[Performance Management and Employee Motivation]

By

ACKNOWLEDGEMENT

I would first like to express my gratitude for my research coordinator, colleagues, and peers and family whose immense and constant support has been a source of continuous guidance and inspiration.

DECLARATION

I [type your full first names & surname here], declare that the following dissertation/thesis and its entire content has been an individual, unaided effort and has not been submitted or published before. Furthermore, it reflects my opinion and take on the topic and is does not represent the opinion of the University.

Signed __________________ Date _________________

ABSTRACT

Performance management has become a major component in a businesses success, according to forbes.com. it is becoming increasigly significant to mentor and huide employees in sucha manner that they can align themselves to the ever-changing job requirements. It enables the sub-ordinates to have a grasp on their career and achieve their targets. It creates trust in the leadership, better productivity and responsibility.The study aims to evaluate what is Performance Management and what activities are involved with it. It also examines if performance management affects the employee productivity and assesses as to what extent it can affect the performance and what are the other approaches which can improve the worker's productivity. Citigroup is the major American financial services company in the market, spanning 140 countries counting approximately 300,000 staff. The Dublin in Ireland office employs c.a. 1200 staff and it is an important centre for Citigroup as it is one of the major European sites. This study consists of a longitudinal evaluation of a performance management system (PMS) in Citigroup. In the alignment to verify the combined impacts of the insertion of the PMS and the degree of classification, repeated ANOVA showed evaluation for each dependent variable, time-lapse review and degree classification assessment assistance and on-subject and between subject components, respectively. In light of previous study on the impact of the inclusion of merit-based assessment payment associations in the Finance and insurance, the study sheds more light on the effectiveness of these programs to further expand the efforts of the workers and the promotion of work-related attitudes. The appraisal/merit-pay component of the present system clearly had deleterious effects on staff members' organizational commitment and attitudes toward supervision, particularly among high-performing employees. Thus, Finance and Insurance sector organizations consider using appraisal-based merit pay would be wise to carefully consider the research evidence developed to date.

TABLE OF CONTENTS

ABSTRACTIV

CHAPTER 1: INTRODUCTION1

1.1 Survey Instrument Personnel Motivation9

1.2 Performance Management11

1.3 Research Question15

1.4 Research Objectives15

1.5 Study Aims16

1.6 Background16

1.7 Rationale of the Thesis17

1.8 Outline of the Thesis17

1.9 Definition of the Terms17

CHAPTER 2: LITERATURE REVIEW19

2.1 Factors Affecting Performance22

2.2 mechanisms of performance management23

2.3 performance management and incentive mechanism24

2.4 The role of performance management24

2.5 performance management, promotion management processes and business process optimization26

2.6 key elements of performance management28

2.7 Performance Management of Several Typical Models28

2.8 The characteristics of good performance management system35

2.9 Errors Enterprise Performance Management36

2.10 Conclusion of Literature review42

2.11Significance of Employee Engagement44

2.12 Engaged Employees lead to Increased Productivity, Retention, Customer Loyalty and Profitability46

2.13 Employee's Turnover47

CHAPTER 3: ...