Young Manager Development Plan

This assignment focuses on the development of a Personal Development Plan (PDP) for a young manager. It requires students to identify their own development objectives, prioritize them, outline specific activities needed to achieve them, determine necessary support resources, and set target dates. The PDP also includes an assessment section where students evaluate their progress against pre-defined criteria.

Appraisal Management
1

EXECUTIVE SUMMARY
The current study is based on the use of appraisal as a performance management tool
with a specific reference to Cavendish Hall Hotel. They are currently known to deal with some
performance related issues and the use of appraisals as an effective tool for managing the
performance of their employed workers. It has thereby discoursed about some efficient use of
appraisals as a performance management tool by together enlightening some of its major
loopholes. For which, further more strategies have been introduced for effectively managing the
carried performance of the workers and accordingly assess their work.
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
Case study...............................................................................................................................4
Performance appraisal impact on performance......................................................................4
Characteristics of appraisal system........................................................................................5
Factors that promote high performance system......................................................................6
Tools and techniques..............................................................................................................7
CONCLUSION................................................................................................................................8
RECOMMENDATIONS.................................................................................................................8
REFERENCES................................................................................................................................9
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INTRODUCTION
Performance appraisal is considered as process in which organisation focuses on number of
aspects that allows to review the overall working within organisation. In addition to this, it can
be said that performance appraisal is highly dependent over evaluation of development of
business firm and employees. By having an effective consideration of performance appraisal
system the business entity can easily advance the morale of employees. In present report the
impact of performance appraisal system on performance of Cavendish Hall Hotel will be
discussed (Fitsimmons, 2009). Along with this, it will also provide an effective development of
factors that can promote high performance system within organisation. By having an effective
consideration of key norms and techniques the overall performance of Cavendish Hall Hotel can
be advanced.
Case study
Cavendish Hall Hotel is one of four-star county house who is operating business in
hospitality sector. Working of organisation is dependent over departments like events,
banqueting, rooming, reception, housekeeping, etc. In order to have better performance
management the company has framed feedback program on the basis of which pay of employees
has been decided. However, this system has rated the performance of organisation as impressive
development but on the other side the guest is still proving bad reviews. It means the feedback
process conducted within organisation is not according to standards and it is not employed in
ethical manner. Overall study also indicates that company need to identify key issues that affects
the performance and which kind of additional measures the company can take for continuous
development.
Performance appraisal impact on performance
In addition to this, it can be said that performance appraisal system has great impact on the
performance. It means by having changes in feedback process standards the Cavendish Hall
Hotel can have better work place environment. Also, customer engagement is also necessary in
process so that performance can be crosschecked properly (Greasley, 2016). By setting out
various standards in the process the management can easily improve the motivation level. It has
been noticed that by having an effective development of motivational values the employees can
feel valued in order to have working according to standards. In this, skills development also need
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to be referred properly so that it can be make sure that employees are focused on various
development solutions. Improvement in skills of employees will allow to make sure that work
activities are accomplished in desired manner. Creating a comprehensive plan for employee
development and giving some employee achievements to strive for will inspire a higher level of
efficiency (Mahadevan, 2009).
It has been witnessed that with an effective consideration of performance appraisal system
the overall working can be evaluated in desired manner. It allows to workforce of Cavendish
Hall Hotel to perform their job and duties in appropriate manner. It also provides a proper
guidance so that key goals and objectives can be accomplished. Along with this, it helps manager
to compare existing performance with previous values. On the basis of such aspects the issues
can be resolved because it assist in identification of appropriate job description. It means proper
understanding about the operational aspects can be developed with an assistance of performance
appraisal (Nagarajan, 2014). Team work and responsibility allocation can also be advanced
within Cavendish Hall Hotel by having an application of performance appraisal. On the basis of
such factors the management can have collective feedback from customers in order to improve
the organisational services.
Characteristics of appraisal system
On the basis of review of performance system, the Daphne Jones need to focus on
characteristics of appraisal system so that key goals and objectives can accomplish. By having
changes in existing performance evaluation process as per classified characteristics the
management can attain better opportunities. It is necessary for personal manager of Cavendish
Hall Hotel to ensure that objectives are being clearly communicated among all members so that
they can understand the significance of such values. An effective performance system
will always have specific appraisal attributes to match the employee’s job
description (Akpolat and Pitinanondha, 2009).
Along with this, it has been witnessed that information collected during
the evaluation must be correct and reliable so that corrective measures are
being taken into account. In this respect the data must be collected at end of
employees as well as customers. It requires an effective observation of skills
so that key goals and objectives can be accomplished. Overall planning and
development must be according to the objectives of the company. Also,
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performance criteria need to be designed so that better application of rules
and regulations can be taken into account. It will improve the performance
appraisal system significance for the organization in order to meet goals and
objectives (Al-Hakim, 2007). Effective performance appraisal systems are
designed to be economical and less time consuming to bring maximum
benefits. It means such measures must be employed by the Daphne Jones to
have improvement in appraisal system. It will also allow to resolve key issues that
company is currently facing which might lead business firm to impressive
level of success.
Although, there together exists certain drawbacks of appraisal system where it is often
not considered to be an effective tool for managing the performance of workers. An inadequate
leadership training is considered to be one of the most disadvantageous factor of this system. In
which, such employer given training is often not sufficient to for the supervisors to prepare them
to appraise their subordinates. It is with a specific concern of preparing them to provide impartial
feedbacks where the companies are mostly known to teach them only the mechanism of
performance management through appraisals. Another shortcoming of appraisals system is its
timeliness where it is not always on the priority list of the organisations. Herein, the workers
must get timely feedback to improve their performance.
Factors that promote high performance system
In addition to this, it can be said that management of Cavendish Hall Hotel need to focus
on number of factors which can assist in developing high performance system. It is necessary for
management to make sure that employee management skills are being developed effectively with
a help of training program. Awareness in regard to hospitality norms and standards need to be
advanced so that goals and objectives can be accomplished. Proper monitoring process need to
be introduced by the authorities in order to have evaluation of performance (Bashouri, 2014). On
the basis of such aspects the decisions must be taken into account from the management. It will
lead business to continuous development and ensure that key aspects are being accomplished
properly. Along with this, empowerment also need to be promoted within organisational
environment so that better performance can be attained. It has direct impact on the motivation
level which allows to improve the performance and lead business firm to sustainable
opportunities (Chiranov, 2014).
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In addition to this, it can be said that personal manager of Cavendish Hall Hotel also need
to take decisions regarding investment in disruptive changes so that key standards can be well
maintained. Also, the technological use within organisation also need to be advanced so that
better performance can be attained. It offers a great support to the employees and allows to
improve the performance. Ethical values information also need to be promoted within
organisation so that key development can be taken into account. By having an improvement in
workplace practice the issues can be resolved (Davis, 2016).
A HPWS is a desirable conception for almost all set of organisations with a special context
of those who are already dealing with some performance related issues. Therefore, the Cavendish
Hall Hotel is also willing to attain a HPWS at their workplace where it consists of some major
number of benefits. It can be done by an effective management of technology at the workplace
with a special context of e-HRM measures. This will tend to reduce the manual procedures of
working and will make it easy for the HR personnel to handle the queries of their employees. A
quick response from the HR is evident to result in a better work attitude with an improved
coordination at both internal and external organisational level. This way Cavendish is also
expected to get better financial outcomes with raised competitive benefits.
Tools and techniques
In order to have continuous development, it is necessary for management of Cavendish
Hall Hotel to have effective development of ranking method in which customers can provide
ranking to services. On the basis of such information the company can easily evaluate the
improvements which will support the performance appraisal methods. Along with this, company
can also set out standard of advising justification behind ranking which is provided by
employees. Employee feedback must be monitored and evaluated by the supervisor and top level
of Cavendish Hall Hotel. It will assist in make sure that data collected is relevant which will
assist company to have continuous development (Dubey, 2015).
Along with this, critical incident technique can also be employed by the business firm in
order to have effective appraisal system. In this, any kind of specific workplace situation can be
measures as per standards in order to identify the employee performance. For example, the
employee has dealt with customer issue without any support of supervisor. It means the
performance of such employee is highly impressive which need to be referred properly by the
management. Such method will provide an objective basis performance evaluation through
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discussion of an employee’s performance. It will allow business firm to have continuous
development. In order to deal with the issue of difference between customer and employee
feedback results the management can focus on benchmarking (English, 2009). In this, results of
both must be compared with the industrial standards and then take decision about the
performance development. By having a continuous development in skills of checklist process
such issues can also be overcome. It will also lead business firm to impressive level of success. It
has been noticed that checklist is referred as one of most critical and most frequently used
method in evaluation of the employee’s performance. On the basis of such aspect the issues can
be resolved so that long term opportunities can be attained.
There together exists a theoretical concept of performance management where the cited firm
can together opt for a goal setting theory. In which, the employees are required to perform as per
their individually set goals. This is followed by a regular check by the workers to closely follow
the achievement of their set objectives. In case of divergence, they can consider modifying their
set targets in order to create more realistic agendas.
CONCLUSION
As per above study, it can be concluded that performance management system development
is significant for every business firm. Cavendish Hall Hotel can overcome the performance
appraisal issues effectively by having an improvement in standards. Characteristics of
sustainable development also need to be evaluated so that long term aspect can be attained. It has
been identified that personal manager of Cavendish Hall Hotel also need to take decisions
regarding investment in disruptive changes so that key standards can be well maintained.
RECOMMENDATIONS
It is on considering the acquired findings of this report, Cavendish Hall Hotel is required to
work upon more realistic measures for managing their performance in a much focussed way. For
this purpose, they are hereby suggested to opt for some effective measures of HPWS and
consider referring to certain effective models of performance management. For which, rewards
and recognition has been find to be one of the most efficient approach for managing the
performance of the workers. On considering this, expectancy theory can be applied by the quoted
entity and in which, the organisation is liable to identify the factual expectations of their workers
and accordingly link the organisational objectives with it. In this way, the workers will be
rewarded as per their choice or expectations on the fulfilment of their set goals and objectives.
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Beside this, they can together consider taking performance review meetings by together setting
specific objectives for their workers as per their recognised skills and abilities. Lastly, asking the
employees to create PDP’s or personal development plans is also referred to be effective measure
for clarifying the developmental needs of the workers.
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REFERENCES
Books and Journals
Akpolat, H. and Pitinanondha, T., 2009. A Framework for Systematic Management of
Operational Risks. Asian Journal on Quality. 10(2). pp.1 – 17.
Al-Hakim, L., 2007. Information Quality Management: Theory and Applications. Idea Group Inc
(IGI). 31(1). pp.119-129.
Bashouri, J., 2014. Communities of practice: linking knowledge management and strategy in
creative firms. Journal of Business Strategy. 35(6). pp.49 – 57.
Chiranov, C., 2014. Creating measurement addiction – a tool for better advocacy and improved
management. Performance Measurement and Metrics. 15(3). pp.99 – 111.
Davis, E. M., 2016. Continuous Improvement and Return on Investment: A Case Study to
Determine the Value of Continuous Improvement in a Manufacturing Facility. Sage.
Dubey, R., 2015. Exploring soft TQM dimensions and their impact on firm performance: some
exploratory empirical results. International Journal of Production Research. 2(3). pp.
pp.17-72.
English, L. P., 2009. Information quality applied: best practices for improving business
information, processes and systems. Wiley Publishing.
Fitsimmons, G., 2009. Resource management: materials, equipment, facilities. Bottom Line:
Managing Library Finances. 22(3). pp.86 -88.
Greasley, A., 2016. Operations Management. SAGE.
Mahadevan, B., 2009. Operation Management: Theory and Practice. Pearson Education India.
Nagarajan, K., 2014. Project Management. New Age International.
Online
Performance management, 2009. [PDF]. Available through<
http://www.pondiuni.edu.in/storage/dde/downloads/hrmiii_pm.pdf>.
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APPENDIX
Checklist
• I have accessed the analysed information with an proper use of examples √
• Structure is consisted of executive summary, introduction, main body and
conclusion √
• Short introduction has been presented in order to provide overview of the
assignment √
• Irrelevant sources has been removed to meet the standards √
• I have considered grammatical and structural values in order to have better
work standards √
• I have provided proper references and sources in order to offer evidence to
the overall study √
• I have ensured that all the sources I have cited/ referred to in my answer are
listed in full in a reference section at the end of my work. √
• I have checked that all the sources used by proper accessed under books,
journals. √
• I have also ensured that incomplete sentences are not being promoted in
assignment √
• I have also focused on third person use for proper accomplishment of
assessment √
• Un-necessary images and diagrams are not being used to the assignment √
• Proper appendix has been provided to ensure about standards √
• I have checked the similarity report on ‘turn it in’ and addressed any
plagiarism issue √
• I have submitted the assignment on the given deadline in order to meet
objective √
Document 1: Appraisal Preparation
This document is designed to help you plan for your appraisal practical. Take it in with
you to the discussion to help to remind you what you want to cover.
Note: You must attach a completed copy of this document as an appendix to coursework
2.
Structure/Plan:
• What are the
key elements
you want to
cover in the
discussion?
(consider the 7
Consideration of roles, responsibilities and performance on
scale of standards is essential to refer.
Identification, analysis, understanding, improvement
selection, implementation and review
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steps video)
• Think about
what order you
will do things
and how much
time you want to
spend on each
part
Total time spend over the process will be of 2 months.
Environment:
• How will you
prepare a
relaxed
environment
and build
rapport with the
waiting list
manager?
• How will you get
them involved
and talking?
.I will try to introduce the additional activities that can be
performed during waiting time to have relaxed environment
I will arrange feedback meetings in order to have better
involvement
Review:
• What objectives
will you review
during the
interview?
• What evidence
do you want to
introduce in
relation to
these?
Objectives to review:
• Work efficiency on the basis of feedbacks, sales
• Rescheduling of methods and results
Questions:
• What questions
do you need to
cover during the
• How will you rate your past three month’s
performance?
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interview?
• What do you
want to ask the
waiting list
manager about?
• Are you pleased of what you have done so far and of
what the most?
• What you think about improvements standards?
• Can you improve your performance in more specific
manner?
• Any recommendations regarding changes in staff
policies?
• What kind of changes are being required for better
staff relationships?
Feedback:
• What are the
key feedback
points you want
to provide?
• Where has the
waiting list
manager done
well and where
do they need to
develop further?
• Commend his good approach of implementing
changes in procedures and improving methods.
• It is necessary to build trust among members so that
better performance can be taken into account.
• Identification of work efficiency is essential
Objective setting:
• What sort of
objectives do
you want to
agree with the
waiting list
manager?
Improvement in work standards
Proper monitoring and feedbacks from members
Support:
Coordination with members and issues identification
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• What sort of
support do you
think the waiting
list manager will
require?
Improvement in task allocation process so that he/she can
advance performance
Close:
• What are the
key points you
want to cover at
the end of the
discussion?
I would like to say to have improvement in monitoring process of
strategies application
Other Reminders:
N/A
Document 2: Feedback Sheet
Note: You must attach a completed copy of this document as an appendix to
coursework 2.
Observe the appraiser and provide feedback to them on how they can improve their
performance appraisal skills. Areas you might want to consider include:
Environment
• How well was a relationship
established?
• How was it done?
• What was the climate like?
• How relaxed was the meeting?
Good
It was managed with an help of consideration of
standards
It has helped me to understand the working and
situations more effectively
Questioning skills Yes
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• Did they use an appropriate mix of
question styles
• Did they use open questions to get
the appraisee talking
• Did they ask the employee how they
thought they had been performing?
• Did they use closed questions to
clarify information where appropriate
• Did they use the funnel technique
• Did they probe for further
information where appropriate
Yes
Yes
No
No
No
Listening skills
Did they demonstrate active listening skills
Did they demonstrate positive body language
Did they allow the speaker to finish
Did they leave appropriate silences
Did they ‘reflect back’ the appraisees
comments
Did they clarify details and check their
understanding
Yes
Yes
Yes
Yes
Yes
Yes
Feedback skills
• Did they base the feedback on
facts/observations
• Do they gain agreement with the
appraisee about how well they
performed
• Did they identify areas of strength
• Did they describe development
areas confidently and clearly
• Did they help the appraisee explore
how they could develop these areas
• Did they help the appraisee break
development plans down into
achievable steps
Yes
Yes
Yes
No
Yes
NO
Agreement
• How far did they reach agreement on
the waiting list managers
performance and contribution to
results?
• What got in the way of this?
• What did the appraiser do to
overcome areas of disagreement?
Yes
It has allowed to improve the performance
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The Future
• Did they ask about the individuals
job satisfaction
• Did they find out what ‘makes the
employee tick’
• Did they explore the employees
career aspirations?
Yes
Yes
Yes
Support
• What strengths were identified?
• Did they agree on how to further
develop these strengths?
• What problems were identified?
• What solutions and options were
identified?
• Were they agreed?
• Were any training and development
needs identified?
• Were any interventions agreed?
.It has allowed to understand the communication skills
Yes
Lack of confidence among members
Team engagement
Yes
At standards valuation
Managing the Discussion
• Did they achieve a balanced 2 way
conversation (check your
communication chart)
• Did the appraisee do most of the
talking
• Did the discussion end positively
• Did they agree the next steps to be
taken?
Yes
Yes
Other N/A
Document 3: Appraisal Form
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Note: You must attach a completed copy of this document as an appendix to
coursework 2.
NAME Ioan Goste
JOB TITLE Front Office Manager
1. Review: How well has the manager met the objectives set at their last
meeting? Explain why this rating has been given.
Objective Rating Explanation/Justification/Evidence
Re-organization of some
procedures and methods
improvement
Excellent It will be monitoring by top level
management
Approach to staff Unsatisfactory Improved level of working is essential by
having team involvement
2. Going forward: What objectives have you agreed the manager should achieve
by your next meeting?
Objective Timescale Success Measures
Approach to staff 3 months Manager will set out ideas as
per need so that correct
measures can be set out
Learning & Development Activity Target Date
Introduce some games to team member (including Young Manager) to
see their engagement in the games and to build truly team. Games may
include:
• Truths and Lies (everyone tells 2 truths and 1 lie about
themselves, rest team need to guess what is truth what lie)- that
08/01/2018
17

helps to know each other
• Name the Staff Member (draw name from hat and describe
person) – that may show what others thinks about us)
• Pairs (learning 3-5 interesting facts about another person of pair)
– helps to know each other
3. Support: Agree learning and development support required to achieve
objectives
4. Career Aspirations: Record discussion about appraisees future career
direction
It is necessary to have effective evaluation of needs and skills so that proper measures
can be taken into account. Along with this, effective consideration of standards is also
necessary for better future. Common needs also need to be analyzed effectively.
5. Assessment (tick which grade applies)
• Excellent
• Good
• Satisfactory
• Unsatisfactory
• Personal Development Plan (The Young Manager)
• NB: Please attach your completed PDP as an appendix to coursework 2
What are my
development
objectives?
Priority What
activities
do I need to
undertake
to achieve
my
objectives?
What
support/resources
do I need to
achieve my
objectives
Target
date for
achieving
my
objectives
Actual
date of
achieving
my
objectives
Improvement
1 Will have
integration
with others
More interaction
and meetings with
all members.
1/03/2018 28/03/2018
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in
coordination
with members
to meet the
standards
Improve time
management 1
Proper
scheduling
is necessary
to consider
I can set out time
for each activity to
improve needs 28/3/20178 1/04/2018
Business
management
course
3
Learning
from books
and attend
classes
regularly
Necessary to have
proper sourcing of
information for
sustainable
opportunities
01/03/2020 01/08/2020
•
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