Support Performance Management Process

1. Briefly describe your workplace example. Outline the type of industry, number of employees, occupational types and locations. You don’t need to identify the organisation by name.

The organization chosen is an American multinational technology company which has the specialization in internet-related products and services that mainly include as search engine, online advertising technologies, software and hardware. It is one of the Nig four companies in terms of technology alongside Microsoft, Apple and Amazon. The industry kind is internet, cloud computing, computer hardware, computer software, advertising and artificial intelligence. The total numbers of employees working in the organization are 114,096 across the world. The company is headquartered in California, United States of America.

The culture of the company promotes ‘casual collision’ among employees which is a kind of paramount in the demonstration of how collaboration facilitates creativity as well as coerces production. This organization mainly focuses on their employees instead of the results.

2. Include a copy of the organisation’s Performance Management System policy and/or procedures document.

The annual performance review cycle of the organization comprises if two sections one is preview and the other one is complete review. Managers are responsible for taking two major factors into consideration while attributing the performance ratings of the employees, results attained or what has been accomplished by the employees and behaviours or how the results are attained by the employees. The performance management policy of the organization has been mentioned below:

  • Annual performance review (involve mid-year check point)
  • Engagement survey
  • Monthly performance check-ins (regular one to one meetings involving career development, personal issues, coaching and so on)
  • Annual Upward Feedback Survey (feedback review)
  • Compensating employees unequally on the basis of perceived performance via equity stock-option grants, bonuses and prizes
  • 360- degree feedback ( the process serves the objective of providing managers a holistic image of the direct reports
  • The performance of the employees is evaluated by the HRM through internal communications as well as problem-solving actions in order to decide over the approaches of performance management
  • The HR management of the company uses distinct sets of measurements as well as standards for the practices of performance management
  • Interviews for individual involve skills, knowledge and other attributes of the individual
  • The company is concerned about power struggles, negativism and tardiness
  • The team performance interviews involves the performance of the employees as portion of the project teams in the company
  • Use of informal and unstructured interviews at fun meeting locations such as snack and coffee areas in the premise
  • Established a merit based system for reward
  • Practices of performance management are directly associated with the corporate objectives

3. a) Using the Performance Management Infrastructure Checklist below review the Performance Management System and identify its strengths or limitations.

Determine the present position of your performance management system. 

1. Does the organisation have a mission/vision that is shared with employees? Yes




2. Does the organisation have goals and objectives that are communicated to employees? Yes




3. Does the organisation have a performance management system that aligns with the strategic direction of the organisation? Yes




4. Do all positions have current position descriptions specifying key requirements of the role including KPI? Yes




5. Performance appraisal meetings:

· have set organisational timeframes,

· require documentation to be completed and secured.







6. Are reports on employee’s performance reviewed to ensure the performance standards are consistent with position description requirements?





7. Is there a review process to check that appropriate organisational procedures have been followed for acknowledging good performance through recognition and reward? Yes




8. Is there a review process to check that appropriate organisational procedures have been followed for addressing under-performance? Yes




9. Is specialist performance management advice and support available where there is dissention about performance appraisal outcomes




b) Analyse your findings in (a), based on your knowledge of the features of effective performance management and establish trends or problem areas requiring attention.

As per the findings it can be said that the company covers effective programs for performance management for maximizing the capabilities of human resources. Performance management practices of the company have been finely tuned inclusive of planning for performance directly addressing objectives of corporate for HRM. The company is aware of keeping the employees happier that can benefit the company as well the employees. Moreover, the organization implements the system of key results as well as objectives for making goals and also to track progress.

4. Based on your review, in Question 3 suggest improvements to the Performance Management system.

By considering all the above findings and analysis, it can be said that the company should have a room to enhance the feedback system by making it more prearranged and stabilized. The informal feedback must be in a certain format and must also provide beneficial analysis instead of negative or strange feedback. Moreover, the organization must consider the system of perks in order to ensure that the employee base is stable in the future.

5. Develop an action plan to implement these improvements. Your action plan can be in a table format with columns listing who, what, why, when and how.







Real time Feedback system


Monthly performance and behaviour

To improve employee performance


One-on-one interaction

Perk system


Target achieved

Increase in the employee productivity


On the basis of performance

Informal feedback


Issues being faced by employees related to behaviour, work or other aspects

To improve relationship with the employee


Informal one-on-one interaction

6. Your role is to support the implementation of the performance management system across the organisation. Develop an implementation plan using a range of training and communication methods which outlines how each of the following actions will be addressed. Use the following format to prepare your plan. There needs to be at least an example of training and communication for each action. The same training and communication method may be relevant for more than one action. 

Performance Management Promotional/implementation Plan


Training (who, what and how)

Communication methods used

Who is responsible


Explain and persuade staff and managers of benefits of effective performance management.


What- skills training, managerial training

How- ppt



Hour 1

Explain how performance management links to performance development


What- elearning

How- case study



30 minutes

Clarify the goals and methods of the performance management system to employees

Who- Manager

What-instructor-led training

How- conference



1.5 hour

Train in how to use the performance management system

Who- Trainer

What- lectures

How- face to face meeting



1 hour

Encourage ongoing and regular feedback on performance as well as formal performance appraisal


What- one-to-one meeting

How- feedback meeting



20 minutes

7. Explain the benefits of effective performance management and how it links with performance development.

It is true that skilled as well as talented workforce is considered to be lifeblood of all the organizations. For the purpose of building skilled and empowered workforce, the organizations are needed to perform more than auditing the achievements of employee. The organizations are required to work towards the cycle of management in which judgement is not the only focus, and continuous and ongoing support must be considered as vital. Following are the benefits of having effective performance management:

Training needs- introduction more frequent reviews either formal or informal, can be helpful understanding the skill set of employees. With the provision of open forum for the workers can share as well as discuss their roles and responsibilities on a regular basis, training needs can be identified before having an impact on the productivity. With the help of performance management shortcomings or need for training can be identified.

Boosts morale- performance review gives the appropriate setting for formalizing and documenting praise. An environment is created for line manager for recognizing individuals in the team. It is often considered that maintaining effective performance management and providing feedbacks to the employees help in building employee morale.

Identification of appropriate employees for promotion- Regularly reviewing the performance of the employees is one of the best ways of determining the employee performance along with the appropriateness for promotion. It will not only ensure the appropriate employee selected for promotion but will also lead in more transparency and fairness while selecting. 

Supports planning for workforce- it is vital to have a discussion with employees related to current as well as future workloads which can be useful in identifying requirements that are necessary for the future staffs.

Enhancement in the employee retention- an effective performance management system allows a regular feedback that may involve formal or informal which will be helpful in prioritising employee recognition and also will influence learning and development.

Remember, at the center of any academic work, lies clarity and evidence. Should you need further assistance, do look up to our Performance Management Assignment Help

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