Performance support systems essay

Conclusion Though it may seem formulaic — and, well, it is - the idea behind this structure is to make it easier for the reader to navigate the ideas put forth in an essay.

Performance support systems essay

Performance support systems essay

What is the main goal of a Performance Management System? Performance management systems are designed to improve both individual and organisational performance by identifying what skills are needed to perform a role, providing regular feedback and assisting the employees in their career development.

The overall aim is to equip staff with the competencies and commitment to deliver on shared organisational goals. Why is it necessary to develop and implement a Performance Management System?

We will write a custom essay sample on Performance Management systems or any similar topic specifically for you Do Not Waste HIRE WRITER A well developed performance management system assist to develop staff and can result in significantly improved output and performance, which ultimately leads to improved results for the organisation.

Without a well developed and implemented performance management system, an organisation can risk poor staff performance and a high turnover of staff due to lack of support. What are the three stages of Performance Management? List the four groups who are involved in Performance Management?

Why is it necessary to ensure that performance management and review processes are consistent with business objectives and policies? Staff performance plans must be based on the overall aims and objectives of the organisation so as to ensure that each staff member is working cohesively towards the same goal.

They must also adhere to organisational policies so as to ensure that they are fair and consistent across the organisation. This also assures that they comply with legislation that is, presuming that the policies set out stipulate this.

I think the importance of performance evaluations is twofold. In my experience, working in an extremely under-resourced organisation, it has been very difficult for me in the past to gain feedback from my supervisors about my performance.

One to one time with a manager is rare. This has at times resulted in frustration because I have felt as though I have not been able to gain direction in my work.

I fear that at times this may be the case for the staff that I supervise also. Therefore, I believe that on one level performance management systems are extremely important as a method of support for staff.

On a more obvious note, performance management systems can also lead to improved output and performance of individuals, which ultimately leads to improved results for the organisation.

In terms of what method I believe to be most effective, I believe that there are some core principles that must be followed. Why is it important that both managers and employees receive suitable training in how to handle performance review interviews? Training equips managers and team leaders with skills to conduct positive appraisals.

It assist employees to understand the new relationships and how performance issues are openly discussed and resolved. Training sessions also can assist employee to see how their work links to the goals of the organisation.

Explain why and how often you think performance appraisals should be held? I believe performance appraisals should be held after 3 months in a role and then every 6 months following this.

I write this in the context of the organisation for which I work.


One to one time with your manager is difficult in our organisation and I believe that in the past this has led to staff feeling very unsupported. There has been quite a high turnover of staff in some programs and I believe that this could be addressed by stronger support systems in place from management.

While some may argue that appraisals at such regular intervals can be difficult for managers to implement due to time constraints, I believe firmly that this investment will be returned in increased staff output.

Why is it important to recognize the contribution of your work group members and why should you do this? Recognising the contribution of group members is an important method of motivating staff. It reinforces positive contributions and shows their importance to the organisation. If the contribution of staff members is not recognised, it risks losing the motivation of a team who may feel that their work is for no purpose and is not appreciated.

We all need a thanks! How would you devise a training plan incorporating both monitoring and coaching for individuals with poor performance?The goal of Sudoku is to fill in a 9×9 grid with digits so that each column, row, and 3×3 section contain the numbers between 1 to 9.

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