DevelopAnd Performnace Management

DEVELOP AND MANAGE
PERFORMNACE MANAGEMENT
PROCESSES
Student Name:
Student Number:
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Activity 1A
The 2 electronic HR Information Systems searched from the internet are Zoho Recruit and
BambooHR. Zoho Recruit is a web-based recruiting solution for small and mid-size
businesses. The software has applicant tracking system along with resume parsing, automated
job board posting, customisation of career pages along with many more features. BambooHR
is primarily a cloud based human resource software for small as well as mid-sized businesses.
It offers growing companies with critical human resource information along with applicant
tracking system and HRIS tool management for managing all aspects of an employee
lifecycle. Each of the two systems conducts Performance Management. The performance
management system for Zoho Recruit is extensive as it enables end-to-end solutions for
staffing agencies, temporary workforce and corporate HRs. Both the system has form-based
tracking methods for conducting performance management. The systems triggers emails for
any changes in candidates and auto generates reports.
Strength of Zoho Recruit software is its ability to create emails with templates that can be
triggered from candidate profiles without typing them. Weaknesses includes inability to
customise for vendor portal.
Strengths of BambooHR is ease of accessing information and software can generate variety
types of reports for HR and managers. It generates comprehensive and easy to use reports that
can easily be used by the organisation. Users of the software did not find any weaknesses of
the software. This software keeps updating various features and then gets it approved.
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Activity 1B
Detailed of the interview transcript is as follows;
Interviewer: This interview is conducted to understand which HR Information System is your
organisation currently using. So, I would like to begin asking by are you currently making
use of any HR Information system?
Manager: Yes, as earlier we did not need any HR Information System. But as our
organisation gradually grew, we realised the need for HR Information System. We called
several vendors and found Conrep Applicant Tracking System appropriate.
Most organisations makes use of HR Information Systems, the selected organisation for this
task is Allerton Swimwear. Post visiting the organisation, an interview was conducted with
the HR manager to understand their performance management system. Copies of the policies
they use as guide to their Performance Management processes was obtained. Summarising
the information obtained from interviewing the manager provided crucial information as to
what actions needs to be accommodated for the project. The organisation makes use of
Conrep Applicant Tracking System, which is a cloud-based solution and enables the
organisation to manage its staffing process in an automated manner. As discussed with the
manager this system has been selected as it provides support for businesses as well as
industries. Hence as the business will grow this system will support its growth as well. Its
automated tracking system allows the organisation to conduct performance appraisal with
ease and get readymade reports. These reports are further used for the purpose of training and
employee development.
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Activity 1C
Interview 1
Interviewer: This interview is conducted to understand what you feel regarding Performance
Management.
HR Manager: Well I regard it as an essential process however it is often cumbersome and
attracts large amounts of money.
Interview 2
Interviewer: What you feel regarding Performance Management process?
Employee: It is an unnecessary process.
Interview 3
Interviewer: What you feel regarding Performance Management process?
Supplier: Well I think it is essential.
Different stakeholders view Performance Management system in different manner. While
employees regard performance management to be unnecessary, supplier regard it essential.
Moreover, business leaders and HR heads view performance management as a tremendous
additional burden that adds costs but needs to be conducted. The major challenge that arises
in managing an electronic performance management system includes absence of face-to-face
interaction. There is also absent specific indicators related to human scores.
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Activity 2 A
PowerPoint presentation attached.
Activity 2 B
Interview
Interviewer: This interview is conducted to resolute dispute post termination of performance
management process.
Manager: Yes, I understand.
Interviewer: What are the key issues that you face?
Manager: Well the employee was a fresher and not ready to understand the key issues and
challenges faced by his performance.
The manager who has just terminated an employee using performance management processes
faced several issues and challenges. Though the manager tried counselling the employee yet
being a fresher the employee was not able to understand the key performance related issues
and challenges. The manager learned that training is crucial that highlights performance
management procedure to employees. Without such training it is nearly impossible to
conduct performance management processes.
Activity 3 A
A performance management appraisal can easily be converted into a training and
development plan for employee. While most organisations conducts appraisal once in a year
due to the large volumes of work and stress associated with the process, it has certain focus.
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The goal of performance management system is to enable HR and managers to identify the
needs for training, strengths and weaknesses of its employees. Most importantly people
development needs has to have a clear roadmap for the purpose of addressing them. Feedback
addresses ways in which performance can be improved along with capabilities of individuals.
Hence in order to convert performance management into a training and development plan, the
managers within the organisation needs to be empowered to provide feedback cycles in a
quarterly manner. They need to directly address any performance related gaps present in
employees such and undertake on the job training for these employees.
Activity 3B
Performance management is conducted on disabled persons as well. However, there are
certain needs and requirements of disabled persons that are managed by Performance
Management process by taking into consideration their needs. The process needs to be
designed in a manner that cares for the needs and requirements of disabled persons and
considers them as an integral part of the organisation, this will assist in accommodation of
diversity within the organisation. As per the views of the disabled person, the process of
performance management needs to be designed in a separate for disabled person. Separate
industry specific Performance scores needs to be adopted for such persons and its needs to be
primarily based upon feedback system.
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Major Activity
1. a) When conducting developing and integrating performance management processes
it is integral to analyse organisational strategic and operational plans along with
relevant performance-management processes, policies and objectives. This will enable
diagnosing and devising performance-management plans accordingly. The
performance management processes, policies and objectives needs to be aligned with
the organisational policies such that appropriate performance management plans can
be devised.
b) The primary objectives of performance-management processes includes;
 Setting off and definition of goals so as to fulfil organisational objectives.
 Setting of the right expectations for employees and managers such that they can
effectively carry out performance management systems.
 Communicating in an effective manner between individuals and teams.
 Setting off appropriate performance management standards for the organisation.
 Determination of individual training and performance plans.
c) The Key Performance Indicators developed for performance management includes
comparison of industry standards and development of organisation specific standards.
Industry specific standards are compared and benchmarks are developed for the purpose of
ascertaining Key Performance Indicator scores.
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d) Consultation with key stakeholders for the purpose of communicating the Performance
Management System needs to be undertaken. Such consultation needs to be undertaken on
varied platforms such as one-to-one meeting, conferences, training programs, emails and
most importantly feedback procedures.
2. a) When facilitating the implementation of performance management processes, training
required for Managers to monitor performance includes tasks and job duties to conduct
performance management. Managers needs to be also trained regarding ways to give
feedback and manage performance management for employees. Performance gaps of
employees needs to explained by managers to employees and explained to provide feedback
and manage talent of employees. Performance management being a crucial procedure is
conducted by managers and enhances overall productivity and efficiency of organisations.
b) The role of line managers in implementation of performance management system is crucial
as they determine appropriate implementation. Line managers evaluates and measures
individual and team performance while implementing performance management system. Line
managers often also take up the task of reviewing performance, providing feedback and
identification of objectives with them.
c) Line managers can take disciplinary actions to counsel and discipline employees who
perform below the standard. Line managers can accommodate strategic course of action by
undertaking training and continuous evaluation in case an employee fails to perform below
standard. Line manager also possess the authority to dismiss employees in case they still
perform below standards in spite of training and evaluation.
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d) Termination process within my organisation includes providing employees with adequate
time-frame prior to ending their contracts. Employees are also provided with two months of
additional payment before their contracts are terminated. Legal procedure for the purpose of
termination of employment according to Fair Work Ombudsman is followed by the
organisation. According to this process employees are provided notice for their dismissal.
3. a) While coordinating individual or group learning development plans and strategies to
encourage effective employee performance includes;
 Accommodating a continuous training program in order to develop employees.
Coupling training with regular work will enable employees develop necessary skills
and knowledge that is required. On-the-job training strategy will develop employees
and assist them to perform on their designated job roles.
 Including an appropriate performance evaluation and monitoring plan to understand
skills and knowledge of employees. A continuous evaluation and monitoring activity
will enhance overall productivity and efficiency within the organisation.
 A prominent strategy to encourage effective performance management is to provide
its objectives in a separate manner. Highlighting the objectives to employees will
enable clear identification of the designated objectives as laid down by the
organisation.
b) Specific training is necessary to ensure achievement of specific outcome in the
performance management. Such training includes highlighting of the procedure of
performance management within the organisation and ways in which it will be conducted.
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Specific training will also outline the feedback system and procedure that is incorporated
within the organisation for appropriate accommodation of the performance management
system.
c) In order to monitor learning and development activities to ensure compliance with quality
assurance standards KPI (key performance indicator) scores will be included. KPI scores will
outline specific objectives that needs to be attained. KPI scores will be ascertained against
industry standards and then regular input from performance management will be
accommodated to ensure adhering to such quality standards.
d) Reports that will need to be generated to advise appropriate managers regarding the
progress and success rates of activities includes performance management reports.
Comparison reports with KPI scores that indicates monitoring activities and evaluation of
employee reports.
4. Legislative requirement for performance management system are not present. No law
compels an organization to review performance of its employees. Performance management
includes a procedure whereby organizations are able to review performance of its own
employees.
5. The performance management systems accommodates in itself human resource and the
organisation’s objectives. The system is designed as per objectives stated in the organisation
and according to its human resource requirements. The performance management system is
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designed in a manner such that it can evaluate the performance of its employees in an
effective manner.
Skills and Knowledge Activity
1. Performance-management process is integral system for every organisation. An
organisation needs to accommodate internal as well as external measures for
performance management tools so as to conduct performance management. The
recommended performance management process is Manager based as well as
Employee Feedback based performance appraisal system. In manager-based
performance management system internal measures that needs to be adopted includes
accommodating a benchmark against which managers can compare performance and
avoid any sort of discrepancies. Employee feedback-based performance management
system’s internal measure needs to include an industry based self-assessment or
feedback form. External measures for performance management tools includes having
an external agent determine the efficacy with which performance management has
been conducted.
1. Key Performance Indicators, learning plans, timelines and grievance procedure
forms an integral part of the performance management system. Key Performance
Indicator enables comparing industry performance with that of the organisation’s
performance such that the organisation’s performance can be enhanced. Learning
plans provide aid to guide the performance management procedure for managers.
Timelines are determined within which performance management takes place.
Grievance procedures provide crucial and integral feedback to the organisation as
well as to managers regarding the system.
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2. Managers needs to interact with the staffs both orally by means of meetings and
face-to-face discussions. Written communication includes handing out employees
with performance management forms and covering letters.
3. Feedback needs to be given as per the suggested model by means of oral one-to-
one communication. Oral communication by managers will ensure appropriate
communication to employees and provide them feedback.
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