Performance Management Concepts

Essay: Performance Management Concepts

Objective: Analyze
performance management concepts and methodologies.

Introduction: To be competitive today, companies are continuously
evaluating the overall performance of every area in the business, which
includes their employees. Companies look for multiple ways to train and develop
employees, including using senior managers who coach and mentor others. To
acknowledge and promote higher levels of performance and retain employees,
companies implement various recognition programs. Additionally, managers must
establish clear performance guidelines and correspondingly measure employee
performance in ways that help the company meet its goals and the employees
achieve performance targets. This essay will give you the opportunity to
analyze performance management concepts and methodologies.

Deliverable: The essay for this lesson is required to be a minimum of
750 words that clearly demonstrate your understanding of the activity.
Essays should have a clear introduction, thesis statement and conclusion,
written in APA format (). A minimum of three sources, at
least two from the lesson, must be cited in-text and in the Reference list.

Step 1: Read
the following scenario and questions, and then use what you have learned about
this lesson’s objective to consider your responses.

Rowdy, Inc. is an apparel company with a multicultural,
multigenerational talent pool. Its clothing is manufactured in a large factory
in China, its distribution center is in Des Moines, Iowa, its headquarters is
in Los Angeles, and it sells all of its products online. The company has been
experiencing a higher than normal turnover of its U.S.-based employees. In the
last employee satisfaction survey, the employees complained that they did not
feel appreciated by management and did not always understand their managers’

Based on the lesson’s main topics, explain the probable causes
and what can be done to help increase employee satisfaction as well as employee
and company performance.

Suggest what Rowdy’s view of
its human capital likely is at this time and what can Rowdy, Inc. might do
differently with its view of human capital.

What types of strategies can
Rowdy use to train and develop its employees in ways that will promote
overall company success as well as the professional success of employees?

What types of recognition and
rewards would be most advantageous for the multicultural,
multigenerational talent pool at the company?

What are three best practices
Rowdy could use to be more effective with managing human performance?

a cover page and a reference page in addition to your required word count.

correct APA v. 7 format.

section headings to organize.


size 12 Times New Roman font.


in-text citations.

correct spelling, grammar, sentence structure and verb tense.

in 3rd person


Business and Staffing
Strategies from Phillips, J. M., & Gully, S. M. (2015). Strategic staffing
(3rd ed., pp. 21–43). Boston: Pearson Education. Read pages 21–43 for an
overview of the strategic role human resource staffing plays within an
organization and how personnel development is viewed as an investment.

Implementing Management
Development Programs from Dessler, G. (2017). Human resource management (15th
ed., pp. 252–257). Boston: Pearson Education. Read pages 252–257 for an
overview of training and management development processes.

The Employer’s Role in
Career Management from Dessler, G. (2017). Human resource management (15th ed.,
pp. 311–315). Boston: Pearson Education.

Read pages 311–315 for an
overview of how managers and human resources work together to develop
employees’ careers.

Reading 3.1: Performance
Reward Systems


In these readings, you will
learn more about rewarding employee performance and the managers’ values,
beliefs and perspectives of rewarding performance.


Rewarding Employee

Employee Participation,
Performance Metrics and Job Performance

Rewarding Value-Creating
Ideas in Organizations

Performance Appraisal and
Performance Management

Implementing Performance

Aguinis, Herman, Ryan
Gottfredson, and Harry Joo. “Delivering Effective Performance Feedback:
The Strengths-based Approach.” Business Horizons 55.2 (2012): 105-111.

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