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Explains The Concept of Performance Management

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Explains The Concept of Performance Management

Explains The Concept of Performance Management Total: 1.00 Distinguished – Thoroughly and accurately explains the concept of performance management.  Proficient – Explains the concept of performance management. Minor details are missing or inaccurate.  Basic – Somewhat explains the concept of performance management. Relevant details are missing and/or inaccurate. Below Expectations – Attempts to explain the concept of performance management; however, significant details are missing and/or inaccurate.  Non-Performance – The explanation of the concept of performance management is either nonexistent or lacks the components described in the assignment instructions.

Identifies the Most Prominent Types of Performance Management Plans Total: 1.00 Distinguished – Accurately identifies the most prominent types of performance management.  Proficient – Accurately identifies many of the most prominent types of performance management.  Basic – Accurately identifies some of the most prominent types of performance management.  Below Expectations – Accurately identifies few of the most prominent types of performance management.  Non-Performance – The identification of the most prominent types of performance management plans is either nonexistent or lacks the components described in the assignment instructions.

Compares the Performance Management Plans’ Impact On the Employee and the Organization Total: 1.25 Distinguished – Fully and accurately compares how performance management plans impact employees and organizations.  Proficient – Compares how performance management plans impact employees and organizations. Minor details are missing or inaccurate.  Basic – Somewhat compares how performance management plans impact employees and organizations. Relevant details are missing and/or inaccurate.  Below Expectations – Attempts to compare how performance management plans impact employees and organizations; however, significant details are missing and/or inaccurate. Non-Performance – The comparison of how performance management plans impact employees and organizations is either nonexistent or lacks the components described in the assignment instructions.

Discusses the Relationship Between Performance Management and Compensation Total: 1.25 Distinguished – Thoroughly and accurately discusses the relationship between performance management and compensation within organizations.  Proficient – Discusses the relationship between performance management and compensation within organizations. Minor details are missing.  Basic – Somewhat discusses the relationship between performance management and compensation within organizations. Relevant details are missing and/or inaccurate.  Below Expectations – Attempts to discuss the relationship between performance management and compensation within organizations; however, significant details are missing and/or inaccurate. Non-Performance – The discussion of the relationship between performance management and compensation within organizations is either nonexistent or lacks the components described in the assignment instructions.

Evaluates the Factors That Should Be Considered When Successfully Implementing Performance Management Within an Organization Total: 1.50 Distinguished – Thoroughly and accurately evaluates the factors to consider when successfully implementing performance management within an organization. Utilizes scholarly sources to support the evaluation.  Proficient – Evaluates the factors to consider when successfully implementing performance management within an organization. Utilizes scholarly sources to support the evaluation. Minor details are missing or inaccurate.  Basic – Partially evaluates the factors to consider when successfully implementing performance management within an organization. Somewhat utilizes scholarly sources to support the evaluation. Relevant details are missing and/or inaccurate. Below Expectations – Attempts to evaluate the factors to consider when successfully implementing performance management within an organization; however, does not sufficiently utilize scholarly sources to support the evaluation and significant details are missing and/or inaccurate. Non-Performance – The evaluation of factors to consider when successfully implementing performance management within an organization is either nonexistent or lacks the components described in the assignment instructions.

Written Communication: Control of Syntax and Mechanics Total: 0.25 Distinguished – Displays meticulous comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains no errors and is very easy to understand. Proficient – Displays comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains only a few minor errors and is mostly easy to understand. Basic – Displays basic comprehension of syntax and mechanics, such as spelling and grammar. Written work contains a few errors which may slightly distract the reader. Below Expectations – Fails to display basic comprehension of syntax or mechanics, such as spelling and grammar. Written work contains major errors which distract the reader. Non-Performance – The assignment is either nonexistent or lacks the components described in the instructions.

Written Communication: APA Formatting Total: 0.25 Distinguished – Accurately uses APA formatting consistently throughout the paper, title page, and reference page. Proficient – Exhibits APA formatting throughout the paper. However, layout contains a few minor errors.  Basic – Exhibits limited knowledge of APA formatting throughout the paper. However, layout does not meet all APA requirements.  Below Expectations – Fails to exhibit basic knowledge of APA formatting. There are frequent errors, making the layout difficult to distinguish as APA. Non-Performance – The assignment is either nonexistent or lacks the components described in the instructions.

Written Communication: Page Requirement Total: 0.25 Distinguished – The length of the paper is equivalent to the required number of correctly formatted pages.  Proficient – The length of the paper is nearly equivalent to the required number of correctly formatted pages.  Basic – The length of the paper is equivalent to at least three quarters of the required number of correctly formatted pages. Below Expectations – The length of the paper is equivalent to at least one half of the required number of correctly formatted pages.    Non-Performance – The assignment is either nonexistent or lacks the components described in the instructions.

Written Communication: Resource Requirement Total: 0.25 Distinguished – Uses more than the required number of scholarly sources, providing compelling evidence to support ideas. All sources on the reference page are used and cited correctly within the body of the assignment. Proficient – Uses the required number of scholarly sources to support ideas. All sources on the reference page are used and cited correctly within the body of the assignment. Basic – Uses less than the required number of sources to support ideas. Some sources may not be scholarly. Most sources on the reference page are used within the body of the assignment. Citations may not be formatted correctly. Below Expectations – Uses an inadequate number of sources that provide little or no support for ideas. Sources used may not be scholarly. Most sources on the reference page are not used within the body of the assignment. Citations are not formatted correctly. Non-Performance – The assignment is either nonexistent or lacks the components described in the instructions.


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  • Title: Explains The Concept of Performance Management
  • Price: £ 110
  • Post Date: 2018-11-10T10:18:15+00:00
  • Category: Assignment
  • No Plagiarism Guarantee
  • 100% Custom Written

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Explains The Concept of Performance Management Explains The Concept of Performance Management
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