HRM580 CSU Global Discussion Response: Individual Performance Appraisal


  1. Q) How can leadership effect performance management?
  2. A) Leadership plays a vital role in performance management by being a role model and setting the desired trends. They are normally responsible for designing policies that reflect the core values of the company. They are also responsible for encouraging managers and explaining how performance management is instrumental in achieving the company’s goals. In order to maximize employee satisfaction and productivity, managers and leaders need to take performance management seriously. Juneja (2019) explained that top managers are expected to develop a high-performance culture in an organization by

-Communicating an organization’s mission and values to its customers and employees.

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-Clearly defining the work expectations and communicating to everyone for ensuring success in the achievement of business goals and facilitating an overall performance improvement.

-Keeping the employees informed about their progress towards the achievement of goals and suggesting corrective actions for non-achievement of performance.

-Establishing a shared belief amongst the employees regarding the importance of continuous improvement in performance.

  1. Q) How is an individual employee’s performance linked to the organization’s strategies?
  2. A) Training and development programs can serve as tools that improves a company’s outcomes. Training is an organized approach to improving an employees’ skills and job performance. This ultimately enhances a company’s performance. Kent State University (2017) explained that most successful organizations have transitioned from the traditional employee appraisal process to the more enterprising performance management process that ties employee performance to organizational performance through its mission, vision and values. Leadership needs to understand the importance of cascading goals to ensure successful goal attainment and increased employee engagement. Managers should not solely conduct the annual strategic planning sessions, they must align and distribute goals throughout the company to show transparency, manage progress, and evaluate overall strategy with individual performance.
  3. Q) What are two performance management strategies that can make a positive impact on the organization?
  4. A) Two strategies that can make a positive impact on an organization are defining and communicating organizational goals and performance objectives and offering frequent performance feedback.

Employees will not be able to performance expectations or company goals if they are not clearly outlined. Clarification and communication should be the first step toward effective performance management. Goal-tracking software can help define and outline goals by developing progress charts, sending out status e-mails, and providing updated information for meetings.

Clearly communicating company and individual goals is an essential step for any business. Checking in with employees periodically not only to gauge progress but also to provide feedback. This can reinforce skill sets and positive behaviors. It can also reveal areas of opportunity with a clear path for improvement. Feedback should be given in real time and integrated into company culture. Timely performance feedback is the best way to acknowledge your employees and their work while also effectively shaping their work.

Reply to the post above. It must be similarly substantive in a manner and address two of the following bullets:

  • Answer a question (in detail) posted by another student or the instructor.
  • Provide extensive additional information on the topic.
  • Explain, define, or analyze the topic in detail.
  • Share an applicable personal experience.
  • Provide an outside source (for example, a website) that applies to the topic, along with additional information about the topic or the source (please cite properly in APA format).
  • Make an argument concerning the topic.

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