MANAGING PERFORMANCE

THE HRM WORKFORCE AND UNDERSTANDING

• IDENTIFICATION OF ISSUE: assist businesses in managing workforce 
• APPLIED THEORY: John Lockey's Liberal theory
• PRACTICAL THEORY: Concerning human understanding
• LINKED THEORIES: Liberal theory 7 Latham's Goal setting theory    
• SOLUTION: Provide assistance in understanding the work concept    

Locke and Latham's goal-setting theory suggests that businesses can achieve greater success by applying specific and measurable goals for employees. The theory posits that employees are more motivated by well-defined goals and constructive feedback, leading to increased productivity and satisfaction in the workplace. The five main principles of setting achievable goals include being clear, challenging, engaging, providing regular feedback, and breaking goals down into smaller steps(Vigoda‐Gadot and Angert 2007).

Performance Management Techniques

1. Peer Reviews/ 360-Degree Feedback.
2. Utilise Feedback.
3. Key Performance Indicators (KPIs) and Metrics.
4. Performance Appraisals.
5. Management by Objectives (MBO)
6. Balance Scorecards.
7. Personal Development Plans (PDP)

To incorporate goal-setting into the workplace, establish a goal's purpose, meet with individual employees, and provide regular updates on progress. Providing clear instructions for each task helps employees understand the reasons behind the goals and helps them understand the benefits of the work. Meeting with individual employees allows for a better understanding of the goals and the benefits they can achieve. By following these principles, businesses can effectively use goal-setting in their workplaces to improve employee engagement, productivity, and satisfaction(Locke and Latham 2002)

Workforce management features usually include the following features:

• Time tracking and attendance
• Scheduling, including ensuring adequate staffing
• Automatic time-off accrual calculations
• Federal and state labor law compliance monitoring
• Pay code tracking

Motivation is essential for individuals to achieve their goals. They need to feel that their goals are challenging enough to make them feel like a genuine achievement. Goal acceptance can occur through personal definition or by others. Feedback is crucial for understanding one's performance about their goals. Leaders should set goals at the right level of complexity, breaking them down into bite-size, comprehensible chunks. This approach helps individuals stay committed and motivated to achieve their goals(Vigoda‐Gadot and Angert 2007)

Locke discusses the question of innate practical moral principles, arguing that practical principles, like the Golden Rule, are not self-evident and are less likely to be innate propositions or universal assent. He also discusses the ideas that compose both speculative and practical principles, arguing that if these ideas are not innate, it gives more reason to believe that the principles are not innate(Maturana & Varela, 1992).

• Talent hiring.
• Onboarding.
• Training management.
• Performance appraisal.
• Workforce engagement.
• Payroll management.
• Compliance management.

The Two Treatises of Government, published in 1689, were written to justify the Glorious Revolution and the Exclusion Crisis in 1681. The English Anglican gentry faced significant obstacles to a rebellion to force James' exclusion from the throne, as the Anglican church taught that men's political duties were determined by their terrestrial superiors. To persuade the gentry to support exclusion, John Dunn suggested presenting a more coherent ordering of their values. 

• Structured onboarding. 

• Targeted recruitment. 

• Employee resource groups. 

• Quarterly pulse surveys.

• Employee upskilling programs.

• Flexible working.

• Leadership development.

• Quarterly performance check-ins.

To achieve this, Locke selected Sir Robert Filmer, a prominent supporter of the divine right of Kings, to attack. Filmer held that men were born into helpless servitude to an authoritarian family, a social hierarchy, and a sovereign whose only constraint was his relationship with God. Locke needed to refute Filmer's view and restore moral autonomy to the Anglican gentry. The First Treatise of Government is a polemical work aimed at refuting the patriarchal version of the Divine Right of Kings doctrine, arguing that men are not "naturally free" and that all legitimate government is "absolute monarchy.(Bititci et al., 2005)" 

REFLECTION 

Locke and Latham's goal-setting theory suggests that businesses can achieve greater success by applying specific and measurable goals for employees. The five main principles of setting achievable goals include being clear, challenging, engaging, providing regular feedback, and breaking goals down into smaller steps. To incorporate goal-setting into the workplace, businesses should establish a goal's purpose, meet with individual employees, and provide regular updates on progress.Workforce management features include time tracking, scheduling, automatic time-off accrual calculations, federal and state labor law compliance monitoring, and pay code tracking. Motivation is essential for individuals to achieve their goals, and feedback is crucial for understanding one's performance.Locke discusses the question of innate practical moral principles and the ideas that compose both speculative and practical principles. He also discusses the Two Treatises of Government, published in 1689, which justified the Glorious Revolution and the Exclusion Crisis in 1681. The First Treatise of Government is a polemical work aimed at refuting the patriarchal version of the Divine Right of Kings doctrine, arguing that men are not "naturally free" and all legitimate government is "absolute monarchy."

REFERENCES 

             Bititci, U., Mendibil, K., Martinez, V., & Albores, P. (2005). Measuring and managing performance in extended enterprises. International Journal of Operations & Production Management, 25(4), 333–353. https://doi.org/10.1108/01443570510585534

           Locke, E.A. and Latham, G.P. (2006) “New Directions in Goal-Setting Theory”. Current Directions in Psychological Science [online] 15 (5), 265–268. available from <https://doi.org/10.1111/j.1467-8721.2006.00449.x>

               Vigoda‐Gadot, E. and Angert, L. (2007) “Goal Setting Theory, Job Feedback, and OCB: Lessons from a Longitudinal Study”. Basic and Applied Social Psychology [online] 29 (2), 119–128. available from <https://doi.org/10.1080/01973530701331536>..