COVER PAGE INDIVIDUAL ASSIGNMENT

TO BE COMPLETED BY STUDENT

FULL NAME Kenny Lau Ghu Chen

Program Name Bachelor of Business Administration

MATRICULATION NO. I13003979

HRM 4225
COURSE CODE AND PERFORMANCE MANAGEMENT
COURSE NAME

LECTURER’S NAME
DR Yip Foon Yee

SECTION SESSION JAN 2019

1HR1

DUE DATE 29/3/2019

1
Coursework 1: Individual Assignment 30%

No. Evaluation Criteria for Individual Assignment Mark [%]

Introduction on performance management and appropriateness of the two / 10

1 (2) journals selected (5 + 5)

Critical analyses of the performance management models and theories from /20
2 the two (2) journals selected (10+10)

Applicability to the workplace of the theories or models in the Two (2) /20
3 journals selected (10 + 10)

/10
4 Limitations of the research or study from both the journals selected (5 + 5)

Comparative analyses of the two (2) journals selected in terms of value of / 20

contribution to the area of contemporary performance management (10 +
5 10)

Citations and referencing including Presentation, quality of writing, and / 15

6 structure of the assignment (10 + 5)

7 Conclusion /5

TOTAL /100

GRADE

2
 TABLE OF CONTENT
1.0 INTRIDUCTION ....................................................................................................................4
1.1 Fist article.......................................................................................................................4
1.2 second article .................................................................................................................4
2.0 Critical analyses of the performance management models and theories............................5
2.1 First article .....................................................................................................................5
2.2 second article .................................................................................................................6
3.0 Applicability in the workplace ................................................................................................7

3.1 First article ........................................................................................................................7

3.2 Second article .....................................................................................................................8
4.0 Limitations of the research or study of the two (2) journals selected .................................9
4.1 Consistency ....................................................................................................................9
4.2 Past performance details ................................................................................................9
5.0 Comparative analyses of the two (2) journals selected .......................................................10
6.0 Conclusions .............................................................................................................................11
7.0 References ...............................................................................................................................12
8.0 Appendix .................................................................................................................................13

3
4
1.0 Introduction
1.1 Fist article
This article is talking about find the reasons for uncontrolled performance management and
recommending a lot of measures that will prompt improved performance management, both in
Serbian organizations of sustenance industry and in different businesses of Serbia. In this way,
the examination zone comprises of sustenance preparing organizations in the Republic of Serbia.
The significance of the nourishment business for the national economy is striking. The
sustenance business is the help of the neighborhood economy and more than a casing reference
for research on performance management in nearby monetary practice. In created showcase
economies, particularly in Anglo Saxon talking nations, performance management is raised to a
dimension of logical orders. For over 50 years, performance management has been the subject of
methodical investigation, for researchers, and viable agent. This is bolstered by an assortment of
specialized document around there, particularly a wide scope of models of authoritative
performance management, which were grown over quite a few years.
This article research objectives have been set:
1) appraisal of the present practices of performance management in residential organizations in
the nourishment business of the Republic of Serbia.
2) a draft program to improve the current performance management framework in organizations.
1.2 Second article
The article plans to demonstrate the way toward structuring and executing a performance
management framework in one of the biggest waters and sewerage organizations in Poland and
to exhibit key ends dependent on research and relating to the shortcomings of this framework. To
begin with, various methodologies towards structuring and actualizing the performance
management framework are exhibited. The initial steps of structuring and executing the
performance management framework ought to be the vital examination and instruments which
bolster management and are connected around then in the organization. Laying out the
arrangement of planning and actualizing the performance management framework can just start
with the assessment of the corporate system, condition of association and the right now
connected techniques which bolster management. The arrangement ought to be gone before by
breaking down the explanations behind the disappointment of executing the performance
management framework, if such usage was done. Along these lines just this arrangement sets up
the phases of structuring and actualizing the performance management framework. At that point
the creator proceeds to list the key phases of structuring and executing the performance
management framework which occurred in the water and sewerage organization. The aftereffects
of the analysis did in this organization are given first and they incorporate the sought-after
procedure, circumstance of the organization, status of usage of the controlling framework
including cost bookkeeping framework. At last, there are displayed the last ends with respect to
performance management presentation in the water and sewerage organization.

5
2.0 Critical analyses of the performance management models and theories
2.1 First article
Performance management is connected to yields and results. What's more, this alludes to the
procedures expected to accomplish these outcomes, and contributions, as far as limit that is
normal from groups and people.
Performance management identifies with arranging, which is the underlying advance in making
future progress. This alludes to the meaning of desires as the objectives and field-tested
strategies.
Performance management is identified with estimating results and controlling the advancement
of accomplishing the targets, in such a case that there is something you can't gauge, you can't
oversee it. What's more, "performance estimation framework comprises of three segments:
information gathering and handling, investigation and activity"
Company performance management alludes to ceaseless improvement. This connection depends
on the way that ceaseless taking a stab at accomplishing exclusive expectations in all aspects of
the association thusly gives a progression of steady picks up that will make unrivaled
performance. This implies clearing up what is company, group and individual adequacy, and
taking the important measures to accomplish characterized dimensions of viability. As indicated
by Armstrong and Murlis this signifies: "setting up a culture in which supervisors, people and
gatherings assume liability for consistent improvement of business forms and their very own
aptitudes, capacities and dedication"
Performance management is related with the consistent expansion. It is connected to the
production of a culture in which the hierarchical and individual learning and expansion are
constant procedure. The truly objective of performance management framework is that it puts the
emphasis on constant expansion of organization's workers.
Performance management identifies with communication. This is accomplished by making the
company climate in which the attention is on making a continuous exchange among directors and
their groups, who together characterize desires and offer data about hierarchical mission,
qualities and objectives.
Performance management is related with partners. This implies addressing the requirements and
desires for all partners of an organization - the proprietors, directors, workers, clients, providers
and the publicity. Specifically, representatives are treated as accomplices in an organization
whose interests are regarded, whose recommendations are looking for and tuning in and who are
urged to add to the definition of their own and group objectives and plans.
Performance management alludes to fairness and transparency. As recommended by Winstanley
and Stuart-Smith, the four moral rules that ought to administer the exercises inside the
performance management are esteem for the individual, common esteem, programmed fairness
and transparency of decision-making.

6
2.2 second article
The writing shows two distinct methodologies towards structuring and executing a performance
management framework. The sequentially requested phases of structuring and executing a
performance management framework are referenced generally every now and again. Mike
Bourne, John Mills and others list three fundamental periods of planning and executing the
performance management framework:
– plan of performance measures,
– execution of performance measures,
– utilization of performance measures in the management of the organization.
The previously mentioned creators call attention to that the main stage ought to be gone before
by the identification of the exact objectives for individual specialty units, process proprietors and
so forth. These objectives ought to be gotten from the corporate technique. The accompanying
phases of planning and actualizing the performance management:
• formation of a structure group and drafting an execution plan,
• examination of the organization's needs and its situational conditions,
• structure of performance measures,
• structure of the underlying form of revealing frameworks,
• choice of satisfactory IT apparatuses,
• introduction of courses of action to clients,
• last plan of the framework,
• execution of the framework,
• preparing for clients.
Characterizing performance measures on various dimensions of management in the organization
requires deciding focuses for the procedure proprietors and specialty units. Drawing-up the
corporate procedure is a beginning stage for structuring the performance management framework
which incorporates the estimation of performance as one of its components. The system might be
created based on various explanatory procedures and strategies just as different instruments
which bolster its representation.

7
3.0 Applicability in the workplace

3.1 First article

In performance management, correspondence making it less requesting to perceive little issues
that can be reconsidered before they become huge issues. Better proficiency and less crisis
management let you revolve around zones that impact your essential concern: control and pay
exercises, upkeep or end decisions, and because of getting ready is required.
Exactly when representatives grasp that performance management is proposed to help their work
improvement and give them more direction over their expert achievement, they feel empowered
and secured. For affiliation, that implies extended performance and an undeniably solid essential
concern.
Successful supervisors plan their work. Arranging implies defining performance desires and
objectives for gatherings and people to channel their endeavors toward accomplishing
authoritative destinations. Getting workers engaged with the arranging procedure will enable
them to comprehend the objectives of the association, what should be done, why it should be
done, and how well it ought to be finished.
The administrative prerequisites for arranging workers' performance incorporate building up the
components and guidelines of their performance evaluation plans. Performance components and
models ought to be quantifiable, reasonable, certain, fair, and attainable. Through basic
components, representatives are considered responsible as people for work assignments or
duties. Worker performance plans ought to be adaptable with the goal that they can be balanced
for changing project targets and work necessities. At the point when utilized adequately, these
plans can be helpful working archives that are examined frequently, and not only desk work that
is documented in a cabinet and seen just when appraisals of record are required. (OPM.gov
)

8
3.2 Second article
Endorsing the formal corporate system and imparting it to key personnel (level of office
executives and directors of specific segments)
Directing preparing with individual procedure proprietors with the interest of individuals from
the group designated to execute the task and outside specialists whose aim was to figure targets
at different dimensions of management associated with key destinations, to characterize basic
achievement factors and to plan usage measures for goals;
Actualizing, if fundamental, the required changes in the structure of the procedure which has just
been executed; attracting up norms to be sought after by estimations of usage measures for
targets; the benchmarks have been determined based on seat stamping investigation,
Building up an announcing framework on accomplished usage measures for destinations (KPI)
joined with the system of clarifying the explanations behind the deviation from the set principles,
the examination of patterns and taking remedial measures;
Planning another cost bookkeeping framework acclimated to new the data needs of the
organization
Distinguishing important changes with respect to IT frameworks, specifically as to the obtaining
and accumulation of information concerning the course of operational and deals forms which
would empower the mechanized estimation of the characterized execution measures for the
destinations (KPI). The undertaking identified with planning and executing the performance
management framework is relied upon to take a half year.
When the arrangement of structuring and executing the performance management framework in
the organization was drawn up, right off the bat, endeavors were embraced to build up a
corporate technique. The investigation of partners' desires was picked as an essential technique
for key examination and defining the methodology because of the moderately steady conditions
for business exercises.
The essential partners of this organization include:
-The town with region (locale) rights, which in the meantime claims offers of the organization,
-customers of the organization, that is buyers.
-network in the broadest sense, including ecological associations,
- foundations which subsidize the business tasks of the organization, including mostly
speculation exercises

9
4.0 Limitations of the research or study of the two (2) journals selected
4.1 Consistency
In the HR Maturity survey, twenty two percent of participants responded to the question of
whether performance appraisal systems were applied uniformly across operations with either a
negative or ‘unsure’ response. For the benefits to be fully gained and risks to be reduced,
employers must ensure that the policy and procedure is applied consistently, to all workers, in all
teams. This will also help to avoid further perceptions of favouritism or victimization and will
affirm performance management as a continual process, rather than one engaged in only when
there is a ‘performance problem.’ (iHR Australia, 2014)

4.2 Past performance details

This enables administrators and representatives to audit accomplishments and triumphs and put
the present performance in setting. It additionally indicates how they have performed against
their job profile and gives set targets for the year. (Shivasankari Bhuvaneswaran
, 2019)

10
5.0 Comparative analyses of the two (2) journals selected
These two articles are more spotlight on identifies with arranging and arrangement of a structure
gathering and drafting an execution plan. Making it less demanding to recognize little issues that
can be amended before they become enormous issues. Better efficiency and less emergency
management let you center around regions that influence your main concern: order and
compensation activities, maintenance or end choices, and in the case of preparing is required.
(Pedro Fernandez, 2017)
Besides that, plainly characterize the company's main goal statement. Develop a comprehension
of each utilitarian region's job in accomplishing the different key objectives. For each useful
territory, create worldwide performance estimates fit for characterizing the association's in
general focused position to top management. Communicate vital destinations and performance
objectives to bring down dimensions in the association. Build up increasingly explicit
performance criteria at each level. Assure consistency with vital destinations among the
performance criteria utilized at each level. Assure the similarity of performance estimates
utilized in all utilitarian areas. Use the performance estimation framework to distinguish rivalry,
find issue regions, help the firm in refreshing vital targets and settling on strategic choices to
accomplish these goals, and supply input after the choices are implemented. Periodically rethink
the suitability of the set-up performance estimation framework in perspective on the current
focused condition. (Marcia Simmering)

11
6.0 Conclusions
First article research objectives have been set appraisal of the present practices of performance
management in residential organizations in the nourishment business of the Republic of Serbia
and a draft program to improve the current performance management framework in
organizations. Performance management is connected to yields and results. Performance
management identifies with arranging. Company performance management alludes to ceaseless
improvement. Performance management is related with the consistent expansion. Performance
management is related with partners. Performance management alludes to fairness and
transparency. Second article plans to demonstrate the way toward structuring and executing a
performance management framework in one of the biggest waters and sewerage organizations in
Poland and to exhibit key ends dependent on research and relating to the shortcomings of this
framework. Second article shows that performance management framework has three there are
plan of performance measures, execution of performance measures and utilization of
performance measures in the management of the organization. Limitations of the research or
study of the two journals selected are Consistency and Past performance details. Comparative
analyses of the two journals selected are identifies with arranging and arrangement of a structure
gathering and drafting an execution plan and plainly characterize the company's main goal
statement.

12
7.0 References
1. PERFORMANCE MEASUREMENT, Marcia Simmering
https://www.referenceforbusiness.com/management/Or-Pr/Performance-Measurement.html

2. The Benefits of Performance Management for Employees，

Pedro Fernandez on November 9, 2017
https://rmi-solutions.com/blog/office-environment-company-culture/

3. Here’s How to Choose the Best Employee Performance Management System

Shivasankari Bhuvaneswaran, January 15th, 2019
https://kissflow.com/hr-process/performance-management/performance-management-system/

4. Top 4 tips for perfect performance management, 12/08/2014, iHR Australia

https://ihraustralia.com/top-4-tips-for-perfect-performance-management/

5. Effective Performance Management: Doing What Comes Naturally

OPM.gov
https://www.opm.gov/policy-data-oversight/performance-management/reference-materials/more-
topics/effective-performance-management-doing-what-comes-naturally/

13
8.0 Appendix

14