Part 1 (AC 1.1, 1.2, 1.3, 2.1, 2.2, 3.2) Performance Management Performance management is a process of evaluating the organization and employee outcomes towards a common goal, it can also ensure that companies continually strive to improve their most valuable resource: their employees. Performance management can continually drive business improvement by identifying and communicating performance goals and expectations. Employees are aware of what is expected of them and how they will achieve them. Connecting employee goals with business goals means that the organization will continuously improve employee and organizational performance as a whole, the organization can drive their performance "hand in hand". Performance management can also grow. However line managers may choose to conduct reviews every 3 months if they deem it necessary, for example if an employee is underperforming and the line manager believes the employee will benefit from achieving short term objectives. This needs to be coordinated with HR. The purpose of a performance review is to provide feedback to employees on how they are performing in the organization and how their performance relates to company objectives. It also gives the line manager an idea of ​​how the team is doing and whether there are individual training needs or what the team as a whole needs. It also highlights the underperformers and underperformers on your team, and then you can reward the performer or develop the underperformer to do better (become the performer!). The performance review process will be a 4 stage procedure 1. Employee and line manager will complete an appraisal report2. The line manager will collect feedback from colleagues, will also collect sales data and, if possible, customer feedback.3. The employee and the relevant manager will meet to discuss the results. The purpose of the meeting is to establish SMART goals that the employee will aim to achieve in the next evaluation. Through this process you were able to clearly identify the questions and link a specific performance example to those. Plan the performance review: • structure • questions • documentation The structure has been identified, the order of objective points to be discussed has been reviewed, and questions have been assigned to each objective. Documents in place to allow documentation of responses for review and drafting. Prepare a suitable environment A suitable environment has been created for revision in the light of the classroom. I decided to have an open approach with no desks to leave an open arena, side desks to have a place to write, it worked well. Appropriately open review: • introduction • review outline Very open approach and voice and pace controlled really well. Throughout the introduction, with clear voice and diction. I came across a very professional approach in the approach outlined during the meeting. Establish rapport and put the reviewer at ease The friendly approach and smile built that rapport quickly, the open environment of the meeting helped too. Use appropriate questioning techniques: • open