Q1. What are the two types of improvement pertinent to performance management?
Performance management refers to the process through which the company achieves heir target
through an effective human resource management (, 2016). The art of
performance management is associated with ensuring that the goals and objectives of the
enterprise are realistic and achievable. The first type of improvement is the environmental
improvement which involves ensuring the working environment for the employees is conducive
and encouraging to them to spur productivity (, 2016). This equips the
employees with necessary key competencies through training and workshops which will enable
employees to improve their dynamic performance.
Motivation of employees
This can be achieved through payment of bonus and performance appraisal so that the most
hardworking employee is promoted or receives a salary increment. Continuing employees should
also be considered for career development through internal scholarships (The Chartered Quality
Institute, 2016). By ensuring employee, the evaluation does not victimize any of the company’s
staff but offers an avenue for discussion on how to tighten the loose end will enable the company
to improve its performance.
Q2.Define performance appraisal and explain how they are identified as opportunities for
development with the firm

Performance evaluation refers to a systematic assessment of the employee’s performance within
the company to enable the management to comprehend the abilities of the individual employees
within the enterprise (The Chartered Quality Institute, 2016). The process is done in a systematic
way where the manager measures the employee’s salary to contrast it with the objectives and
targets of the firm. Secondly, there is the analysis of the employee’s performance within the
company which later is used by the supervisors or manager to provide the necessary guidance in
the enterprise on how work should be done.
Performance appraisal is required for the company as it enables the company to develop through
identification of the weaknesses and strengths of their staffs and place them in the section where
they can perform optimally (The Chartered Quality Institute, 2016). The exercise also helps
companies to identify the untapped potential of their employees so that they can enable that
employee to grow and develop in the field they are best suited. Another contribution of
performance appraisal is to influence the staffs’ working habits towards the improvement of the
company (The Chartered Quality Institute, 2016).Finally, it provides a forum where employees
can interact with their employers to discuss the way to increase productivity within the
Q3.Explain the relationship between performance and employee attributes in achieving
performance targets
An employee is a corporation’s recipe for success, their mindset and behavior is a critical
component towards achieving the company’s objectives and goals (, 2016).
Having employees who are true believers of the organization commitment and have the affinity
for success can transform into the company’s development and growth. Innovativeness and

creativity help maintain the company’s competitive advantages since they can adapt, respond and
work in a fast changing technological world that necessitates the organization to restructure ad
change from time to time (, 2016). On the other hand, employees with low
morale and bad attitude towards the organization, lack of team playing and who lack creativity
and innovation can lead a company towards failing and hence closing of the enterprise.
Q4. List five methods management can use to improve the analysis of performance metrics
divisionally within the firm.
Benchmarking through controlling of the current performance metrics of the organization with
those of other companies within the same field of industry ensures that the management consults
with independent persons such as the clients so that they can comprehend factors that are critical
to success (, 2016).
Ensuring that the company’s precise target is as a result of comprehensive consultation and they
aligned together with the goals and objectives of the organization.
Conducting training for employees and managers to ensure that the new appraisal procedures
introduced to the company is familiar with the employees.
The metric systems of reward should be modified to correspond with career advancement or
bonus for employees who meet the organization’s targets.
A Proper review of the metric system for appraisal to ensure that there is the constant
commitment from the employees for it to provide credible results.
Q 5What is an example of tangible value derived from employee from improved

Improved compensation for employees in the company is important as it brings increased
performance for the enterprise and employee’s commitment to the company’s values, goals, and
objectives (, 2016). The profits of the business are also increased and lead to a
higher return on investment for the enterprise.

Q 6.List 5 performance management system models
Performance management is the proud and subsequent achievements of the organization goals.
There are several PM models, and they include;
a)Development Driven model
This involves identifying the weaknesses and the strengths of the organization at the personal,
departmental and organizational platforms (The Chartered Quality Institute, 2016). The models
also give room for all the necessary stakeholders in the company to give their input on how to
improve the business’s performance. There is a constant follow-up which is through at various
stages of the plan to ensure implementation of the strategy is effective
b)Competitive Assessment model
The model evaluates the goals of the organization against the employees’ performance, thereby
encouraging competition leading to high performance in the company (The Chartered Quality
Institute, 2016).
c) Performance potential model

The model is important as it recognizes the employees’ effort and contribution. It also uses
trainers and coaches to look at the hidden talent among the staff and help them discover them by
allocating new responsibilities to the staff (The Chartered Quality Institute, 2016).
d) Performance management program implementation model
It looks at the HR strategy and determines the direction of the organization. The process creates a
performance system and procedures that will be implemented by the managers (The Chartered
Quality Institute, 2016).it has avenues for training and follow-ups to ensure that goals and
objectives are achieved as per the strategy
Q7.Explain the importance of coaching in managing and monitoring people performance?
Provide example.
In performance management, coaching is seen as the most effective management style that
assures the company of commitment from the employees (Armstrong, 2012). It is widely known
that effective corporate leaders of the 21st century always perceive themselves not as managers
or even supervisors but rather coaches. The reason being is that new generation of employees
wants to be recognized for the efforts in the company so that they may improve in their
commitment towards the enterprise (Armstrong, 2012). It helps employees have more affinity for
an additional responsibility since they will not be reprimanded but they will be guided towards
achieving the objectives of the company (Armstrong, 2012).It provides a critical and rather a
concrete pathway towards achievement and success. It gives the employees necessary resources
and training and morale to work since their boss is leading by example. Goal setting is also a
component of coaching since they can create a bigger vision for the company.

Q 8.Explain the relationship between record keeping and performance management system
Proper record keeping in any organization is important since it helps the company in decision
making and preference. In performance management, it is important to document any event
within the organization so that the enterprise can use the record to benchmark themselves about
the set objectives (Armstrong, 2012). The aim of performance management administration is to
ensure that the goals are achieved. For instance, the management ability to measure the
effectiveness of the laid down plans and also in monitoring and evaluation.
Q 9.How does a firm align its performance management strategy with the company’s
business strategy and why is it important?
Despite performance management being seen as the tool that assists in achieving compliance
with human resource regulations but managers has not yet appreciated the role that can be played
in ensuring that strategic objective has been met (, 2016).
Leveraging performance management with the organization goals and objective in the business
strategy, this can be achieved by ensuring that key decision making in the management regarding
the company strategy plan and models have been integrated with critical performance tools. To
achieve this integration model, the management will need to change their mindset towards
performance management (, 2016). Aligning the performance
management and business strategy enable a company to realize higher investments returns
among their employees.

Q 10.Explain the performance feedback process citing examples for each step


Step 1.Assesse invites respondents
This involves asking the auditors or external assessor to come to the company to conduct
performance management analysis.
Step 2. Respondents submit their assessment
At this stage, the respondents in the group present their evaluation to the assessee who had given
them the questions regarding the enterprise(, 2016).e.g., the clients
providing feedback about the company’s service or product

Step 3.Assessee submits self-assessment
This is where the staff and management o the company conduct a self-assessment of them and
provide it to the external assessor.
Step 4. Final report is generated
This is the stage where all the information and data gathered analyzed by the company for the
purpose of decision making. By the management and trainer.
Step 5.Review and Feedback
At this stage, the report is considered by the monitor and coach in conjunction with the control,
and they generate avenues for improvement and create a strategy to implement the

Q 11. How can poor performance management system prevent an organization from
achieving its goals and what would be the consequences for the society?
Poor performance management system always cost a lot and can prevent an organization from
achieving its primary objectives and even implementing the business strategy in a manner that is
not desirable to the company (PMC Training, 2016). When employees are not performing, their
productivity is reduced, and their potential is not maximized in the corporation. The
consequences of poor performance management are reduced company’s returns and profits and,
in turn, low returns on investments.
Q 12. How efficient work and resource allocation can help an organization to achieve
excellence in performance?
Proper allocation of resource in every department of the organization is important since it helps
in seamless implementation of performance management of the company in conjunction with the
business strategy (PMC Training, 2016). The implementation of the performance management
encourages employees, and the effectiveness of the plan can only be achieved if enough
resources have been allocated (PMC Training 2016). The employees are thereby motivated to
perform; this leads to increased productivity and hence increased profit margin in the company.
In the end return for investment is increased.


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PMC Training, (2016). Competency Models And Performance Management — Getting It Right –
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