Strategic Performance Management - 4934 Words

Strategic Performance Management: Table of Contents Introduction: 2 Learning Outcome1: 2 1.1:-Links Between Strategic Performance and Team Performance: 2 1.2 Tools and Techniques to set Performance Targets: 3 1.3 Team performance tools to measure future team performance: 4 Performance Evaluation Software 5 Feedback 5 Coaching 5 Learning Outcome2: 6 2.1 Determine required performance targets within teams against current performance: 6 The KPT(Key Performance Targets)s for each review are 6 1. Pre contract Contractor Team Performance – 6 2. Pre contract Client Project team performance – 6 3. Post practical completion Contractor team performance 7 4. Post practical completion†¦show more content†¦The second objective seeks to investigate the relationship between team ‘structural’ factors and Strategic Objectives. The third objective seeks to investigate the relationship between team members’ demographic variables (such as gender, ethnicity, age and education) and Objectives and team performance. Scholars suggest that there is a link between team’s demography and team performance. Data were analysed using descriptive statistics, Pearson’s correlations and one way analysis of variance. 1.2 Tools and Techniques to set Performance Targets: The ability to boost team performance brings with it numerous benefits for team members and management, not least of which is the continual ability to achieve and exceed results. As markets change, competitors strengthen and customers demand more, the ability to sustain and increase performance is critical to the ongoing success of the business. The only business constant is change itself! While teams fight to keep pace, the price of failure is high. Companies that can’t boost team performance end up with lost revenues, lost customers and reduced morale. Successful individual and team performance is driven by three factors, remuneration, skills relationships. Firstly, whilst employee remuneration is an obvious motivator, it is hard to alter and change quickly. Secondly, the skill sets that people have and their match to a specific role are again hard to alter quickly and return inconsistent andShow MoreRelatedEvaluation Of A Strategic Performance Management System2245 Words   |  9 PagesPerformance management has been defined as a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organisation (Aguinis, 2009). Organisations can either use strategic or operational performance management. Most organisational performance management systems are strategic in nature. They are aligned to the business strategy and suppor t the achievement of its strategic goals (Armstrong, 2015). 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