Performance management involves setting objectives and targets, developing employees, assessing and providing feedback on performance, motivating staff, and addressing underperformance. Objectives should be specific, measurable, achievable, realistic, and time-bound. Performance appraisals assess performance using data and focus on preparation, assessment, feedback, reinforcement, and future planning. Addressing underperformance requires following disciplinary and grievance procedures, providing support, and handling misconduct or poor performance.

1. Blessing Maregere

2.  Performances Management is an holistic
process of brining together many activities
that collectively contribute to the effective
management of people.
 The ultimate aim of such a system is to
improve overall organisational performance
there are a number of characteristics in an
effective amongst these are:

3.  Objective and target setting
 Employee development
 Apprising and measuring performance
 Giving feedback
 Motivation and reward
 Managing underperformance
 You should briefly describe each
characteristics from the above and show how
they would make up an effective performance
management system

4.  An objective is a specific result that a person
or system aims to achieve within a time frame
and with available resources.
 Objectives provides focus and clear direction,
and should be SMART.

5.  Specific: Clear, unambiguous,
straightforward, understandable
 Measurable: related to the quantified or
qualitative performance measures
 Achievable: with known resources
 Realistic: linked to business needs
 Time-bound: building-in completion date
and review dates

6.  Some objectives will need to be completed
before others usually based on their urgency
and importance.
 This determines their level of priority
 You need to explain when such objectives
should be used in pefomance management
and give at least one example of SMART
objective to be used

7.  Performance appraisals is part of performance
management,
 It is operational, uses data and information and
relates to the individuals
 Best practises should focus on:
 Preparation and planning
 Assessing performance
 Giving feedback
 Positive reinforcement
 Agreement on future planning

8.  An organisation has a moral and legal
responsibility to secure the well-being of
employees.
 Research indicates that well-being of staff
can have a major impact on their
performance.

9.  If well-being is undermined negative effects
can include
 Sickness and absenteeism
 Errors
 Poor customer service
 Negative atmosphere
 High staff turnover


10.  To provide more positive approach to
promoting wellbeing for employees
organisation should consider:
 Effectiveness of employees communication
 Employee work life balance
 Fairness of employments terms and
conditions
 Job security
 Training and development
 Stress management and counselling

11.  In handling underperformance disciplinary an
grievance process may need to be followed.
 Disciplinary situations include misconduct and poor
performance while grievances are concerns, problems
or complain that employees raise with their employer.
 Grievance procedure must include at least the
following steps acceptance of a written letter for the
employee to the employer setting out the details of
the grievance
 A meeting with employer for the employee to discuss
the issue
 The ability for the employee to appeal the employer
decision

12.  Disciplinary case is mainly used for inappropriate
conduct or poor performance.
 Inappropriate conduct is set out in the Employers
Code of Conduct.
 Some employers will consider an employee to have
breached the Code if they appear in court charge
with, for example drink driving or cause criminal
damage
 Poor performance may arise if an employee through
their own failure does not achieve the requisite
standards.
 the organisation has the responsibility to establish
appropriate support, prior to commencing formal
disciplinary against employee.

13.  Examples of misconduct typically include
 Repeated lateness
 Bullying
 Abuse
 Miscue of IT
 Ignoring instructions from management
 Inapposite language
 Inappropriate relationships
 Theft
 Violence