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Supporting Good Practice in Performance and Reward Management

 

3PRM Supporting Good Practice in Performance and Reward Management

 

Description of the 3PRM Module

 

The performance and reward management unit focuses on identifying the role of HR in supporting activities that promote good practice in the identified aspects of HR function. The HR has the responsibility to ensure that they develop capabilities among the employees to ensure that they develop good results for the organization. The employees should have the knowledge and skills required in ensuring that they promote good organisational performance. HR experts have the obligation to ensure that they support the employees to be good performers, by ensuring that they assign the right tasks to the right employees, who have purpose to deliver good performance for the organisation. The learners taking this course have to also understand the significance of reward management in monitoring employee performance. The nature of employee appraisal and compensation strategy is determined to ensure that the employees become motivated to achieve the overall organisational objectives. The provision of all this information in the unit helps the learners understand their roles as HR experts, and determines their involvement in creating a good working relationship- between the employees and the line managers.

 

Linking performance management, business objectives, and motivation

 

Performance management seeks to create a good communication platform for the employees to have an understanding of what they are expected to do to achieve organisational objectives. In this perspective, learners taking the unit should be able to understand the aspects of the performance management system, which include feedback, good reward packages, and coaching and mentorship aspects that determine how well the employees are motivated to achieve success in organisations (Bhattacharyya, 2011).  Linking performance management to motivation, it is clear that the HR has the responsibility of ensuring that they motivate the employees, with the intention to ensure that they become satisfied. Learners pursuing the unit should learn the significance of motivation theories and their contribution to performance management. Theories such as the Herzberg’s Two-Factor Theory and McGregor Theory X and Y among others should be well understood by the learners. Learners should have an understanding of all the theories, how they are used, and the significance of making reference to them in enhancing employee involvement in good performance and organisational success. The unit therefore helps learners gain the knowledge and skills required in making effective decisions to support improved organisational performance.

 

Rewards and performance management

 

Reward management is a concept that determines the nature of employee compensation in the organisation. Employees may be compensated both financially and non-financially. Compensation is a form of appreciation to the employees for their involvement in the organisation, and it determines the nature of employee satisfaction and commitment to the organisation. Rewards also reduce employee turnover and increases employee retention in the organisation (Ishizaka and Pereira, 2016). Rewarding employees is an important function in HR, which determines how well the employees are appreciated. Learners should learn the importance of appreciating the assets involved in delivering performance in the organisation. The learners have to understand the reward management components and their roles in improving organisational performance. The HR professionals should have a good understanding of the impacts that the rewards brings to the employees as individuals. Therefore, the learners should consider this as an important HR function that should be highly considered when making decisions on how and when to compensate and reward employees for their work in the organisation. The unit has provided enough content on the information that should be considered before making decisions on what reward packages should be given to the employees.

 

Data in reviewing performance management systems

 

HR professionals need to use data for purposes of ensuring that the right performance management decisions are made in the organisation. With the changing work environment, big data has become a concern to the organisations, and this is important in measuring the performance over a certain period of time. Data can be internal or external, and the learners should be able to differentiate them with the intention to ensure that they are able to effectively measure performance and come up with the right decisions to support performance management. Learners pursuing the unit should learn how important it is to use data in decision making, and come up with the right strategies that should be implemented towards impacting good data management practices and usage for the overall advantage of the company.

 

Performance review

 

Review of performance is an important concept that the learners should learn in order to find out whether it has significance in the establishment of organisational goals and achievement of business success. With good reviews, the HR professionals are able to create fair rewards for the employees, which then determine the nature of motivation given to employees. With good reviews of performance, employees can be able to identify areas of improvement so as they can meet the required performance targets. Line managers have the responsibility of ensuring that they evaluate performance for purposes of ensuring that the right information is obtained to help within the organisation. The learners have the obligation to ensure that they identify the right concepts of performance reviews for purposes of ensuring that they get knowledge on how to conduct performance reviews for the benefit of the organisation.

 

Learning outcomes

 

After completing the course, learners should;

  • Be able to link the concepts of performance management with achievement of business objectives
  • Be able to create a link between performance management and motivation
  • Understand the purpose of reward in performance management
  • Understand the role of data in reviewing performance management systems
  • Be able to reflect on performance reviews

 

Winding up;

 

The unit on supporting good practice in performance and reward management is important in supporting the line managers and the HR professionals in making decisions involving the concepts of improved employee performance and good reward packages. The unit is suitable for the learners who aspire to grow their careers in HR, and those working in the HR and Learning and development field. This is because the information provided helps the learners engage in activities that help them make the right organisational decisions. For instance, in the review assessment of the performance, I learnt that the environment given to the employees seeking to provide information on performance and rewards given should be conducive to help them provide the right information without fear. Developing knowledge on performance management and reward systems in the organisation is important as it helps in the evaluation of the most basic aspects that contribute to organisational success and development.

 

 

References:

Bhattacharyya, D. (2011). Performance management systems and strategies. Pearson Education India.

Ishizaka, A., & Pereira, V. E. (2016). Portraying an employee performance management system based on multi-criteria decision analysis and visual techniques. International Journal of Manpower.

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