performance measurement

Performance Management
1. Performance Management and Reward Systems in Context
Learning Objectives
By the end of this module, you will be able to:
 explain the concept of performance management;
 distinguish performance management from performance appraisal;
 explain the many advantages of and make a business case for implementing a welldesigned performance management system;
 recognise the multiple negative consequences that can arise from the poor design and implementation of a performance management system, which affect all the parties involved
– employees, supervisors, and the organisation as a whole;
 understand the concept of a reward system and its relationship to a performance management system;
 distinguish between the various types of employee rewards, including compensation, benefits and relational returns;
 describe the multiple purposes of a performance management system, including strategic, administrative, information, developmental, organisational maintenance and documentation purposes;  describe and explain the key features of an ideal performance management system;
 create a presentation including persuasive arguments in support of an organisation implementing a performance management system, including the purposes that performance management systems serve and the dangers of a poorly implemented system;
 note the relationship and links between a performance management system and other
HR functions including recruitment and selection, training and development, workforce planning and compensation.
Sections
1.1 Definition of Performance Management (PM)
1.2 The Performance Management Contribution
1.3 Disadvantages/Dangers of Poorly Implemented PM Systems
1.4 Definition of Reward Systems
1.5 Aims and Role of PM Systems
1.6 Characteristics of an Ideal PM System
1.7 Integration with Other Personnel and Development Activities
Learning Summary
 Performance management is a continuous process of identifying,