Develop and Manage Performance Management Processes

This document discusses the process of developing and managing performance management processes. It covers the importance of learning and development programs for supervisors and team leaders, as well as how to address performance issues and take disciplinary action. It also explores the factors to ensure fair and lawful dismissal and the role of effective communication and objective setting in improving performance. The document provides steps to develop a performance improvement plan and address problems in the workplace.

Develop and manage
performance
management processes

Table of Contents
INTRODUCTION...........................................................................................................................1
PART A...........................................................................................................................................1
PART B............................................................................................................................................7
1....................................................................................................................................................7
2....................................................................................................................................................8
3....................................................................................................................................................8
a)..................................................................................................................................................8
b) .................................................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Develop and manage performance management process refers to method by which
managers and employees work together to review the performance of employees. This is
continuous process of planning, coaching and reviewing the employee performance (Audenaert
and et.al., 2019). In this report the topic is covered is developing learning programs for
supervisor and team leaders using STAR's performance management system. Apart from that an
email is form to the response of steps needs to take performance improvement plan and list of
action that need to occur before taking disciplinary action. Outline the factors to ensure dismissal
is not unfair or lawful according to legislative requirement has been studied in this report.
PART A
Learning and development program is crucial function to HR and it is part of talent
management strategy and it defined as a goal of learning and development to align individual
employee performance (Collings, Mellahi and Cascio, 2019). This is essential in every
organisation to enhance the work performance and it is cost-effective and well matched
company's need training. This learning development programs is to be made for supervisors and
team leaders to manage performance using STAR 's performance management process.
What
Learnin
g and
develop
ment
needs in
priority
order
Why
Link to
objective
in L&D
program
When
Date,
Time
and
Duratio
n
Who
Which
member
s of
target
group
will
particip
ate
Where
Location
How
Mode of
delivery
Training
provider
Who will
deliver
the
learning
and
develop
ment?
Monitori
ng
Methods
to
ensure
complia
nce with
quality
assuranc
e
standard
s
Evaluati
on
What
reports
are
prepare
d to
advise
appropri
ate
manager
s on
progress
and
1

success
rates of
activities
1.
Collabor
ative
goal
setting –
This
required
to give
top
priority
in
learning
and
develop
ment
program
to
consider
as this is
necessar
y to be
improved
among
superviso
r and
team
leaders.
This
program
is
required
because
this is as
necessar
y to build
goal
setting
behaviou
r in
superviso
r and
team
leader to
go with
same
objective
so that
they
could
achieve
desired
objective
. In this
areas if
everyone
To
achieve
this time
duration
required
is from 5
January
2021 to
05 March
2021. It
will take
2 months
to
complete
this
program
.
The
group
which is
targetted
in this
program
are
Supervis
or and
Team
Leader
The
office
premises
is chosen
to
conduct
this
program
Coaching
method
will be
used to
deliver
this
program
(Franco-
Santos
and
Doherty,
2017).
Instructo
r will
deliver
this
program
to
superviso
r and
Team
Leader.
To
ensure
the
quality
HR can
adopt
the
performa
nce
portfolio
and track
them. It
can
review
the
performa
nce and
manage
ment
plan.
Performa
nce
rating
reports
and
Behaviou
ral
assessme
nt form
is to be
made to
access
the
performa
nce of
superviso
r and
leader.
2

is co-
ordinated
and
interlinke
d with
each
other
than it
able to
fulfil the
mission
of
organisat
ion
effectivel
y.
2.
Particip
ative
decision
making-
It is core
program
in
company
to
improve
in
employe
es and
superviso
This
refers to
improve
ment in
decision
making
process
between
team
leader
and
superviso
r so that
they able
to
In this
the time
duration
need is 5
January
2021 to 5
February
2021. It
will take
around 1
month
(Mone,
London
and
Mone,
In this
program
the group
which is
targetted
is
Supervis
or and
Team
Leader.
The
location
will be
for this
program
is Office
Premises.
On-the
job
training
will be
provided
in this
program.
Manager
will
deliver
this
program.
To
monitori
ng the
program
the HR
can put
certain
set
standards
like KPIs
to check
the
performa
nce of
Supervis
Feedback
forms
need to
be made
in order
to make
the better
report.
3

r and put
in second
priority
in this
program.
participat
e in
company
's
operation
manage
ment
effectivel
y. As if
superviso
r and its
members
involves
in
decision
making
process
than it
will
enhance
in overall
performa
nce as it
facilitate
s in
providin
g the
better
ideas and
creative
option
2018). or and
Team
Leader.
4

for the
betterme
nt of
organisat
ion.
3.
Interper
sonal
and
organisa
tional
commun
ication-
This is
put in
third
priority
to
develop
and
maintaini
ng the
program.
It is very
importan
t for
superviso
r and
team
leader to
improve
This will
be
importan
t to
develop
this skills
in
superviso
r and
team
leader as
it is key
area that
must b e
focused.
In L&D
Program
this is
include
to
developi
ng
personali
ty in
them so
that they
This will
take the
time
from 5
January
2021 to
28
February
2021.
The
targetted
group is
Supervis
or and
Team
Leader.
Office
premise
will be
the
location.
On-the
Job the
training
could be
provided
to deliver
this
program
to
superviso
r and
Team
Leader
(Rowlan
d, Hall
and
Altarawn
eh,
2017).
HR will
conduct
this
program
training
to
superviso
r and
team
Leader
HR can
put the
essential
Multi
testing
strategy
and it
does not
depend
on single
testing
approach
. It
ensure
the good
relation
with
superviso
r and
with their
team
leader. It
will be
easy to
monitor
as they
KPI
reporting
tool and
performa
nce
tracking
report
will be
made in
this
program.
5

this
quality
and
include
in
learning
and
develop
ment
program.
It
enhance
the
overall
productiv
ity when
they able
to
propery
interact
with each
other and
establish
better
relation
with each
other in
order to
improve
the
performa
able to
perform
better
and
effectivel
y. Some
employe
e in
organisat
ion were
lacking
from this
skills and
face
certain
problems
and
company
required
to take
steps to
improve
interpers
onal
organisat
ion
skills.
This
were
consider
in this
can
easily
check the
behaviou
r and
attitude
of them
with
other and
establishi
ng better
relation
and bond
to
achieve
the
common
objective
of
company
.
6

nce of
organisat
ion.
Their
needs
and
requirem
ent is
increasin
g day by
day in
every
organisat
ion.
program
to
develop
among
superviso
r and
team
leader to
perform
efficientl
y through
building
this skill
s.
PART B
1
FROM: General Manager, Human resources
TO: Gary Denver, Plant Manager NSW
CC: AI Perez, GM Manufacturing
SUBJECT: Response to the e-mail of Gary
Mr Gary Denver, I understand the problem as this could be address easily through
certain simple steps such as Identify the problem that John Thompson has facing in company as
he has been good performer for 15 years. It is necessary to monitor his behaviour with other
employees that how he is interacting with them. If there is any change in his attitude then there
is problem in situation and at last it is being important to communicate with him personally and
ask him about the problems. Even after this actions if he has not change then you can take
proper action against him so that he realised his mistake. So, these are following step you can
take to address this problem with John Thompson(DeNisi and Murphy, 2017).
General Manager, HR
7

2
To address this problem it is necessary to look into the overall situation and take
appropriate steps to overcome these problems. Following the steps that need to be followed by
Gary and John are as follows-
 Effective communication must be there between all supervisor and subordinate that what
work has been delegated to or by whom should be clear to everyone. As, John has not
told to Gary that he has delegated some work to one of the boy in organisation.
 Setting the objectives in company is necessary, as it is not clearly defined in this situation
where Gary did not communicate the task that is need on needed on deadline. John was
unknown about the fact that it is important to submit the report to him.
3.
a)
It is necessary to check the performance and take disciplinary action in organisation if
there is any problem prevailing in situation. Some of action would be taken-
 Formal disciplinary meeting must be held with him and analyse what make him so
irregular in his work that negatively impact the production and errors are increasing due
to insufficient supervision of staff in organisation (Dimitriou and Sartzetaki, 2020).
 Formal and informal warning must be given by manager and discuss the problem to
investigate it thoroughly and proper action must be taken and it can also include
termination of employee.
b)
As dismissal of employment is not unfair according to the legislative rules and policies
because if employer is fair and right on it position then it was fair in eyes of laws. It is necessary
to inform the employees about his termination and give reason about it. If employee has done
wrong practices and illegal according to organisational laws and policies then it is fair to
terminate him under the law (Ferraris, Santoro and Dezi, 2017).
CONCLUSION
Develop and manage the performance management process refers to evaluation of
employee performance in order to monitor the objectives of organisation. It improve the overall
effectiveness and efficiency and promote growth in company. In this report develop Learning
8

and Development Program for supervisor and Team leader using STAR Model. Apart from that
prepare email about steps that need to take to develop performance plan and formulate the
document to address the problems in company.
9

REFERENCES
Books and Journal
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.
Collings, D. G., Mellahi, K. and Cascio, W. F., 2019. Global talent management and
performance in multinational enterprises: A multilevel perspective. Journal of
Management. 45(2). pp.540-566.
DeNisi, A. S. and Murphy, K. R., 2017. Performance appraisal and performance management:
100 years of progress?. Journal of Applied Psychology. 102(3). p.421.
Dimitriou, D. and Sartzetaki, M., 2020. Assessment framework to develop and manage regional
intermodal transport networks. Research in Transportation Business & Management,
p.100455.
Ferraris, A., Santoro, G. and Dezi, L., 2017. How MNC’s subsidiaries may improve their
innovative performance? The role of external sources and knowledge management
capabilities. Journal of Knowledge Management.
Franco-Santos, M. and Doherty, N., 2017. Performance management and well-being: a close
look at the changing nature of the UK higher education workplace. The International
Journal of Human Resource Management. 28(16). pp.2319-2350.
Mone, E. M., London, M. and Mone, E. M., 2018. Employee engagement through effective
performance management: A practical guide for managers. Routledge.
Rowland, C. A., Hall, R. D. and Altarawneh, I., 2017. Training and development: challenges of
strategy and managing performance in Jordanian banking.
10