(Solution) CIPD 5HR03 approaches to performance management. (AC 3.1)

Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section.Word count: Approximately 400words

Planning phase

Together, staff members and managers assess each other’s job descriptions, examine how they relate to organizational goals, and establish a plan for the completion of deliverables. Also agreed upon are SMART performance objectives.

Coaching Phase-

Employees receive coaching to address complaints about their performance as well as feedback on their areas for development.

Review Phase-

Performance evaluations, summaries, and rewards are given to employees.

360-degree feedback-

This method entails gathering information about performance in the manner of feedback from a variety of stakeholders, including coworkers, managers, and supervisors who evaluate a person’s performance based on a variety of behaviors or characteristics (Peng & Zeng, 2017). The development reports that are produced as a result of the participant input support performance improvement. Its benefit is that it helps people become self-aware of their talents and limitations, which inspire them to pursue personal development. The development of workplace ties is another benefit. Peer feedback aids in the development of connections and trust. When managers focus on the negativeside and ignore the positive side, it has the disadvantage of obscuring positive input. When people provide feedback that the boss wants to hear, it could potentially result in dishonest appraisals (Maulidi, 2020).

Performance review Meetings

SHRM (2018) define review meetings as “formal conversations intended to produce results that can help employees better their work efficiency and help organizations achieve goals and objectives.” During these meetings, the performance management planning stage goals are reviewed. Managers evaluate if goals have been met and provide helpful criticism. The manager and employee relationships are good, which is to its advantage. Direct lines of dialogue help to strengthen relationships. Its drawback is that it takes a lot of time. Review meetings can take a lot of time to hold, which delays organizational projects.

Continuous Professional Development (CPD)

Through both formal and informal operations, there is ongoing learning that is reflected upon and recorded in an individual growth strategy. By encouraging staff members to participate in both formal and informal instruction to advance skill and knowledge growth, it can be utilized to manage performance (Shonhe, 2020). When people use what they have learned in the job, it has the advantage of enhancing individual performance. Additionally, it improves skill sets that enable people to remain contemporary and creative. Its drawback is a lack of motivation and time to learn while working. High expenses, particularly for formal education, are a problem for CPDs.

Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section.Word count: Approximately 300 words