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Performance Management

Performance management can focus on a specific process or on entire departments. Measuring tools can include performance appraisals, reviews, and forms. Performance management is essential in order to foster an environment that values communication and hard work. Performance management includes the execution of new training plans that are identified during individualized coaching sessions.

Supervisors and managers need to utilize performance management analyses in order to create a mutual understanding between employees and management over the goals of the organization. Employees need to know what to accomplish and how to accomplish the new goals. The main areas of improvement are usually: financial management, customer service, internal business processes, and employee learning¹. There are also multi-level evaluations that a company can perform in order to ensure efficiency. These include 360 feedback systems, multi-source feedback systems, multi-rater assessments, upward feedback, and peer evaluations¹.

Many employees dislike performance appraisals and management. Performance management can even be considered discouraging or diminishing to the morale of employees because they point out the flaws that workers possess. Managers also have to take time from their regular activities in order to appraise their employees. Depending on the policies set by the HR departments, these performances can be frequent or annual. Therefore, a balanced approach needs to be taken in order to improve business processes but keep morale high.

When running a performance managemnet, it is best to set goals. A few examples of some goals of performance management include developing a clear understanding of job standards, the frequency for monitoring job performance, the frequency of reviews, and finally, how to improve underperformance. 


1.  Services Canada. (Nov 30, 2011). Performance Management. Retrieved from

Categories within Performance Management

Balanced Scorecard

Postings: 262

The balanced scorecard is a strategic planning and management system that is used to align business activities to the vision and strategy of an organization.

360 Degree Feedback

Postings: 148

The 360-degree feedback is a performance evaluation tool that incorporates feedback from the worker, their peers, superiors, subordinates, and customers.

Management By Objectives (MBO)

Postings: 28

MBO is a goal-oriented management approach where managers and employees bilaterally set objectives to work towards.

Performance Management Strategic Goals

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Human Resources Performance Management

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High performance work system

I need help answering this: Explain the impact of knowledge workers on the requirements for creating a high performance work system. I appreciate your help.

Performance Management System & Establishing Prima Facie

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Coaching for Optimal Performance Using Big 5 Factors

Alex was recently promoted from Associate to Sr. Associate at Jeffries, Smith, and West, an accounting company in Los Angeles, CA that specializes in tax audits for companies in the entertainment industry. Prior to this promotion, Alex didn't have any managing experience with this firm, but with the promotion she now manages a t

Evaluation of Performance Appraisal Process

The following performance appraisal form (attached) was adopted by CRB, Inc., a small car restoration business. It was filled out by Al Brown, the owner of CRB, Inc., because he has been told he should give all of his employees an appraisal of their performance. This particular form was given to the foreman, Robert (Bob) Jared,

Towards a New Performance Management Program

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Opening another Shope: KS Cleaners

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Evaluating Board Performance

Can you provide an analysis of the importance of evaluating board performance. Please identify 3-4 impacts or consequences that might result if an evaluation is not conducted.

Incentive plan for employees

Jack Hopson has been making wood furniture for more than 10 years. He recently joined Metropolitan Furniture and has some ideas for Sally Boston, the company's CEO. Jack likes working for Sally because she is very open to employee suggestions and is serious about making the company a success. Metropolitan is currently paying Jac

Subjective Performance Evaluations

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Writing a Negative Performance Review

Elaine Bridgewater, the former professional golfer you hired to oversee your golf equipment company's relationship with retailers, knows the business inside and out. As a former touring pro, she has unmatched credibility. She also has seemingly boundless energy, solid technical knowledge, and an engaging personal style. Unfortun