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Performance management is a module that provides a thorough understanding of the workplace’s strategies used to improve performance management. Performance management is influenced by the directions given by organizational leaders to ensure that organizations achieve high levels of performance in the business environment. Performance management is concerned with transforming organizational objectives to ensure that the business’s performance outcomes are met.
Learning performance management at CIPD Level 7 provides learners with the skills required to facilitate fair and ethical performance reviews. For example, performance improves when an organization connects with practical communication skills, where employees are expected to be transparent and ethically involved in completing business objectives.
Aim of performance management
- To ensure that strategic business objectives are met within the context of the business.
- To establish a link between corporate business performance and employee performance within the organization.
- To ascertain the role of human resources in promoting organizational performance.
- To explain the role of human resources in developing an organizational culture that promotes high-performance work and improved work practices within the organization.
- To explain the approaches considered in achieving high performance in a multicultural and international business context.
- To discover how employees can be motivated to produce high-quality results at their workplaces.
Leadership role in handling performance review
Leaders foster performance capability, which fosters a high-performance work environment. This is accomplished in organizations where personal development is encouraged to improve the capabilities of individuals and the teams that work in the organizations. Leaders take on the responsibility of coaching, mentoring, and counselling their subordinates to promote capabilities.
Leaders also encourage challenges by providing platforms for employees to set goals. They also establish goals that must be met to motivate employees to perform and meet those goals. Leaders also encourage employees to provide feedback to create an environment conducive to achieving high organizational performance.
Leaders also motivate employees by rewarding and recognizing them for their efforts. The rewards can be both financial and non-financial, and they are intended to encourage and motivate employees to perform better.
Employee involvement in performance management
Employees are also responsible for promoting organizational performance. Employees are encouraged to communicate and share necessary organizational information to become committed to meeting performance goals. Employees can identify problems and develop strategies to solve them through communication to improve individual, team, and organizational performance. They also get to identify areas for improvement, develop plans to improve change and create new ways to manage performance.
Impact of high performance within organizations
High performance is critical for increasing employee commitment to a company. Therefore, HR leaders should strive to implement practical goals to ensure that employees find value in remaining with the organization, intending to ensure that organizational objectives are met (Purcell and Hutchinson, 2007).
Organizations prioritize work-life balance to promote performance at all levels of the organization’s operations. However, employee performance can only be improved when leaders have effectively created a work-life balance in which the employees’ personal needs are equally balanced with the work that they perform.
Attaining high levels of performance promotes diversity management in the organization. According to Sayers et al. (2018), the need to promote a diverse organization is dependent on the HR effort to ensure that all people are treated and respected equally. This promotes fairness and equality, both of which are regarded as important performance management indicators.
The management can make decisions based on rewarding employees, exceptionally high-performing employees. This allows leaders to identify performance measures while also assessing how employees’ performance can be improved. According to GuerraLópez and Hutchinson (2013), HR leaders must identify the appropriate performance measures to make the best decisions for organizational improvement and achievement.
High-performance affects the extent to which leaders can coach and mentor their employees to do things correctly to encourage performance. In addition, coaching and mentorship promote workplace communication, which is essential in determining how HR leaders provide direction for employees while also encouraging them to perform well to meet the organization’s vision and goals.
High performance promotes the growth of a positive organizational culture. According to Geare and Edgar, organizational culture is defined by the value of workplace members in creating supportive HRM practices, which are essential in creating desirable working conditions. In this regard, HR leaders must be concerned about their influence on employees in developing positive attitudes, which are thought to be critical in influencing organizational performance.
Learning outcomes for performance management
The following are the learning outcomes for Performance Management CIPD Level 7:
- To assist students in identifying the purpose and goal of performance management and effectively communicating them to achieve performance objectives.
- To assist students in understanding the significance of performance management policies that effectively promote the individual, team, and organizational performance.
- Recognize the performance evaluation techniques and their importance in improving organizational performance.
- Relate to the communication skills that are thought to effectively manage organizational achievements and underachievement among individual employees, teams, and the overall organization.
- To assess the effectiveness and impact of performance management on employees and the organization as a whole.
Students who take the module will understand how to effectively make the right performance decisions at any level of operation to secure the best alternatives for improving performance. This is a guide for students with HR and CIPD career aspirations to help them identify the right actions to take to promote capabilities and opportunities, which effectively promote performance. The module is adaptable to those who want to learn and pursue it, and all candidates have access to the learning materials.