7PFM Performance Management
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Providing a thorough understanding of the workplace’s performance management strategies is the focus of the performance management module. Leaders of organisations are responsible for ensuring that organisations achieve high-performance levels in the business environment through performance management. Managing performance means transforming organisational objectives into results that result in business objectives.
The CIPD Level 7 qualification in performance management gives learners the skills to facilitate fair and ethical performance reviews. As an example, performance improves when an organisation is committed to practical communication skills, where employees are expected to be transparent and ethical while working to accomplish business goals.
The purpose of performance management
- It is essential to ensure that strategic business objectives are achieved within the business context.
- It is of utmost importance to link corporate business performance to employee performance.
- To determine the role human resources play in promoting organisational performance.
- Human resources play a crucial role in establishing a culture that promotes high-performance work and improves work practices.
- International and multicultural business contexts need to understand the approaches to achieving high performance.
- To find out how to motivate employees to produce high-quality results at their workplace.
The leadership role in handling performance reviews
Leadership fosters performance capability, which creates an environment that fosters high-performance work. An organisation can accomplish this through personal development, which enriches its employees’ and teams’ capabilities. It is the responsibility of leaders to coach, mentor, and counsel their subordinates to enhance their capabilities.
In addition to providing platforms for employees to set goals, leaders also encourage challenges. Employees are also motivated to perform and meet the goals given by setting performance goals. To create a high-performing organisation, leaders encourage employees to provide feedback.
Employees are also motivated by leaders who reward and recognise their efforts. Both financial and non-financial rewards are available, and their purpose is to motivate and encourage employees.
Performance management involves employee involvement.
Employees are also responsible for promoting the performance of the organisation. The organisation encourages employees to communicate and share information to meet performance goals. Through communication, employees can identify problems and develop strategies for resolving them, improving individual, team, and organisational performance. Furthermore, they get to identify areas for improvement, develop plans for improving performance, and create new ways to manage performance.
The impact of high performance within organisations
For employees to be committed to a company, high performance is crucial. To achieve organisational goals, HR leaders should strive to implement practical goals that provide employees with reasons to stay with the organisation (Purcell and Hutchinson, 2007).
In order to promote performance within an organisation at all levels, work-life balance is prioritised. Leadership needs to create a work-life balance that allows employees’ personal needs to be equally balanced with their work if they hope to improve employee performance.
Managing diversity in an organisation is made possible by achieving high-performance levels. In Sayers et al. (2018)’s view, the need to promote diversity is dependent on HR efforts to ensure that all employees are treated and respected equally. Fairness and equality are essential performance management indicators because they promote fairness.
A company’s management can reward exceptional high-performing employees by rewarding them. Identifying performance measures in this way helps leaders to assess how employees’ performance can be improved. Therefore, HR leaders should identify the appropriate performance measures to ensure the best decisions are made for organisational improvement and achievement, according to GuerraLópez and Hutchinson (2013).
When leaders are high-performers, their employees are more likely to be coached and mentored correctly to be successful. Additionally, coaching and mentoring promote workplace communication, which is crucial for HR leaders in providing direction and motivation to employees to achieve the organisation’s vision and goals.
Positive organisational cultures are fostered by high performance. In Geare and Edgar’s view, organisational culture can be defined by the role of workplace members in creating HRM practices that support and improve work conditions. In this respect, HR leaders must be concerned about their influence on employees in developing positive attitudes, which are considered crucial in affecting an organisation’s performance.
The learning outcomes for performance management
These are the learning outcomes for Performance Management at CIPD Level 7:
- This course is designed to help students identify the purpose and goal of performance management and communicate those to achieve performance goals effectively.
- This course aims to help students better understand the importance of performance management policies that promote the performance of individuals, teams, and organisations.
- Recognise the importance of performance evaluation techniques in improving organisational performance.
- Describe the communication skills used to effectively manage organisational achievement and underachievement among employees, teams, and the whole organisation.
- Performance management should be evaluated for its effectiveness and impact on employees and the organisation.
Final thoughts
Those taking the module will learn how to make the best possible performance decisions to improve performance, no matter what level of operation they are on. Student HR and CIPD career aspirants can use this guide to determine what action to take to develop capabilities and opportunities to promote performance. There is a range of learning materials available to all candidates interested in the module.
