Performance management is a process that provides feedback and accountability to help employees achieve organizational goals. It involves planning goals, regularly assessing performance through appraisals, and providing coaching like mentoring and feedback. At Apple, performance management is used to align individual objectives with company goals. Planning involves jointly setting clear goals, appraisals are ongoing and use peer reviews and 360 degree feedback, and coaching provides leadership, mentoring, and open communication. Performance is regularly evaluated and rewarded, and coaching helps underperforming employees improve.

1. Performance
Management Practices
of
Submitted To : Dr. Reena Patel
Submitted By : Pallavi Priya
Subject : Human Resource Mangemnet
MBA, Semester – II
Date : 28 February 2017

2. Performance Management
Performance management is a process that provides feedback,
accountability, and documentation for performance outcomes. It
helps employees to channel their talents toward organizational
goals.
It basically looks at how an organization plans, measures,
monitors and enhances its performance on different levels
(departmental, procedural, workforce, systems or financial) in
order to ensure the overall success of the organization.

3. Conti..
 Today, a lot of companies, regardless of
size, have performance management
systems set in place, some of them
performing better than others
 A good performance management plan
aims at increasing and aligning all
organizational levels
 Performance management is used differently
in every organization

4. To form an idea, below is an overview of how
companies perform performance management
practices to align individual and organizational
objectives :-
 Planning: It involves finding ways of using the scarce
resources such as time, money and energy to
achieve the organizational objectives: it implies
setting clear objectives and providing the necessary
‘ingredients’ for achieving such objectives, like giving
incentives and training

5.  Appraisal : This is where the pre-defined goals are
assessed in order to see whether individuals and
management have been successful in achieving them
 Coaching: It gives the necessary support to employees,
including good leadership practices like mentoring, giving
timely and clear feedback and providing support where
needed

6. Next, let’s see how Apple has implemented performance
management practices, we shall only take a look at it from
the HR perspective

7. Performance Management
practices at Apple
 Planning:
 Goals Management
Apple goals are made known to employees immediately
after organizational goals are set. This is jointly discussed
by line-managers and the necessary steps taking in order to
achieve such goals. However, individuals are measured
based on these goals agreed on and initiated. Individuals
are informed on their contribution to the achievement of the
objectives of the company

8.  Appraisal:
 Appraisal at Apple is on-going and tends to give feedbacks
to both appraiser and appraised and to serve as formal
opportunity for personal counselling, motivation salary
reviews and allocation of merit payments.
 Staff members are accessed based on terms of objectives,
tasks and results achieved based on pre-determined goals
planned and agreed jointly by individuals and their line
managers

9.  The appraisal system helps the HR to determine any
shortage in a particular skill, and therefore undertake
recruitment to replace such efficiency. Rewards are given
for good performance
 Apple uses two appraisal tools for evaluating its employees
performance that are :

10.  Peer Appraisal
It is a method of performance appraisal wherein the peers
and teammates provide a unique perspective on
performance. While managers are best able to assess a
individual’s outcomes and results, peers provide insight into
an individual’s interpersonal interactions and skills

11.  360 Degree feedback
A 360-degree feedback is an employee evaluation tool that
includes feedback from supervisors, subordinates,
colleagues and customers
It’s purpose is to create a broader view of the employee's
performance based on the impact of relationships with key
stakeholders. This information is then incorporated into that
person's performance review

12.  Coaching:
Management gives the necessary support to their staff so
the they can achieve the standards and objectives of the
organization, this involves review of the organizational
performance plan, observing and documenting
performance and giving feedback. Management tends to
ensure that individuals whose performance is not up to
standard are corrected and are given the necessary
guidance
It further includes two aspects :

13.  Leadership & Mentoring :
 Leaders in Apple are supposed to lead by example, Steve
Jobs was one of the greatest leaders who really impacted
on apple not just technologically but also leadership, he
had good leadership qualities which make employees
prompt to work whenever he is involved: Leaders at Apple
act as mentors and coaches, this is what we call leadership
by example, and they also encourage teamwork and
togetherness

14.  Communication :
Since communication is very important in every organization,
Apple has a very strong skill of communicating information
from top to down and the vice versa, feedbacks are given on
time and the necessary steps are taking to improve
performance
Pros and Cons: Employees in Apple are not allowed to use
social media at work, not only that but also are not allowed to
make any critical comment on the company on any social
media, since Apple considers its image as the centre of its
success
Individuals in the organization are no allowed to do anything
that will destroy their image since it is the centre of their
success