Individual performance objectives Print Page In a successful organisation, do individual employees' performance objectives align with their organisation's strategic goals – and if so, how? How do organisations best communicate with employees about their individual performance objectives? In this Key Concept Exercise, you will examine the role of individual performance objectives in performance management, as well as approaches to establishing and communicating with staff about these objectives. To prepare for this Key Concept Exercise: • Read the Required Learning Resources for Week 3. To complete this Key Concept Exercise: • Prepare a 500-word analysis of the role of individual performance objectives in performance planning, and critically evaluate two approaches to setting and communicating with staff about performance objectives. In formulating your Key Concept Exercise, consider the following questions: • What are the strengths and weaknesses of each approach? • In which situations would one approach work better than the other? Be sure to read over your Key Concept Exercise before submitting it to your Instructor. Make sure the spelling and grammar are correct and the language, citing and referencing you use when providing your opinion are appropriate for academic writing. This assignment is graded. See the rubric for specific grading criteria. Note: Please use the references of the book as I have it in this module and we are required to use it in the assignment. Learning Resources Aguinis, H. (2012) Performance management, 3rd ed. Upper Saddle River, NJ: Pearson Prentice Hall. • Chapter 7, 'Implementing a performance management system' Armstrong, A. (2014) Armstrong's handbook of performance management: an evidence-based guide to delivering high performance, 5th ed. London: Kogan Page. • Chapter 5, 'Setting goals', pp.77-97 Armstrong's Handbook of Performance Management: An Evidence-based Guide to Delivering High Performance, 5th Edition by Armstrong, A. Copyright 2014 by Kogan Page Limited. Reprinted by permission of Kogan Page Limited via the Copyright Clearance Center. Becom, A. & Insler, D. (2013) 'Performance management: a bad process or a broken promise', People and Strategy,36 (2), pp.42-45. Use the University of Liverpool Online Library to find this article. Heslin, P.A., Carson, J.B. & VandeWalle, D. (2009) 'Practical applications of goal-setting theory to performance management', In: Smither, J. & London, M. (Ed.) Performance management: putting research into action. San Francisco: Pfeiffer, pp.89-114. Performance Management: Putting Research into Action, 1st Edition by Smither, J.; London, M. Copyright 2009 by John Wiley & Sons - Books. Reprinted by permission of John Wiley & Sons - Books via the Copyright Clearance Center. Pulakos, E. D. & O'Leary, R. S. (2011) 'Why is performance management broken?', Industrial and Organizational Psychology, 4 (2), pp.146-164. Use the University of Liverpool Online Library to find this article.