Performance Management

Performance Management

Laretha Moss

Performance Management – HRM 538

February 2, 2014

Performance Management

Summarize the seven (7) components of the framework for coaching and performance management, and identify which ones you require development in and why.

The coaching relationship main focus is the support of learning and development through trust, acceptance, understanding, being accepting, respectful, and non-judgmental of one another. Insight is having the capability to understand the areas that needs development in order to be successful. Feedback is imperative to make this work. A coach must know the goals, values and motivations of their employees; how the employee views their abilities; how they view others from feedback; and the success factors. Motivation can be built by clarifying personal and organizational reason for change. This is done by focusing on addressing barriers and challenges. Capabilities can be enhanced with new ideas and practices, creating opportunities to learn, and practice new skills. Real-world practices focuses on putting small changes into practice every day and allowing employees to display their new skills on the job. Accountability can be enhanced by encouraging commitments and following up through feedback. The coaching process is supported by the organizational context which includes HR, organizational systems, culture, and social relationships. The organizational context can be enhanced by anticipating and addressing barriers and creating an encouraging climate (Smither & London, 2009).

The two elements I would require development in are insight and motivation. Insight involves communicating what has to be learned and the changes that take place within the organization. Decreased motivation can develop in employees if changes and workplace performances are not clearly communicated to employees. The two elements can also cause high turnover.

Evaluate the validity of each of the reasons provided...