
1.3.
The purpose of performance management is to ensure employees and teams are
given the resources they need to develop, the recognition they deserve to be
motivated, and the accountability to know what is expected. In the case study, it is
mentioned that John became aware of the absence of staff growth during the
consultation. Alison does not mentor or provide opportunities for employee
development because she is away for the majority of the year.
1.4.
Stage 5: Employee development
1.5.
Provide early warning signals. By connecting business plan to the performance
management system, managers and staff would receive early warning signs of
potential threats to the organization's strategy's complete implementationBy
connecting business plan to the performance management system, managers and
staff would receive early warning signs of potential threats to the organization's
strategy's complete implementation..
The biggest difficulty Edwina experienced when she first joined the organization was
a lack of effective performance management. A dysfunctional performance
management system that Edwina inherited led to a tense working environment.
ASSIGNMENT 03
Performance Management Practices
2022
, Question 1
1.1.)
Employees that are unhappy with the current system may decide to leave the
organization as voluntary employee turnover rates rise. In the case study it is stated
that: as a result, most employees are unmotivated and unsatisfied with their jobs.
Many employees resigned and were resentful towards the managers who did not
recognise their hard work.
1.2.
The manager's job is to assist in the entire performance process. to keep an eye on
employee performance and give the appropriate feedback.
1.3.
The purpose of performance management is to ensure employees and teams are
given the resources they need to develop, the recognition they deserve to be
motivated, and the accountability to know what is expected. In the case study, it is
mentioned that John became aware of the absence of staff growth during the
consultation. Alison does not mentor or provide opportunities for employee
development because she is away for the majority of the year.
1.4.
Stage 5: Employee development
1.5.
Provide early warning signals. By connecting business plan to the performance
management system, managers and staff would receive early warning signs of
potential threats to the organization's strategy's complete implementationBy
connecting business plan to the performance management system, managers and
staff would receive early warning signs of potential threats to the organization's
strategy's complete implementation..
The biggest difficulty Edwina experienced when she first joined the organization was
a lack of effective performance management. A dysfunctional performance
management system that Edwina inherited led to a tense working environment.
