Performance Management 7PFM

The unit Performance Management 7PFMIs provides a detailed recognition of the strategies of the workplace utilized to enhance management performance. Performance management refers to the Strategy utilized to increase the management performance within the organization. It is influenced by organization leaders and their direction in terms of certifying the record of high performance of the organization within the environment of the business. Performance management is connected with the organization`s objective and its transformation for certifying the outcomes of the performance at the workplace with achievements. The performance management of the learning in level 7 of CIPD provides equipment to the learners with the skills required to leverage ethical and fair performance reviews. these performances can be influenced in the situation when the organization gets connected with the utilized communication skills categories where the expectations of employees are to be ethical and transparent included in the objective completion of the business.

Performance management is a phenomenon of instantaneous feedback and communication between employees and is manageable in terms of the objectives achieved by the organization. Generally, performance management is a solution of looking forward comprised of complete hindsight. However, the culture of an organization is evolved to the continuous feedback of a person through Technology at which the managers can check out the problem comprised of the recent performance of the employee and begin any category of the correction of course to provide the employees return to it.

Objectives of the unit

To certify the objectives of the strategic business in the unit Performance Management 7PFM that meet within the context of the organization are provided below:

  • Establish a Connection between the employee performance and corporate performance of the business within the organization.
  • To identify the human resource role in the promotion of performance of the organization.
  • Elaborate on the Human Resource Department`s role in the culture of organization development that generates work with high performance and enhances the practice of work within the organization.
  • To elaborate the method considering the high-performance achievement in the international and multicultural context of the business.
  • To find out the way through which the employees might be motivated to render outcomes of high quality at the workplace.

Learning outcomes

The learning outcome of the unit Performance Management 7PFM provides a good recognition of the topic with the familiar strategies of performance management. Here are the learning outcomes of the unit:

LO1: Analyse the goal and purpose of effective communication and performance management to acquire objectives of the performance.

LO2: Recognise the importance of the policies of performance management which promote the performance of organizations, teams, and individuals effectively.

LO3: Identify the evaluation techniques of performance and their significance in polishing up the performance of the organization.

LO4: Make the connection of the skills of communication which are considered to manage the underachievement and achievements of the organization effectively among the organization, teams, and employees.

LO5: Monitor the influence and effectiveness of the employees, performance management, and the whole organization.

Assessment criteria

The assessment criteria of the unit Performance Management 7PFM is catered for its learning outcomes which are designed to make the learners acquire innovative techniques:

LO1: Analyse the goal and purpose of effective communication and performance management to acquire objectives of the performance.


The main aim of performance management is to increase the productivity and development of the employee by setting an explicit goal, providing feedback, and delivering ongoing improvement. Its main purpose is effective communication that includes individual goals alignment with the objectives of the organization, expectations clarification, and the facilitation of dialogue to certify the mutual understanding that leads the organization to better improvement in the outcomes of performance.

LO2: Recognise the importance of the policies of performance management which promote the performance of organizations, teams, and individuals effectively.


The frameworks established by the policies of performance management include;

  • Feedback
  • Setting of goal
  • Evaluation

The frameworks mentioned above are significant for the success of the organization team and individuals. They certified the alignment between the goals of the broader company and the objectives of the employee, it provides continuous improvement in the culture, increases teamwork, and supplies complete performance of the organization by increasing the contribution of the individuals and their achievements in the collection.

LO3: Identify the evaluation techniques of performance and their significance in polishing up the performance of the organization.


There are multiple techniques of performance evaluation including KPIs “k key performance indicators”, feedback at 360-degree, and MBO “management by objectives”. These techniques assist the employees to contribute addressing and identifying their strengths and weaknesses. They provide the facilities with information on decision-making increase the engagement of employees and render fundamental targeted training and initiatives of development. These techniques provide accountability of the culture, make the organization clean strategies, utilize the workflow, and exceptional improvement in overall productivity and performance.

LO4: Make the connection of the skills of communication which are considered to manage the underachievement and achievements of the organization effectively among the organization, teams, and employees.


The skills of effective communication are important in the management of Underachievements and organizational achievements. Explicit Expectations in articulation, active aid of listening, individual and team motivations, fostering the recognition of the culture, and feedback construction. To address the requirement of underperformance in tactful communication, to foster particular guidance, opportunities, and support for improvement. Clear communication channels increase trust and enable open discussions related to the challenges and strategies adjustment and the collection of work in terms of the goal of the organization. Strong communication provides alignment with proactive measures and increases morale which is essential for the employees steering teams for success.

LO5: Monitor the influence and effectiveness of the employees, performance management, and the whole organization.


Performance management is affected when the learners monitor its influence on both the organization and the employees. For instance, it can increase the satisfaction of the job by providing explicit goals, opportunities for development, regular feedback, and increasing morale and engagement. Effective management performance provides an equity and fairness sense that encourages the employee to retention and loyalty. On the other hand, the poor execution of these things may lead the organization and employees to stress, demotivation, business perspective, and a pessimistic influence on productivity and morale. Every business organization requires useful performance management which places the goal of an individual with the objective of strategy, and enhancement of the overall performance. It makes the learners informed about the decision-making, identification of the high performers, and guidance allocation of the resources. On the other hand, the infected performance of the management can provide an outcome in minimum productivity, stressful relations among the employees, and a complete decline in the performance of the organization.

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