AC 4.1 The purpose and components of performance management.

UC Berkeley (2022) defines performance management as the continuous process of communication between employee and their supervisors that occur throughout the year and in support of realising strategic objectives of a given organisation. The key objective of performance management is to ensure that employees and their teams are provided with adequate resources they require to develop, the recognition they deserve to be motivated as well as the ability to understand what is expected of them (PerformYard.com 2020). Another key purpose of performance management is reinforcing values. Regarding that, a vital key idea of to bring the organisation’s values off the wall and into a conversation between workers. To gain a deeper understanding of performance management, it is essential to highlight factors that affect individual and team performance. One of the key factors that affect individual performance is the training and development plan.

 Specifically, a training and development plan can be defined as a plan the management offers to get the most effective outcome at their workplace. Another critical factor that affects an individual or team’s performance at the workplace is workplace policies and procedures. A workplace policy is a statement that dictates how issues related to human resource management are dealt with in a particular organisation. Additionally, workplace policies communicate the company’s values and expectations of employee behaviour and performance. Informal and formal reviews also critically affect individual and team performance within an organisation. Both informal and formal reviews provide essential feedback that is vital for the success of any given organisation.