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Answer: 1.1
Performance management is possible only when, employees get that work environment in which they can perform to the best of their skills. Performance management is not an annual review of the employee or it is not just an annual appraisal rather it is a continuous process. It begins with the joining of a new employee in the organization and ends when the employee leaves an organization. It includes planning objectives for the employees, and then monitors his performance on a timely basis providing him relevant coaching and taking regular feedback to ensure the objectives of employees are fulfilled.
Performance management helps to improve the effectiveness and efficiency of an employee as well as of the organization as a whole. Effectiveness and efficiency are the two parameters to reckon the performance of the employee
Effectiveness is much
oader than Efficiency and effectiveness focuses on long-term perspective. Effectiveness is to complete the right task and achieving the desired goals. Effectiveness is a goal-oriented task. It defines the relationship of the organization with the outside world to attain a suitable position in the market.
Efficiency basically means Perfection in the work done. Efficiency is efforts oriented task. It is an ability to achieve maximum productivity with limited resources. It does not mean achieving goals in time, but it requires to perform the task in an optimal manner. It means whatever task is performed, it should be done with 100% accuracy. It depicts attaining maximum productivity with the least efforts, resources, and energy. It aims at attaining goals with smart work and eliminates unnecessary cost.    
Answer 1.2
Performance Management is a never-ending process. It includes
· planning to achieve goals and setting expectations for future,
· monitoring performance continuously (Van Dooren, 2015)
· Developing an employee's capacity
· Giving ratings according to the performance
· Rewarding employees for the good work.
Performance Management Cycle
Planning:- The employer must plan measurable goal for employees and he must consult employees while establishing these goals. In this stage manager has an opportunity to explain to his employees, the impact of their work to the organization.
Monitoring:- Employer must monitor the performance of its employees on a regular basis, so that if any e
or occurs that can be co
ected in due course of time and if to achieve the goal in time timeline needs an update then it can be updated within the time so that desired goal can be achieved in time. The employee also gets feedback on their performance, whether good or bad. Monitoring helps in early detection of a shortcoming and measures can be taken co
ectly the problem, In this stage, the employer makes a record of performance of his employees.
Developing:- While monitoring and keeping track of employees performance, the employer can determine whether additional support is required by the employee to complete his task within a time prescribed. Development helps to enhance the performance of the employee and provides a remedy is required to attain the goal in a prescribed time. Development includes offline and online training
 Rating:- On the basis of continuous monitoring, the employer gives an unbiased rating to the employees. Ratings are gives based on the continuous performance of the employee and his attitude towards the employee.
Reward:- Employer must unbiasedly give a reward to the employees. Awards amount should be measurable and according to the performance of the employee. Rewards should be awarded very carefully (Shields, 2015). Rewards encourage employees to work more efficiently for the organization
Due to continuous monitoring and with applying the proper method of training, performance management helps to improve the performance of the employee. Also with continuous monitoring and measuring the development of employee leads to an increase in productivity in the organization, which in turn leads to the overall growth of the organization. So performance management not only helps to improve the performance of the employee alone but also it helps to the overall growth of the company.
Answer 1.3
The DSMC/ATI Performance Improvement Model
It is a seven-step model aimed to improve the growth of the organization.
Step 1: Establishment of the Transformation Improvement Process Management and Cultural Environment
The transformation improvement process means a process to achieve continuous improvement of the overall organization by providing improved and better products and services to its customers and by providing a more flexible environment to its employees so that employees can showcase their talent which would, in turn, lead to overall growth of the Organization
.
Step 2: Define the Mission
In an organization, the mission of each team must lead to a common vision that when combined together with other teams of the organization, the outcome of the resultant effect is the improved performance of the organization. The mission should be well defined. Each and every element of the organization must be fully aware of the mission of the organization. Management must make sincere efforts to define the mission to the employees in the best manner they can
.
Step 3: Set Performance Improvement Goals and opportunities
For an improvement in performance, improved goals are also required. Senior management level must set the realistic goals first and then it should be passed on to all the elements of the organization
Step 4: Establishment of Improvement Projects and Action PlAnswe
For the continuous performance of the organization initial goals and directions are set by the senior management level. They focus on transforming the organization by eliminating functional ba
iers and providing training and rewards to the employees so that employees can prove to be a good asset for the company which in turn would lead to a strong base for the company.
Step 5: Implementing improved Projects with Performance Tools
By implementing improved projects, new opportunities get established for the employees. and then this process keeps on going, new opportunities are identified and prioritized.
Step 6: Evaluate
Timely evaluation of the work done is an essential requirement of the transformation of an organization. It helps in early identification of the areas which needs improvement. Method of performance improvement must also be evaluated.
Step 7: Review and Recycle
The continuous improvement process is the key to transform the organization in an effective manner.
DMAIC
DMAIC model is used to improve the quality of processes. It is an integral part of lean six sigma process. It helps in the improvement and efficiency of the work done (Mone, 2018).
Acronym of DMAIC is:-
· Define- This step define the business problem, improvement required,
· Measure- In this stage Management decides what is to be measured and how it is to be measured.     
· Analyze:- In this stage measures are taken to determine root causes of shortcomings or the variations from the planned goal.
· Improve In this stage performance improvement takes place by doing
ainstorming
· Control:- In this stage, continuous monitoring is done to continued the improved performance in future
Answe
2.1
The working of the Business process improvement follows the organization's role in terms of defining the better results within the processes. It includes below steps
· Analyse: Determining the metrics and eliminate the frictions
· Implement: Enforce changes and develop the critical path as per the data
· Testing: Determining to work as per the real-time
· Redesign: includes the improvements within the path
Advantages
· Eliminate the E
ors
· Helps in achieving time
Answer 2.2
BPI helps in addressing the global issues along with the working of the economic pressures. it results in reducing the time.
BPI works in the manufacturing within a lifecycle management process along with the working of the customer relationship management. There is also a need for implementing the business process improvement that improves efficiency.
2.3 Different identified phases:
a. Mapping: Highlighting the Flowchart development and introducing the flowchart
. Analysis: Ensuring devised critical path (Jeston, J. (2014). )
c. Redesign:...