Cipd 3prm Subject: Briefing Note on Supporting Good Practise in Performance and Reward Management

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Subject: Briefing note on supporting good practise in Performance and Reward Management ‘The conventional definition of management is getting work done through people, but real management is developing people through work.’ Agha Hasan Abedi Explain at least 2 purposes of performance management and its relationship to business objectives. Often viewed in a negative light (to be performance managed often means to be closely managed due to poor performance) performance management is actually a vital, positive tool that can help an organisation deliver success by improving performance through developing the capabilities of its individuals and teams. One of the key purposes of performance management is personal development of employees. By comparing their performance against strategic organisational goals and objectives, an organisation has a consistent way of measuring an individual’s performance or that of an entire department or team. The insight gained could be specific to the individual or could highlight an operational shortfall. Both insights provide an opportunity for development and helps ensure support and direction can be given to drive improvement in that area. A second purpose of performance management is the opportunity to communicate and measure strategic goals against actual performance. This is both an important communication and motivational tool to engage with employees as they will be able to compare their performance against clear strategic goals and discuss these in Appraisals. Identify 3 components of performance management system. Performance management systems are employed in organisations to clearly state standards and expectations within those organisations. These systems have lots of different names such as KPI (Key Performance Indicators), Operational Objectives or Matrix scores but all measure performance against

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