HRM3706
ASS 08
2nd SEMESTER 2023
DUE DATE: 23/10/23
DISTINCTIONS GATEWAY.
CONTACT: WHATSAAP/CALL
+27 68 871 4794
,QUESTION 1.1
Set clear performance expectations and goals:
The first objective of the performance management process at Maboloka Insurance Company is to set clear performance
expectations and goals for employees. In the case of Ms Mmotla Mohlala, her employment contract clearly stipulated that s
was required to sell life insurance worth R25 000 per quarter. This sets specific performance goals that employees are
expected to achieve. This goal is essential because it aligns each employee's tasks with the organization's goals. Employee
know what is expected of them, and this clarity helps them understand how their daily work contributes to the company's
mission and vision.
Example:
Ms Mohlala's employment contract states that her quarterly sales target is R25 000. This target is specific, measurable and
directly related to her role as a sales consultant her, make sure she understands his performance expectations.
Evaluate and improve employee performance:
Another objective of the performance management process at Maboloka Insurance Company is to evaluate and improve
employee performance. This is evident in the fact that performance is evaluated quarterly and feedback is provided
immediately. The organization has a system in which those who fail to meet performance targets are fired, while those who
exceed set targets receive incentives. This goal is important for evaluating individual and organizational performance,
identifying areas for improvement, and rewarding outstanding performers.
Example:
Ms. Mohlala's low performance rating in her first appraisal is a clear illustration of the organization's appraisal process. The
feedback and reward system (6% of outstanding revenue for top performers) aims to encourage employees to improve
performance and contribute to the company's success.
1.2
Establish goals and expectations:
This step involves setting clear expectations and performance goals for employees. In the case of Maboloka Insurance, Ms
Mmotla Mohlala's employment contract stated her sales target was R25 000 per quarter. This goal-setting process is a
fundamental part of performance management because it gives employees specific goals to work towards. An organization
top priority is to ensure that employees understand their duties and align them with the company's values, plans, and goals.
This step also serves to create alignment between personal and organizational goals.
For example:
Ms Mohlala's employment contract states that her quarterly revenue target is R25 000, which clearly demonstrates the targe
setting and expectation setting stage.
Performance Review and Feedback:
Case study highlights the performance review and feedback phase of the performance management process. It was
mentioned that the performance of Maboloka insurance companies is reviewed quarterly and feedback is provided
immediately. This phase involves evaluating employee performance against established goals and expectations. Employee
are held accountable for their performance and feedback is provided to help them understand where they stand and how th
can improve. In Ms. Mohlala's case, a low score on her first performance evaluation indicated the presence of this phase.
Example:
Ms. Mohlala's performance review, in which she received a very low rating for not meeting her sales goals, illustrates the
performance review and feedback phase of the performance review process.
1.3
Ms. Mohlala should suggest implementing the following stages in the performance management (PM) process to address th
problem of non-performance of the salespeople at Maboloka Insurers:
Performance Planning and Goal Alignment:
Ms. Mohlala should recommend that Maboloka Insurers enhance the performance planning stage of the PM process.
Currently, the organization sets a very high sales target of R25,000 quarterly for salespeople, which many employees find
ASS 08
2nd SEMESTER 2023
DUE DATE: 23/10/23
DISTINCTIONS GATEWAY.
CONTACT: WHATSAAP/CALL
+27 68 871 4794
,QUESTION 1.1
Set clear performance expectations and goals:
The first objective of the performance management process at Maboloka Insurance Company is to set clear performance
expectations and goals for employees. In the case of Ms Mmotla Mohlala, her employment contract clearly stipulated that s
was required to sell life insurance worth R25 000 per quarter. This sets specific performance goals that employees are
expected to achieve. This goal is essential because it aligns each employee's tasks with the organization's goals. Employee
know what is expected of them, and this clarity helps them understand how their daily work contributes to the company's
mission and vision.
Example:
Ms Mohlala's employment contract states that her quarterly sales target is R25 000. This target is specific, measurable and
directly related to her role as a sales consultant her, make sure she understands his performance expectations.
Evaluate and improve employee performance:
Another objective of the performance management process at Maboloka Insurance Company is to evaluate and improve
employee performance. This is evident in the fact that performance is evaluated quarterly and feedback is provided
immediately. The organization has a system in which those who fail to meet performance targets are fired, while those who
exceed set targets receive incentives. This goal is important for evaluating individual and organizational performance,
identifying areas for improvement, and rewarding outstanding performers.
Example:
Ms. Mohlala's low performance rating in her first appraisal is a clear illustration of the organization's appraisal process. The
feedback and reward system (6% of outstanding revenue for top performers) aims to encourage employees to improve
performance and contribute to the company's success.
1.2
Establish goals and expectations:
This step involves setting clear expectations and performance goals for employees. In the case of Maboloka Insurance, Ms
Mmotla Mohlala's employment contract stated her sales target was R25 000 per quarter. This goal-setting process is a
fundamental part of performance management because it gives employees specific goals to work towards. An organization
top priority is to ensure that employees understand their duties and align them with the company's values, plans, and goals.
This step also serves to create alignment between personal and organizational goals.
For example:
Ms Mohlala's employment contract states that her quarterly revenue target is R25 000, which clearly demonstrates the targe
setting and expectation setting stage.
Performance Review and Feedback:
Case study highlights the performance review and feedback phase of the performance management process. It was
mentioned that the performance of Maboloka insurance companies is reviewed quarterly and feedback is provided
immediately. This phase involves evaluating employee performance against established goals and expectations. Employee
are held accountable for their performance and feedback is provided to help them understand where they stand and how th
can improve. In Ms. Mohlala's case, a low score on her first performance evaluation indicated the presence of this phase.
Example:
Ms. Mohlala's performance review, in which she received a very low rating for not meeting her sales goals, illustrates the
performance review and feedback phase of the performance review process.
1.3
Ms. Mohlala should suggest implementing the following stages in the performance management (PM) process to address th
problem of non-performance of the salespeople at Maboloka Insurers:
Performance Planning and Goal Alignment:
Ms. Mohlala should recommend that Maboloka Insurers enhance the performance planning stage of the PM process.
Currently, the organization sets a very high sales target of R25,000 quarterly for salespeople, which many employees find
