• Reminder: Keep font in Ariel, size 12, line spacing 1.5
Question 1:
1.1 Identify (2 marks) and explain (2 marks) TWO specific purposes of the
performance management process that manifests at Maboloka Insurers (2 marks).
Provide examples from the scenario to motivate your choice of each purpose (2
marks). (6)
• Developmental Purpose:
Explanation: The performance management process at Maboloka Insurers serves a
developmental purpose by providing employees with feedback on their performance
and helping them improve their skills and capabilities. It aims to identify areas where
employees may be falling short of their targets and support their development to meet
those targets.
Example from the scenario: Ms. Mmotla Mohlala's first performance appraisal, where
she rated low due to not achieving her sales target, illustrates the developmental
purpose. The performance review process highlights her areas of improvement and
provides her with an opportunity to enhance her sales skills and performance.
, • Administrative Purpose:
Explanation: Administrative Purpose in performance management involves the
establishment and documentation of employee performance standards, job
descriptions, and employment contracts. It also includes the tracking of performance
and taking necessary administrative actions.
Example from the scenario: Ms. Mmotla Mohlala's employment contract clearly states
her sales target of R25,000 quarterly. This demonstrates the administrative purpose
as it sets the performance expectations for her role and provides a basis for
performance evaluation. Additionally, the mention that performance is reviewed
quarterly and those not meeting targets are dismissed immediately aligns with the
administrative aspect of performance management.
1.2 Identify (2 marks) and explain (2 marks) TWO stages of the performance
management process that are present in the case study. Explain your answer with
reference to the scenario.
• Setting Performance Expectations:
The case mentions that Ms. Mohlala's employment contract specifies her performance
target of selling life insurance worth R25,000 quarterly. This stage involves defining
the expectations and goals for employees, which is clearly outlined in her job
description.
• Performance Appraisal and Feedback:
The scenario states that performance is reviewed quarterly, and feedback is provided
immediately. In Ms. Mohlala's case, her low rating in the first performance appraisal is
an example of this stage, where employees' performance is assessed, and feedback
is given based on their achievements against the set targets.
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