Manage Performance: Performance Management and Appraisal Processes

This document discusses the importance of managing performance in creating an effective work environment. It explores performance management and appraisal processes, coaching sessions, performance expectations, performance measurement, and opportunities for growth.

Assessment Task 3: Manage
Performance
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Contents
INTRODUCTION...........................................................................................................................3
TASKS.............................................................................................................................................3
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
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INTRODUCTION
Manage performance is a type of process that will create an effective work environment
and setting in which people are enabled to perform the best capabilities. It mainly focused on the
performance of people that being when a job is defined as per needed. The report will discuss
about the scenario that stimulated business documentation in which provide and examine
performance management as well as appraisal processes. the report will describe about the time,
place to role-play a coaching session and performance appraisal. It will analyse employee’s
performance scorecard and make informal plan of coaching session for employee to identify
their performance.
Furthermore, it will develop the hardware performance management policy that
applicable in the people to improve and enhance their own abilities. Afterwards, it will conduct
the coaching session to discuss on the performance of employee and how it will monitor or
measure the major gaps in evaluation, recognize the attitude and achievement in positive aspects.
The formal performance documentation will provide the brief information of performance
management while recording the set targets which may refer to performance procedures.
TASKS
1. Review about the Australian hardware simulated enterprises documentation which provided
by assessors, in particularly performance management and appraisal processes.
As review about the Australian hardware simulated enterprises documentation that
measure the overall performance of retailer. Australian hardware is based on the hardware
provider retailer business that always tries to improve hardware services in homes and maintain
strong position in marketplace within five years. In order to understand about the vision, mission
that will take an effective strategic approach outline entire business plan (Audenaert and et.al.,
2019).
In this way, it reviews the performance management and appraisal process where the
Australian retailer implemented the best quality of management process and designed to
integrated with different functions within organization. therefore, Hardware retailer simulated
enterprises information, which may include enterprise plan to handle different business policies
and procedures in proper manner. The stimulated business documentation should be including
overall details about the performance management and what are different areas that needed to
improve the management process.
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2. Review an entire scenario for identifying time, place to role-play a coaching session and
performance appraisal.
As per scenario, it is reviewing the allocating of different work to employee through
performance management where how they will handle any type of business activities. It also
outlines the multiple process of setting work plan and also allocating work in consultation with
another. In order to make organizational plan, setting the better performance standards and
measurements while managing risk associate with overall performance management.
In coaching session, Time and place are important components that may play role for
maintaining training session for student. In order to allocate the specific work to Human resource
management where they are making an effective coaching plan to perform different activities. It
reviews about the external enterprises environment that how they will use their skill and
knowledge for impacts on the business performance (Beer, Uster and Vigoda-Gadot, 2019). The
role play of coaching session is directly influence on the performance appraisal of employee
where they can achieve their specific goals and objectives.
3. Demonstrate the format requirements a timeframe for submitting support documentation.
For submitting the documentation that required the proper format and timeframe because
it can record necessary details related employee performance. It is considered as a natural
process that measured the significant skill and knowledge where how it supports in performance
improvement (Diamantidis and Chatzoglou, 2019). At basic level, performance at work may be
described about the nature, behaviour of delivering output on time so that it has been considered
the time in documentation and supports to cover objective, work task and different duties.
4. Review about the employee’s performance scorecard.
Review the performance scorecard of employee where it has determined the financial
performance where enterprise target the sales revenue per month. Initially, there is low target set
for six month and afterwards, expect that employee to reach on the actual goal which may
increases revenue generation.
On the other hand, it also focused on the customer where employee tries to provide better
facilities and services. Staff members support them and constantly asked about the item details.
In this way, it has found the employee performance that how many people attracts towards
product and services. It will determine the internal process efficiency of employee and
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continuously try to correct errors. The organization will conduct the training session for
employee where they can improve their own skill and knowledge while expressing enthusiasm
for specific role. Although staff members attended workshop to feel better and learn so many
things by casual experience.
5. Discuss about the plan for informal coaching session to employee and explain with the help of
coaching template.
The informal Coaching session is based on the conversational approach that can handle
the challenges at workplace (Kotchen and Segerson, 2019). It is helping for creating the
conversation between one or more colleagues. In this way, it has needed to make plan and
schedule coaching session where employee improve their performance and coordinate with other
staff members.
The grow model can be implementing as coaching as well as mentoring purpose which
help for providing the better facilities and services. In order to help them to make decision and
resolve problem which are holding them back. In this way, it is implementing the coaching plan
for improving own skills and knowledge.
Grow Model is helping for leader to identify the current reality, goal, option and way
forwards. It also linked with the overall journey of learner where how they can achieve their
significant goals and objectives.
Coaching Plan:
Coaching Phase Questions/planning
Performance expectations and goals Initially, it needed to focus on the specific
goals where how it can be made strategies to
increase performance level. The primary goal
is motivated the staff members to come out of
its own feelings. They are going to share own
idea in business improvement.
Actual reality of performance The actual reality of performance in context of
business where many employees feel nervous
and not focused towards their enterprise’s
goals. SO as, coaching session will increase
performance to deals with any critical
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situation.
Develop opportunities It can be developed the opportunities to
interact with several client and provide details
about enterprises project. In this way, it is
beneficial for career development.
Willingness to commitment towards
development
Employees at workplace willingness to
commitment towards business development.
this coaching session will help to improve own
ability and putting extra efforts in the business
activities. In order to achieve the professional
as well as personal goals.
Table: 1
In above coaching plan, it ensures that how will make plan for acquiring all need and
requirements. It has summarised that can improve the abilities and capabilities, focus on reality
or also developed the opportunities through Grow model to interact with several client and
provide details about enterprises project.
6. Develop and prepare the formal performance development documentation for employee by
using hardware performance management policy.
Performance management policy is a type of system that empower staff members to have
greater input to the personal career development. It enables for employee to identify and
recognise individuals reward based on their criteria. Performance management is important part
for sustainable development within organization that can measure the significant impact on the
staff members commitment, financial performance and job satisfaction level (Malik, Manroop
and Patel, 2019). The performance policy applied on the employee that engaged with
organization. it must ensure that development and performance system which supports or
maintain their learning capability, leadership, and accountability for results. This type of policy
always supports achievement of enhanced leadership.
It will prepare and develop the formal performance documentation through performance
management policy. They are mainly considered the different stages for documentation
development.
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Step:1 Conducting and preparing the development and performance meeting:
It must provide the suitable notice time for performance development meeting which may
allow to prepare discussion. Afterwards, it ensures that each employee understand that will cover
process requirement and development plan. The support documentation referred to the
performance management policy which may useful for conducting discussion.
Step:2 Develop the performance develop plan and discussion
In the discussion, employee and managers are participating to exchange information and
considered important element on the development plan. It mainly including goals, objectives,
Action plan, determine requirement of development, measure correct success and outcome, code
of conduct, service principles etc. these are important element considered at the time of
discussion.
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Step:3 Identify ongoing feedback, Development and Support
Employees and managers are responsible for ensuring that improvement or development
strategies identified by using professional development. It is leading up to evaluate and review
that ensure greater opportunities which are undertaken to provide regular feedback against
objective or goals (Wahl, Kongsvik and Antonsen, 2020). Feedback is a great source of
improvement because it is based on the evidence that provide accurate details.
Step:4 Evaluation, review and assessment
It is last step to review the performance of employee and identified the performance
outcome or result against the professional development plan. At workplace, manager and
employee are coordinating to review and update development plan, reflect the performance goal
or objectives. therefore, it continuously to maintain overall performance cycle in proper manner.
7)
a). Conduct a coaching session to identify the performance expectations.
Coaching session is based on the career opportunities for employee where they can share
their own experience, idea and thoughts to their manager. It is considered as an effective key that
can improve own understanding and capability. The coaching session can be improved the
performance of employee that’s why, organization conduct schedule of coaching session on
regular basis (Msallam and et.al., 2019). This will help for identifying performance expectation
of employee where they can achieve their goals and objectives. At the time of discussion, it will
be analysed that how employee understand particular situation in business and select an
appropriate strategy for organizational improvement. It also understands that expected level of
employee performance meet with significant goal of business to increase profitability in
marketplace.
Discuss about that how performance monitored and measured, evaluation of gap between
performance and expectation.
Performance measurement is important at place where it keep track, monitor and measure
the progress of employee in business development. it useful for providing the information about
what is happening now. It is considered as starting point where setting target to implement
strategies in context of growth (Semenova and Hassel, 2019). On the basis of previous feedback,
it can be determined the level of performance and analyse that how it will be effective for
business profitability. The performance can be measured by using key indicators to measure and
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suggest that how business area improve in different ways. In this way, it is mainly focused on the
performance measurement in different area.
 In terms of performance measurement, it always focused on the business drivers and
putting some strategies to achieve success of business.
 Measuring the productivity by targeting the profit margin where how employee
participate for increasing possible opportunities in the business expansion.
 It will track and record of sales revenue so that it can be identified employee performance
and understand that how they can implement innovative idea in business process.
The effective way to verify performance and monitor the expectation level of employee, which
are common methods:
 Report and record daily data on regular basis.
 Direct employees’ observation.
 Determine the specific result or outcome.
 Critical comments have received about the employee’s work.
Describe about the attitude, achievements and positive aspects of performance.
Attitude, achievements and positive aspects are important part of performance
improvement that directly impact on the employee behaviour. By attending coaching session, it
is positive impact on the employee performance towards business development. it will generate
the perception of values to the retailer enterprises (Wahl, Kongsvik and Antonsen, 2020). It
accomplished the performance that may describe outcome of action and contribute to make
progress towards the strategic goals. An effective performance always influences the employee
to achieve the organizational objectives.
Discuss the opportunities for growth and meeting expectations, establishing the willing of
employee to concrete stages.
If an employee wants development but it is not motivated towards their goals and targets.
In this way, organization does not have right opportunities for performance development. it will
improve understanding what makes up team members individually participate in career
development. it is an essential to determined that who truly want an advancement and desire for
self-improvement (Wahl, Kongsvik and Antonsen, 2020). Coaching session is a good source to
improve performance and capability. It will increase the motivation where employee can handle
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critical challenges in the business operations. In this way, they can easily achieve that much
expectation level and enhance increase career development opportunities in marketplace.
Afterwards, it has been established willingness of the staff members to take concrete
process or stages in context of performance improvement.
 It always investigates the underperformance issues and then try to fix them.
 During coaching session, it can try to motivate themselves and build interaction with
other people.
 It can be utilised the platforms, tools where record data and encourage performance
towards growth.
These are important steps that will help for developing capacity and increasing performance, in
order to achieve the specific goals and objectives.
b)
Review dates and set specific target for next performance review.
Performance review plays important role in the staff member evaluation activities. It is
based on continuous process in performance appraisals. The evaluation of staff member
performance on the basis of data or facts and performance review where it helps to measure
personal knowledge. To make review process effectively, it required to be properly planned and
consult with supervisors (Wamari, 2019). It should have planned to set specific criteria for next
performance review because this process has continuously processed on regular basis within
organization.
Discuss about the performance management recordkeeping for HR that include signature and
refers to procedure of performance management with staff members.
Human resource management is mainly focused on the performance of employee where how
they are conducting different activities, workshop and training session. In this way, it helps for
employee to improve their own abilities. At that time training session, HR will record different
activities of each employee, which must be stored and documented in the compliance within
organization policy (Wahl, Kongsvik and Antonsen, 2020). HR also considered the important
criteria which help for improving overall performance. It mainly involves Formal performance
review, Development and learning plan, Record result and outcome, Counselling and
disciplinary records.
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Employee attend at formal interventions that should be recorded and maintained in proper
manner. As a result, it including performance assessment and supports to enhance career
development. For time to time, HR keep maintain record while conducting the counselling
process as a part of intervention to improve performance issues (Wahl, Kongsvik and Antonsen,
2020). Through performance management plan, it should keep record the skill and knowledge of
each employee, identify the improvement area where they can use their own knowledge for
career enhancement.
Performance development plan
Reference from
operational plan
Key area Indicator of
performance and
success
Results
Superior Feedback Communication skill By using attending
meeting, conferences
I will achieve the
success and improve
through
communication skill
Project management Learning Skill Average classes
attend
Profit margin
I will achieve the
success at the time of
workshop
management.
Group presentation Leadership Skill Resolution time
Improved and
increase participation
role.
I will achieve success
and increase
performance when
resolving complete
task within specific
time.
Table: 2
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CONCLUSION
In above discussion, it concluded that Manage performance is important procedure which
enabled to increase the performance and efficiency. It has summarized about the scenario that
stimulated business documentation that provide overview of performance management and
appraisal processes. It should be maintained the time, place to role-play a coaching session and
performance appraisal. Furthermore, it can be determined that hardware performance
management policy useful in the performance management improvement for employee where it
helps to setup target and enhance business. It has summarized to understand the concept of
coaching session which provide better opportunities for employee to improve own skill and
knowledge. However, it also developed the formal performance documentation which provide
brief idea about the employee performance where how they can improve own skill and use for
business development.
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REFERENCES
Book and Journals
Audenaert, M. and et.al., 2019. When employee performance management affects individual
innovation in public organizations: The role of consistency and LMX. The International
Journal of Human Resource Management.30(5). pp. 815-834.
Beeri, I., Uster, A. and Vigoda-Gadot, E., 2019. Does performance management relate to good
governance? A study of its relationship with citizens’ satisfaction with and trust in Israeli
local government. Public Performance & Management Review. 42(2) . pp.241-279.
Diamantidis, A.D. and Chatzoglou, P., 2019. Factors affecting employee performance: an
empirical approach. International Journal of Productivity and Performance Management.
Kotchen, M.J. and Segerson, K., 2019. On the use of group performance and rights for
environmental protection and resource management. Proceedings of the National
Academy of Sciences. 116(12). pp.5285-5292.
Malik, A.R., Manroop, L. and Patel, P.C., 2019. An empirical examination of the relationship
between skills shortage and firm performance: The role of high-performance work
systems. Journal of Management & Organization. 25(5). pp.695-710.
Msallam, A.A. and et.al., 2019. Computerized Management Information Systems and Its
Relationship to Improving the Job Performance of the Employees of the Palestinian
Cellular Telecommunications Company-Jawwal.
Semenova, N. and Hassel, L.G., 2019. The Performance of Investor Engagement Dialogues to
Manage Sustainability Risks. The Nordic Journal of Business. 68(2). pp.5-22.
Wahl, A., Kongsvik, T. and Antonsen, S., 2020. Balancing Safety I and Safety II: Learning to
manage performance variability at sea using simulator-based training. Reliability
Engineering & System Safety. 195. p.106698.
Wamari, J.O., 2019. Scheduling planting dates to manage drought in the northern lake basin,
Kenya: An assessment of annual crop performance during drought in northern lake basin,
Kenya. Climate Change. 5(17). pp.10-28.
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