HRM practice01
Performance management: expectations, feedback and support
Make performance management a continuing working relationship rather than a form completed once a year.
ADM HR2 min
HRM / subject guide
Performance management
Agree expectations, provide useful feedback and separate development needs from system barriers.
A suggested reading route
From understanding to practice.
Begin with the first guide, or choose the question you are working on. Each guide connects explanation, application, limitations and further reading.
Clarity, challenge & feedback02
Locke & Latham’s goal-setting theory
Design goals that focus attention without encouraging shortcuts or pretending complex learning is a simple target.
Edwin A. Locke3 min
Effort → performance → outcomes03
Vroom’s expectancy theory
People need to believe that effort can work, performance will lead somewhere, and the outcome matters.
Victor H. Vroom3 min
AMO framework04
Ability, motivation and opportunity
A performance problem may be about capability, willingness, or the chance to contribute. Diagnose before prescribing.
Thomas Bailey4 min
Leadership · judgement & practice05
Transactional leadership
Use clear expectations and fair exchanges while distinguishing active management from waiting for failure.
James MacGregor Burns5 min
HRM practice06
Competency frameworks: describe useful behaviour clearly
Build a small, observable framework that supports development and fairer decisions rather than vague personality judgements.
ADM HR2 min
Where this subject grows next
This is a foundation, not complete coverage of every handbook chapter.
- Calibration and review exercises
- Team and adaptive performance