Administration – planning the staff within the organization will enable the management body to identify the responsive policies and objectives.
Individual – selecting and retaining the best employees will enable the organization to focus on the operational objectives rather than regular recruiting and hiring staff.
Leadership- Enabling the organization to ensure better delivery of human resource services.
Design methods and processes for line managers to develop Key Performance Indicators (KPIs) for those reporting to them.
To effectively develop key performance indicators, line managers are expected to consider the following steps;
- Start with the strategy.
- Define questions related to the performance indicators,
- Identify, evaluate and find the supporting data,
- Determine measurement for the KPIs,
- Ensures every employee understands the KPIs.
- Develop organizational timeframes and processes for formal performance management sessions.
Steps
Purpose
Expectation
Planning
- to identify and provide required resources to the employees
- identify qualified employees
- determine the cost of required resources
- effectively assigned task based on employees’ qualifications
Coaching
- guide on how to performing assigned task
- give necessary instructions direction to employee
Reviewing
- To determine their understanding and progress on the task
- Brainstorm them with a question to assess their knowledge of the assigned task
Rewarding
- To motivate employees
- Appreciate their efforts
- Provide incentives to hardworking employees
- Promotion
- How would you ensure that the performance management system developed is flexible enough to cover the range of employment situations in the organization?
By consulting top managers and involving employees through their suggestions and views concerning the system; hence I will have to incorporate their opinions and recommendations relating to the management system.
I will create room for improvement in case of operational change within the organization to enhance its flexibility.
- Highlight the key features of your plan to the key stakeholders to get them agreeable to the system and agree on its features.
- Goal getting
- Feedback and coaching
- Rewards
- Ongoing conversations
- Management involving
- How would you obtain support for the implementation of the performance management system?
I will seek financial support from the organization to sponsor the activities of the performance management like reward and acquisition of requiring resources, though involving members of the organization to avoid residence and gain their full support during the board meeting and focus the system on the objectives and goals of the organization.
Part B – Implement the Performance Management System
- Train relevant groups and individuals to monitor performance, identify performance gaps, and manage talent.
Performance management process
- How would you ensure that line managers are monitoring performance regularly, and that intervention occurs to address poor performance and acknowledge excellent performance?
Help employees to use self-monitoring tools- by using self-monitoring tools, the employee will be able to effectively monitor their performance with the help of a line manager. Such tools will enable the line manager to identify the week points employees need to adjust for effective performance.
Review work in progress regularly- by regular reviewing work in progress conducted by the employees, line managers will be able to monitor the work performance by identifying and correcting employees while they are working. Regular reviewing will help line mange to determine the performance of the employee based on their qualifications.
Ask for an account of performance from the employees- this requires employees to account for the work they have done every week or daily to evaluate the performance of each employee within the organization effectively.
Watch employees’ work- one of the most effective ways to monitor employees’ performance is with your own eyes. It is effective since most of the employees do best under close supervision from the line manager hence increase their performances.
- How would you work with line managers, where necessary, to assist them in addressing poor performance according to organizational policies and legal requirements?
Consider the needs of the employees- to handle poor performance, and we need to focus on the needs of the employees in relation to the assigned task in terms of resources required since in most cases, the performance of employees have been affected by lack of enough resources in performing the assigned task as they are forced to share resources with other departments.
Be specific with the facts at hand- this implies that we need to confront a specific employee about their respective performance to get the cause for such poor performance.
Focus on the feedback- by focusing on the feedback provided by employees concerning their poor performance, we will be able to identify the causes of poor performance and design more effective strategies to handle such challenges.
- How would you support line managers to counsel and discipline employees who continue to perform below standard?
Firing-the manager can choose to fire underperforming employees; thus, after several unsuccessful warnings to such employees to create room for a more dedicated and motivated employee to be absorbed by the organization.
Training- the manager can also choose to train the underperforming employees with the required skills in order to increase their productivity. By training, such employees will be equipped with additional skills to enable them to perform better.
Motivation- motivating employees through job promotion and other job incentives based on their performance will increase the performance of some employees.
- Provide support to terminate employees who fail to respond to interventions, according to organizational protocols and legislative requirements.
Based on the employee recruitment agreements, the quality performance was one of the stated condition the employees was required to meet in their profession, therefore failure to honor such agreement, the organization through the line manager has no option but to terminate their contract with such employees.
- How would you recognize excellence according to organizational policy?
Excellence from the employees’ performance will be recognized through reward nd job promotion according to organizational policies.
- How would you record outcomes of performance management sessions to ensure that they are accessible and stored according to organizational policy?
Performance appraisal- effective for recording performance management outcomes within the organization.
Part C – Coordinate Formal Feedback Processes
- You must prepare a performance feedback plan for a member of staff from Cairns using the simulated business, Bounce Fitness.
Appendix 1
- Discuss how you will gain agreement and sign-off on the plans for performance improvement and individual learning and development.
Provide regular employee feedback- by giving regular feedback to the stakeholders, they will be likely to agree on the identified performance management improvement strategies as they will feel recognized by the activities of the line manager.
Provide a two-way discussion- this will encourage discussion from both sides; thus, stakeholders and the employees hence contribute to collectively agree on the performance improvement.
- Discuss how you will deal with problems or grievances that arise from the performance feedback.
Based on the feedback provided by the stakeholders, I will restructure the performance management schedule in order to incorporate the feedback and grievances raised by the employees and the stakeholders.
I will have to invite stakeholders to present their grievances and suggestion while designing performance management strategies. This will help me to include their views and formulate a friendly performance management technique.
- Discuss how you will make specialist advice on career development available to participants in the process.
For effective career development, one has to set and communicate clear career goals in order to stay focused on the chosen career. Communicating career goals will enable one to work towards the set goals and to stay on track concerning his or her career path.
Embracing new challenges in the career one has chosen is essential for successful career development. Challenges within the career one have chosen should be positively embraced despite the consequences or the impact of such challenges as one has to stay positive; therefore, make positive decisions in overcoming the career challenges.
Networking is essential in developing one’s career since you have to meet different people with different qualifications, which will advise or coach you accordingly on your career path. Networking in career development should be embraced by each of you since you need a mentor in the career path you have chosen to guide you appropriately.