Assignment: The Cycle of Individual Performance
Individual performance management, when viewed as a process of promoting employees’ talents and performance in their respective roles, is the driver that underlies organizational performance. This week’s Assignment examines the role of individual performance and its cycle by looking closely at the flow of activities and opportunities associated with it.

To complete this Assignment, review the Learning Resources for this week and other resources you have found in the Walden Library or online, and respond to the following bullets in a 3- to 4-page paper, which will include an Appendix page.

Identify why it is important to view performance over a period of time versus at a single point in time.
Establish a preferred review cycle time based on alternative choices, providing a rationale for your choice.
Describe 4–6 factors that can influence individual performance and impact an individual’s performance review at the end of the cycle.
Discuss at least 2 strategies essential to preventing individual performance from missing targeted goals and/or becoming de-railed.
Draw conclusions regarding the importance of an effective process for Individual Performance Management.
Create a graphic that establishes the flow of activities associated with The Cycle of Individual Performance Management. Note: This graphic will become your Appendix page. 
     Your Assignment 1 must include 3 references to support your thinking.

Learning Resources
Note: To access this week’s library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus.

Required Readings
Note: It is highly recommended that you review the resources in the following order.

Aguinis, H. (2019). Performance management (4th ed.). Upper Saddle River, NJ: Prentice Hall.

Chapter 2 – “Performance Management Process,” pp. 52–66
Chapter 8 – “Performance Management and Employee Development” pp. 225–256
Ishizaka, A., & Pereira, V. E. (2016). Portraying an employee performance management system based on multi-criteria decision analysis and visual techniques. International Journal of Manpower, 37(4), 628–659. doi:10.1108/IJM-07-2014-0149

Kanika, K. A., Priyanka, P., & Garima, S. (2018). Performance appraisal satisfaction & organizational commitment. Indian Journal of Industrial Relations, 53(4), 675–692.

Groen, B. A. C., Wouters, M. J. F., & Wilderom, C. P. M. (2012). Why do employees take more initiatives to improve their performance after co-developing performance measures? A field study. Management Accounting Research, 23(2), 120–141. doi:10.1016/j.mar.2012.01.001  

Required Media
Gebauer, J. (© 2010). Keys to Performance Management [Media file]. Available from Skillsoft at https://laureate.skillport.com/skillportfe/main.action?path=summary/C OURSE_TOPIC/35038

Note: The approximate length of this media piece is 3 minutes.


Accessible player 
Credit: (2010) Keys To Performance Management. Retrieved from https://laureate.skillport.com

Optional Resources
DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress??Journal of Applied Psychology,?102(3), 421–433. https://doi-org.ezp.waldenulibrary.org/10.1037/apl0000085.supp   

Washington University in St. Louis. (2017). Individual development plan guidelines. Retrieved from https://wustl.app.box.com/s/yuks8zrmsjirscspc1f7k14ab2ytb0kq??

Yale University. (n.d.). It’s your Yale: Individual development planning. Retrieved from https://your.yale.edu/work-yale/career-development/career-development-resources/individual-development-planning