Performance Management

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“ Performance Management”

Thomas D. Middleton

Strayer University

HRM 538

Performance Management

Dr. Hargis

May 14, 2013

1. Summarize the seven (7) components of the framework for coaching and performances management, and identify which ones you require development in and why. The seven components of the frame work for coaching and performance management are the coaching relationship\, insight, motivation, capabilities, real-world practice, accountability, and organizational context. The first and most important step in the performance management process is to communicate what is expected. The should also be identifications of any job related learning needs and possible ways to address these needs. There also needs to be a performance review periodically to make sure that job expectations are relevant and appropriate and revise them if needed. Managers are encouraged to do this jointly with their employees which observing and documenting their performance. Throughout the performance management cycle, you should observe your employees’ performance and identify instances of both good and poor performance. Specific events and details are important for employees to clearly understand the impact, results, and consequences of their performance. Thorough documentation will enable you to recognize good performance and help you to correct poor performance. Provide feedback you should provide frequent feedback and coaching to your employees regarding performance throughout the year. This is especially important for the employee who is performing poorly. To be effective, feedback needs to be immediate, specific, and expressed in relation to a particular outcome and expectation. Deal With Performance That Does Not Meet Expectations. You may wish to enlist the support of your manager. He/she can give you the benefit of his or her experience and provide input and support before proceeding. Also, you can use the services of your Human

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