1. What is the goal of performance management?

The goal of performance management is to increase and improve employee effectiveness. This can be done through planning, monitoring and reviewing the employee's performance. It is a continual process in which managers and employees collaborate to plan, monitor, and evaluate an employee's work objectives or goals, as well as his or her total contribution to the organization.

2. Why do performance appraisals alone fail to improve performance?

Some organizations discover that appraisals do not always establish clear targets and goals. Mercer also discovered that management occasionally fails to conduct difficult and tough talks, which are often critical to improving performance. Furthermore, appraisals are normally done once a year, and because performance is continual, appraisals must be done more than once a year.

3. Why is it important for a performance management strategy to reflect the company's performance values?

The Mercer White paper explains three reasons why the performance management approach should mirror the company's performance ideals. The performance management plan should "reinforce the messages that the organization wants to send about its business". Furthermore, the performance management strategy should "clearly communication what kind of performance culture" the practitioner is attempting to build the notion here is that when senior-level individuals properly convey and model business values, they become important guidelines for a staff. Finally, strategy developers should identify which performance management principles they want all employees to understand.

4. What are three things you think a manager should be responsible for, in terms of performance management?

Managers are responsible for a wide range of performance management functions. Managers are the key source of employee input. As a result, they should be accountable for conducting frequent performance appraisals for staff. Employees that actively participate in their own growth and development are more likely to succeed. This is easier to do when the management establishes a two-way, open communication channel that allows the employee to take ownership of their personal development. Managers should see performance management as a way to promote employee development. Managers should also review the organization's recognition and reward system on a regular basis. This increases productivity and gives staff with clear communication channels for expressing performance expectations.

5.What are three things you think the HR function should be responsible for, in terms of performance management?

In my opinion, the HR function should teach senior management officials on feedback delivery and staff development strategies. Moreover, HR should educate these employees with a thorough awareness of their roles within the organization's performance management systems. HR practitioners should evaluate the effectiveness of their present performance management strategies that are in place. This helps them to assess the effectiveness of their existing performance management plan.