What performance management activity is conducted? (In relation to the performance management cycle/stages). This should include a focus on the performance/development review process/discussion.

1. What performance management activity is conducted? (In relation to the performance management cycle/stages). This should include a focus on the performance/development review process/discussion.

For increased competitiveness, more structural flexibility and higher employee motivation, an organization should effectively employ a comprehensive performance management system. The greatest challenge is to balance between the people working in an organization and the value they bring. Performance management attempts to maximize this value by ensuring that employees contribute effectively towards the realization of the organization objectives (“Performance Management | Factsheets | CIPD”). Despite the effectiveness of the managerial, the success of an organization still depends on the efficacy of junior staff. This point is where the performance management cycle becomes eminent. The performance management cycle is a simple four-step system that incorporates planning, monitoring, reviewing, and rewarding. A Human resource manager (HR), an example of the managerial staff emanates and elevates the performance of the organization through the use of strategic planning, active monitoring, reviewing the work of the junior team and rewarding them effectively. The motivated the employees to reciprocate a productive organization. Appraisals, on the other hand, a management tool for measuring performance, when effectively used by the HR manager, not only gives crucial feedback to the managerial staff but also ensures that employees contribute to the realization of the organization objectives. The optimal results of the organization thus get realized.

2. What is the role of the line manager in the performance review process? How are they involved, and how could this be improved? (AC2.2) (approx 200 words)

Line managers have the best understanding of the demands of every position within the company. During the performance review, the HR evaluates roles served by the employees to determine their contribution to the success of the company and their job suitability. The assessment is fundamental to decision-making on compensation, rewards, and employment terms because it uses the initial agreements on performance between the manager and the employee. Apart from assessing the line managers can also take part in the recruitment of competent workforce and talent integration. The line managers have ground information about the ground performance of the organization, and therefore taking part in recruitment ensures that only the deficient and required skills get addressed. In the long run, the performance review process positively influences the progress of the organization. Therefore, giving more authority to the line managers means improved performance review process. The more active the Performance review process, the more productive the organization. The line managers should also improve the assessment process to gain more knowledge about the productivity of each employee, skills and organizational performance to effectively conduct the recruitment and assignment process. The above, if effectively performed, contributes to the overall positive performance of the organization.

5. To what extent do they feel that there is a culture of high-performance? Specifically, in relation to: (AC3.1): 1) Trust in the system? 2) Enthusiasm for, and commitment to, the system? (Approx 200 words)

Trust in the System

The Line managers and the entire managerial staff get compelled to have absolute trust in the order. In some cases, the case is negative, but there is a strong feeling that the managers agree with the system. When the managers practically take up their duties and are always vigilant and set to evaluate the course of the organization depicts that they agree with the policy. The presence of experienced and long-serving employees within the company highlights the stability of the organizational culture, strategy, and structure of the company. Success and a stable culture breed trust in the system, and reliable plan inspires enthusiasm and commands commitment.

Enthusiasm for the system and commitment to the system

The line managers feel that the relationship between the stability of the organizational culture and attracting and keeping skilled staff rests on the trust in, and commitment to the system. Passion for the system means the managers have seen potential in the order and develop a commitment to the system for the wholesome realization of the organization goals. A culture of high-performance provides the surety on the availability of the business in years to come and its continued efforts in training and coaching the staff for internal promotion to higher ranks, therefore, having trust, enthusiasm and commitment in it profoundly influence the organization performance.

7. An analysis (summary) of your findings regarding current performance management practice in your organization, identifying strengths and weaknesses (AC2.3) (approx 250 words)

A critical analysis shows that for the realization of the organization objectives, effective performance management strategies must get practised. These strategies not only enhance employee activeness and productivity but also enhance the managerial dedication to the overall seamless organization performance.

Strengths of the current performance management practice

Performance expectation and standardization forms the strong point of the organization. The performance measure if designed correctly, both the employees and managers gain contentment with the applied strategy. Providing an employee with a set of guidelines for performance forms the basis for job evaluation. Sometimes the employees may use the same set of standards for self-evaluation. The performance measurement process is a sure way to determine whether an employee excels in the job position. Also, the same criteria may be used for all administrative process, especially when hiring to avoid biases while hiring and also to hire a competent team of employees. The process will ensure that all employees meet the job expectations and therefore achieve the organizational goals (Mayhew, and Charboneau).

Weaknesses of the current performance management practice

To some extent, the performance management practices may have some shortcomings. Data evaluation and inadequate innovation form the fundamental flaws of the performance management practice used in the organization. The inadequate analytical process leads to bias, and therefore the evaluation data may not be accurate. Inaccurate data then reciprocate to slow the overall performance of the organization. Also, strictly aiming at hiring people of specific skills and talents encourages specialization. Specialization kills innovation. Without innovation, an organization might be stuck in a retrogressive culture and therefore, its productivity limited.

9. A brief outline of your own recommendations as to how the performance management process in your own organization could be improved to raise the level of HPW. (AC3.1) (approx 150 words)

Any performing organization must incorporate employee self-evaluation into its performance management process. No matter how efficient the management may get established, the fact remains that the employees know themselves better than anyone else. They know their weaknesses and strengths and therefore, understand the circumstances under which they can perform better. Employee self-evaluation is a crucial performance management tool. The line managers should also gain motivation to participate in the evaluation and recruitment process actively. The managers’ involvement is essential because they understand the strongholds and loopholes of their departments; therefore, they are at a better position to assign competent individuals at every point. Performance management process should also seek to identify the sources of employee motivation and actively involve employees in designing the performance criteria. Incorporating the above into the organization will not only increase the employee motivation, but it will also make it easier for the HR managers to quickly evaluate, determine and assign specific duties to specific employees. Additionally, the organization should advocate for innovation by making the system flexible. The flexibility will ensure that new product strategies are not left out. The resultant organization will perform optimally.

“Performance Management | Factsheets | CIPD”. CIPD, 2019, https://www.cipd.co.uk/knowledge/fundamentals/people/performance/factsheet. Accessed 11 Feb 2020.

Mayhew, Ruth, and Pamela Charboneau. “Strengths And Weaknesses Of Performance Management Systems”. Bizfluent.Com, 2018, https://bizfluent.com/info-7745631-organizations-conduct-performance-appraisals.html. Accessed 11 Feb 2020.