This full Performance Management analysis can be related to any organization or your organization by answering the below questions.

For this assignment, you are required to do a full Performance Management analysis based on the questions provided below for your selected organization. The selected organization can be your current organization or any organization you have worked in in the past. It is your choice to reveal the name of the organization or use a dummy name for keeping in view the non-disclosure or data protection clause. Avoid considering individual departments or sections of the organization as this will constrain you to answer all the questions.

Your performance management analysis should be presented in a management report format which should include an: Executive summary (make it brief), Introduction (setting out the scope of your work), Main body (having all the individual answers) and emphasize the key recommendations in your conclusion and consider how they might be actioned.

The questions that should be answered in your evaluation of performance management full analysis for your selected organization are: (For all questions give your organizations status, details of how the process is carried out)

A) Performance agreements

1. Are performance agreements being completed properly? 2. Do they generally spell out realistic objectives, attribute and competence requirements, work plans, and performance improvement and development plans?

B) Objectives

3. Are objectives being agreed properly? Give examples. 4. Are they related clearly to key result areas? Any evidence of KPI or KRA has to be provided. 5. Do they generally meet agreed criteria for good objectives, i.e are they specific, demanding but attainable, relevant, measurable, agreed and time-based? 6. Are they integrated with organizational and departmental objectives? Give details on any department scorecards. 7. Are individuals and teams given scope to contribute to the formulation of higher-level objectives? Complement your answer with examples of team-based objectives.

C) Performance standards

8. Are performance standards agreed for key aspects of the job where time-based and quantifiable objectives cannot be set? Explain the process.

D) Performance measures

9. Are appropriate performance measures being agreed upon? Give a few examples.

E) Feedback

10. Are managers providing good feedback throughout the year as well as during formal review meetings? Explain the process handled for feedback.

F) Performance reviews

11. Are both managers and individuals preparing properly for performance review meetings? How this happens to explain for your selected organization.

12. How well are managers conducting such meetings, with particular reference to:

creating the right (informal) atmosphere; working to a clear structure; using praise to get people to relax, to motivate, and to provide them with encouragement; letting the individual do most of the talking; inviting self-appraisal; discussing performance, not personality; being positive facing up to situations; not springing surprises on the individuals, they are assessing; agreeing on realistic and measurable objectives and a plan of action.

G) Motivation

13. How effective has performance management been in motivating employees? Explain.

H) Development

14. How effective has performance management been in developing skills and capabilities? Explain. I) Coach

15. How well have managers and team leaders carried out their role as coach, counselor, and mentor?

J) Ratings

16. How have ratings been fair and consistently applied?

K) Performance-related pay

17. How are incentives and performance-related pay schemes properly and fairly linked to performance? 18. How well performance-related pay is acting as a motivator?