Thoroughly Review The Following Video 762569

Thoroughly Review The Following Videohttpswwwyoutubecomwatchv

Thoroughly review the following video: Based on your review, please respond to the following: Specifically focus on the elements of performance tools (there are 6 noted). Select any 3 of the elements as being the absolute elements that must be part of your performance tools if you are in charge of developing the performance management strategy. Be sure to explain why you selected your choices. Note: Your response to the discussion must be informative, be supported with research, and follow the requirements set by this course.

Paper For Above instruction

In today’s competitive organizational environment, effective performance management is crucial for aligning employee activities with strategic goals. The video in question sheds light on various elements of performance tools, which serve as mechanisms to evaluate, guide, and enhance employee performance. According to Purcell and Gregory (2004), performance tools encompass a range of methods including performance appraisals, feedback systems, and developmental programs. Understanding these elements helps HR professionals, managers, and organizational leaders craft robust performance management strategies that foster productivity and growth.

The six elements of performance tools highlighted in the video include goal setting, feedback mechanisms, measurement criteria, developmental support, recognition systems, and accountability processes. Each plays a vital role in shaping employee behavior and driving organizational success. However, when considering which elements are most essential in developing a comprehensive performance management strategy, three stand out due to their foundational impact on continuous improvement and employee engagement: feedback mechanisms, measurement criteria, and developmental support.

Feedback Mechanisms

Feedback serves as a cornerstone of effective performance management. It provides employees with insight into their strengths and areas for improvement and fosters a culture of continuous learning. As London (2003) emphasizes, timely and constructive feedback enhances motivation, clarifies expectations, and promotes accountability. When designing performance tools, integrating systematic feedback loops allows managers to communicate performance expectations clearly and monitor progress effectively. Feedback mechanisms ensure employees remain aligned with organizational goals and adapt their behaviors accordingly.

Measurement Criteria

Clear measurement criteria are vital to objectively assess performance. They establish standard benchmarks and performance indicators that facilitate fair evaluation. According to Pulakos (2009), well-defined criteria reduce ambiguity and increase transparency, thereby improving employee acceptance of performance assessments. Incorporating specific, measurable, achievable, relevant, and time-bound (SMART) goals enables managers to track progress accurately and provide targeted development interventions. Without clear measurement tools, performance evaluations can become subjective and unreliable, ultimately undermining trust and motivation.

Developmental Support

Developmental support focuses on nurturing employee skills and fostering professional growth. It underscores the importance of ongoing training, coaching, and mentoring to improve performance levels over time. As Ricciardi (2008) notes, organizations that invest in development demonstrate a commitment to their employees, leading to higher engagement and retention. Developmental support complements performance appraisal processes by providing employees with the resources needed to address identified skill gaps and prepare for future roles. This element ensures that performance tools do not merely evaluate but also enhance capabilities.

While all six elements of performance tools are important, emphasizing feedback mechanisms, measurement criteria, and developmental support provides a balanced approach that promotes fairness, clarity, and growth. These components enable organizations to create performance management systems that are transparent, responsive, and developmental—driving sustained organizational success.

References

• London, M. (2003). Job feedback: Giving, seeking, and using feedback for performance improvement. Psychology Press.
• Purcell, J., & Gregory, C. (2004). Unlocking performance: The HRM and performance connection. Chartered Institute of Personnel and Development.
• Pulakos, E. S. (2009). Performance appraisal. In Handbook of industrial and organizational psychology (pp. 423-448). American Psychological Association.
• Ricciardi, R. (2008). Developing the talent pipeline: Strategies for organizational success. Sage Publications.