Performance Management

Topic : Performance Management

When you respond to the DQs I am looking for your own original responses. If you choose to use an additional source to support your thoughts that is great, however, you must be sure to cite your source. Do not just post information from a source to answer the questions. My expectation is that you will write your own thoughts in the DQ answers, and use supplemental sources to support your thoughts, if applicable.
Objectives:

1. Identify essential elements of effective performance management.
2. Explain how effective performance management supports organizational strategy and human resource goals.

DQ# 1 (A least 100 words)
What is the difference between Validity and Reliability?

DQ# 2 (A least 100 words)
What is Upward Feedback, and why can it be helpful?

DQ# 3 (A least 100 words)
What is the 360-degree appraisal?

DQ# 4 (A least 100 words)
What is a Performance Improvement Plan (PIP)?

DQ# 5 (A least 100 words)
Define and apply the following key terms from Topic 5.

Performance management
Performance appraisal
Performance feedback

DQ# 6 (A least 100 words)
Arlene Lopez
Performance Management: A tool called performance management aids managers in keeping an eye on and assessing workers’ output. Performance management is to establish an atmosphere in which employees may perform to the best of their ability and in accordance with the overarching objectives of the company. There is widespread usage of performance management in both the public and private sectors. A structured performance-management program facilitates communication between managers and staff regarding goals, expectations, and career advancement, as well as how each employee’s job fits into the company’s larger vision (Tardi, 2024).
Performance Appraisal: A periodical evaluation of an employee’s work performance and overall contribution to a firm is referred to as a “performance appraisal.” A performance assessment assesses an employee’s abilities, accomplishments, and progress—or lack thereof—and is sometimes referred to as a yearly review, employee appraisal, performance review, or evaluation. Organizations utilize performance reviews to provide employees with broad feedback on their work and to support decisions about termination, bonuses, and pay raises. Although they can be carried out whenever they want, they are usually quarterly, semiannual, or annual (Hayes, 2024).
Performance Feedback: Feedback on performance is a communication process. It should be continuous in the sense that changes are made in response to the management and team member exchanging information. Regular follow-up discussions are necessary to assess success. The purpose of feedback is to identify areas of success and areas for improvement. This implies that while new habits are formed and the learning curves for new abilities are climbed, leaders may need to exercise patience. Without performance standards, which should include expected of acceptable achievement, performance feedback is meaningless for corporate executives. A vehicle dealership might, for instance, establish a monthly sales target of ten. The norm for an accounting firm could be to see three clients each day. It is impossible for a manager to take a starting point for productivity and make changes without these standards (Leonard, 2024).
Thank you,

Arlene~

References
Hayes, A. (2024, June 4). Performance Appraisals in the Workplace: Use, Types, and Criticisms. Investopedia.
https://www.investopedia.com/what-is-a-performance-appraisal-4586834
Leonard, K .(2024). What is Performance Feedback. Chron.
https://smallbusiness.chron.com/performance-feedback-1882.html
Tardi, C. (2024, September 4). Performance Management: Definition, Purpose, Steps & Benefits. Investopedia.
https://www.investopedia.com/terms/p/performance-management.asp#:~:text=Investopedia%20%2F%20Jiaqi%20Zhou-,What%20Is%20Performance%20Management%3F,with%20the%20organization’s%20overall%20goals.