UNIVERSITY OF THE PEOPLE

MASTERS IN BUSINESS ADMINISTRATION

BUS 5511 HUMAN RESOURCES MANAGEMENT

UNIT4 DISCUSSION ASSIGNMENT

Introduction

Performance management is a business management tool that helps bosses monitor and evaluate

the efforts of employees. Its goal is to build a path on which individuals can perform their tasks

as perfectly and successfully as possible (Tardi, 2022). As such, a supervisor/manager can use

this tool to adjust employee workflow, recommend new alternatives, and make other decisions to

help workers achieve their goals, which will help the organization achieve its goals and perform

optimally (Tardi, 2022). .

Managing and evaluating my performance

I currently work for a government agency in the enforcement department as a supervisory

inspector. In the fourth quarter of the financial year (October - December), the departmental plan

is generated from the corporate plan and my work plan is generated from the departmental plan,

which takes effect on October 1, which is the start of the last quarter. When creating my work

plan, the broad goals for my function are pulled from the department plan and broken down into

SMART goals and tactics to achieve them. If anything has changed during the year, the plan will

be adjusted accordingly. At the end of the year, my director evaluated my performance against
my work plan based on the goals I had set to see if I had met or nearly met them. If I score above

80% in the rating, I will receive a performance boost.

SMART goals based on job duties

A goal is a statement describing what an employee, team or company wants to achieve. The

acronym SMART is a tool designed to help companies and individuals set goals in a real and

fruitful way. Specific and measurable goals define success; achievable and realistic goals engage

and motivate people, and time-bound goals ensure that all stakeholders agree on timescales for

achieving the goals (Chartered Management Institute, 2014). Below are the three objectives

related to SMART work.

- Implement two innovative advocacy ideas by 31 December 2022.

- Reduce customer complaints from 5 to 1 by December 31, 2022.

- Increase institutional enforcement coverage by 5% by 31 December 2022.

My experience using the SMART method

Using the SMART process at my former workplace was not problematic because it is the

practice used in my current organization. The SMART approach is very effective because it is

transparent in that I set my goals and if I haven't given my all to achieve them, I have no one to

blame but myself. As a result, if I achieve my goals, there is no way my boss can deny me a

performance bonus.
Conclusion

It is vital to set SMART goals/objectives in an organization as this would mean that ideas are

clear and our efforts are focused, allowing time to be allocated in a way that ensures the greatest

return and highest chance of goal realization (Merrihew, 2017). So let's work on goals/objectives

that we can achieve and for which we will get the best reward.

References

Chartered Management Institute (2014, November). Setting SMART objectives.

https://www.managers.org.uk/wp-content/uploads/2020/03/CHK-231-

Setting_Smart_Objectives.pdf

Merrihew, M. (2017, August 4)). The importance of setting SMART goals.

https://www.hydratemarketing.com/blog/the-importance-of-setting-smart-goals

Tardi, C. (2022, April 26). What is performance management?

https://www.investopedia.com/terms/p/performance-management.asp