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Performance Management Systems and Strategies and HR FunctionsExecutive SummaryPerformance management systems and strategies determine the way human resourcedepartment performs its functions. Proper performance management creates a suitableenvironment for the department to perform its functions. Performance management withadequate communication of organizational goals and objectives help in orientation of newemployees. It also helps in creating a pleasant working environment since it motivatesemployees. Motivational theories like Herzberg’s Two Factor Theory, Expectancy Theory, andEquity Theory are essential in understanding employee’s motivation most importantly as a keytool that HR managers use to keep the organization on track.Herzberg’s Two Factor Theoryshows the importance of considering motivators and hygiene factors. Similarly, ExpectancyTheory helps in the understanding of motivation through in-depth analysis of expectancy,
instrumentality and valance factors. Equity theory calls for a fair balance between employees’inputs and outputs to enhance motivation.Inappropriate performance management can hinder organizational goal attainment.Human resource should ensure that it develops effective and transparent performancemanagement. In most occasions, performance management has an inadequate strategic focus. Inthis case, an organization has many unclear goals that are not easy to attain.Human resourceshould strive to have a few realistic goals that the organization can achieve. Besides,performance management should not contain complicated tools that may take managers andemployees a lot of time to understand. The simplicity of performance management is also vitalsince it allows for easy implementation. Furthermore, appropriate performance managementshould have clear rewards and recognition strategies upon meeting the level of performancerecommended by human resource.Definitions and theoretical underpinningsPerformance management is one of the critical business strategies currently. It involveshaving a proper plan in an organization that helps in rewarding and recognizing managers andemployees who are exceptional in executing their duties and responsibilities (Negoita, 2018, p.254). Adequate performance management is vital in ensuring that managers and employees knowtheir roles and the organizational goals they are required to help in achieving them. Performancemanagement can provide an organization with a competitive advantage in the industry. It canalso aid in boosting employees’ morale, which can reflect on their productivity. There are variousperformance management strategies including defining and communicating organizational goalsand objectives, offering frequent performance feedback, using peer reviews, organizing regular
meetings to talk about results and outcomes, and having preemptive management andrecognition (Negoita, 2018, p. 259). The strategies can be used by an organization to recognize

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