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Running head: PERFORMANCE MANAGEMENT AND TRAINING1Performance Management and TrainingChris GriffithCapella UniversityAugust 4th, 2020
PERFORMANCE MANAGEMENT AND TRAINING2Performance Management and TrainingEvery business relies on their employees performing at a certain level in order to accomplish the goals and objectives of the organization. Depending on the size of the company, performance levels can be monitored rather easily or it may require a set of processes to determine if team members are performing at the desired level. While smaller organizations maybe able to evaluate employees through observation, larger organizations require a more involved method of measuring performance. Performance management is a process that is used to determine if employee’s activities and outputs are achieving the company goals (Noe, Hollenbeck, Gerhart, & Wright, 2020). Many organizations will perform an annual employee review either at the end of the year or on the anniversary of the hire date. While this is typically when pay raises are issued, it can also be when employees are informed that their performance levels are not up to par. Employeesoften dread this annual review because they know it is when they will be critiqued; it is also a beneficial time to discuss the positive aspects of employee performance and can open up suggestions for improvements that can help not only the employee, but the company as a whole. While annual performance reviews are important, this is just one aspect of the entire performance management process. Performance management is a continuous process that occurs regularly and not just once a year and is a way for managers to check-in with employees and get frequent feedback in order to stay up to date on where employees are at with regards to their performance and allows for early intervention if performance levels drop off (“What is an effective,” 2020). Performance management is also a valuable tool to evaluate top performers and reward them for their efforts and to also identify those who are not performing as well and can give managers an opportunity to help assist those who need it and can help establish
PERFORMANCE MANAGEMENT AND TRAINING3consistent standards for evaluating all employees so that performance levels are measured equally and fairly (Noe, Hollenbeck, Gerhart, & Wright, 2020). Figure 1 taken from Noe, Hollenbeck, Gerhart, & Wright (2020) illustrates the steps that are included in the performance management process.Figure 1. The first two steps look at what the company is trying to achieve in terms of goals and objectives, the third step involves providing training and support for the employee to determine what challenges the employee might face which influences their performance, step four is the evaluation of the performance, steps five and six evaluate what areas of performance need to be addressed and improved and the consequences for either achieving or failing to achieve said performance (Noe, Hollenbeck, Gerhart, & Wright, 2020).

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