Manage People Performance: Assignment

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Manage People Performance
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Manage People Performance Assignment 1
Contents
Introduction.................................................................................................................................................3
Performance management system of CSL...................................................................................................3
Methods for allocating work........................................................................................................................4
Discussion of performance standards, key areas and code of conduct.........................................................4
Process of risk analysis................................................................................................................................4
Formal appraisal methods............................................................................................................................5
Types of training for performance management system for managers and employees................................5
Methods for monitoring and evaluating employees performance................................................................5
Ways to provide informal feedback to staff.................................................................................................6
Process for identifying poor performance....................................................................................................6
Documents used in performance management process................................................................................6
Sample of PDP............................................................................................................................................6
Process of on job training and counseling...................................................................................................6
Process of termination.................................................................................................................................7
Conclusion...................................................................................................................................................7
Recommendation.........................................................................................................................................7
References...................................................................................................................................................8

Manage People Performance Assignment 1
Introduction
Offering medical facilities to the vulnerable individuals is the prime objectives of health and care
corporations. Preventing and curing the individuals who are suffering from some illness or
medical problems is the main concern of the service care providers. CSL is a multinational
partnership which has been working the business exercises in the worldwide claim to fame of
bio-therapeutics1. The element is likewise associated with offering imaginative biotherapies
which spare lives and leads the administration clients to carry on with a solid and safe life.
Besides, these biotherapies keep the clients from hazardous medicinal conditions all these are
considered as the key business rehearses which are led by CSL. CSL is a multinational brand
name which has been working the business in the economies like Australia, Germany,
Switzerland, United Kingdom and U.S. These are the locales in which the business substance has
been putting forth the significant offices to the administration's clients2.
Performance management system of CSL
The primary or the fundamental goals of the performance management system is to bring an
increase in the effectiveness and efficiency of the employees within the organization. In case of
CSL Ltd this process is in a continuous form where the superiors and the individuals work
together for planning, monitoring and reviewing employee’s targets and goals for the overall
organization. The performance management system of the CSL can be made more effective by
the following:
 Alignment with the strategic directions and culture
 Some modifications should be made for making the existing system easy and more
practical
 Monitoring and measuring of the results should be done accurately
 An open and clear communication should be developed about the expectation of the goals
1 CSL, CSL Behring Acquires Biotech Company Calimmune and its Proprietary Stem Cell Gene
Therapy Platform, 2017, http://www.csl.com.au/investors/CSL-Behring-Acquires-Biotech-
Company-Calimmune-and-its-Proprietary-Stem-Cell-Gene-Therapy-Platform. (Assessed on 15th
November 2017).
2 CSL, Our products areas, 2017, http://www.csl.com.au/products. (Assessed on 15th November
2017).

Manage People Performance Assignment 1
Methods for allocating work
The work allocation can be done on the basis of the following criteria which can be developed by
the managers accordingly:
 On the basis of the priority of the task
 On the basis of the skills and capabilities of the team mates
 On the basis of the availability of the tasks
 If the tasks or the work is complex and complicated then the delegation of the task should
be done to the experienced team mates
Discussion of performance standards, key areas and code of conduct
Collaboration between the managers and the individuals within the organization is the prime
element while discussing the performance standards, key areas of the employees and the code of
conduct to be followed which is prescribed by the business entity3. A performance plan is
required to be developed for the directing the efforts of the employees towards attainment of the
specific goals. Moreover, an analysis over the past performance of the individuals should be
done so as to get knowledge about the current skills and capabilities and specialty in the areas.
Code of conducts is analyzed on the basis of the type of business executed by the business
corporation. For instance, CSL Ltd is a health care organization and hence the code of conduct
will be developed and discussed by taking into consideration accordingly.
Process of risk analysis
The process of analyzing the risk has been segmented majorly in three parts which has been
described as follows:
Identification of hazards: In case of CSL the use of equipment’s and medical appliances and
machinery and other operating tools can be considered under this examination4.
Risk assessment: This segment of the process comprise of assessing the risk associated with the
each of the hazards identified. This step develops an understanding about the risk.
Risk control: In this part necessary steps are developed for controlling the effect of the risk.
Formal appraisal methods
The below presented are the two formal methods of offering appraisal the individuals which can
be adopted by CSL Ltd:
3 M.D. Tovey, M.A.L. Uren, and N.E. Sheldon, Managing performance improvement. Pearson Higher
Education AU, 2015.
4 J. Shields, et al., Managing Employee Performance & Reward: Concepts, Practices, Strategies.
Cambridge University Press, 2015

Manage People Performance Assignment 1
 Monthly hero from Zappos: Zappos has been considered as one of the most effective
method of recognizing the individual’s performance.
 Survey the teammates: A detailed survey can be executed over the team metes for
evaluating their past and current performance which will aid the managers in recognizing
the individuals5.
Types of training for performance management system for managers and employees
 On job training: In this type of training process the managers and the employees are
offered training sessions during their working course6.
 Classroom training: This is a live training session provided to the selected candidates. A
specialist or an instructor is appointed for the same and it is a face-to-face interaction
process.
Methods for monitoring and evaluating employees performance
The three performance evaluation methods are described as below:
 Behavioral checklist: This list contains a series of questions for which appropriate
answers are expected from the employees end.
 360 degree feedback: This process is a review feedback which provides a
comprehensive look over the performance of an employee.
Ways to provide informal feedback to staff
 Coffee or lunch with the teammates: The team leads can directly invite the team members
on coffee or lunch and have an informal discussion with them regarding their
performances7.
 Informal meetings: The managers can also conduct informal meetings without giving any
prior notice.
5 P. Bogetoft, Performance benchmarking: Measuring and managing performance. Springer Science &
Business Media, 2013.
6 M. Wellin, Managing the psychological contract: Using the personal deal to increase business
performance. CRC Press, 2016
7 E.M. Mone, and M. London, Employee engagement through effective performance management: A
practical guide for managers. Routledge, 2014.

Manage People Performance Assignment 1
Process for identifying poor performance
 Not meeting the goals
 If the quality of the work is poor
 Employee facing issues in working with the sub-ordinates and seniors
Documents used in performance management process
 Performance appraisal forms for managers
 Performance appraisal forms for employees
 Performance evaluation forms and questionnaires
 Forms containing details of the star performers and poor performers
Sample of PDP
Identified gap Development
activity
Details
(Provider,
location, etc.)
Objective of
development
activity
Timeframe Cost
1 Communicatio
n skills
enhancement
programs
Team leaders
will be taking
the training
sessions at
the office
premises
Develop the
interpersonal
skills to bring
growth in
performance.
Quarterly $ 5000
Process of on job training and counseling
 Initiating
 Exploring
 Framing of action plan
Process of termination
 Distribution of an employee handbook
 Document desecrations8
 Enforcement of disciplinary policy
 Investigation should be done before termination
 Making aware about the laws and rules
 Putting the employee on notice
8 M.F. ed., Crane, Managing for Resilience: A Practical Guide for Employee Wellbeing and Organizational
Performance. Taylor & Francis, 2017

Manage People Performance Assignment 1
 Be precise and accurate
 Fulfill the mandatory requirements
Conclusion
In the limelight of the above executed analysis the performance management system of CSL has
been executed. The focus has been given on the existing performance management system of
CSL.
Recommendation
 Training sessions to the managers for assessing the performance management system and
working with the same
 Training sessions to the employees for updating skills and capabilities

Manage People Performance Assignment 1
References
Shields, J. et al., Managing Employee Performance & Reward: Concepts, Practices, Strategies.
Cambridge University Press, 2015.
Tovey, M.D., Uren, M.A.L. and Sheldon, N.E., Managing performance improvement. Pearson
Higher Education AU, 2015.
Wellin, M., Managing the psychological contract: Using the personal deal to increase business
performance. CRC Press, 2016.
Crane, M.F. ed., Managing for Resilience: A Practical Guide for Employee Wellbeing and
Organizational Performance. Taylor & Francis, 2017.
CSL, CSL Behring Acquires Biotech Company Calimmune and its Proprietary Stem Cell Gene
Therapy Platform, 2017, http://www.csl.com.au/investors/CSL-Behring-Acquires-Biotech-
Company-Calimmune-and-its-Proprietary-Stem-Cell-Gene-Therapy-Platform. (Assessed on 15th
November 2017).
CSL, Our products areas, 2017, http://www.csl.com.au/products. (Assessed on 15th November
2017).
Bogetoft, P., Performance benchmarking: Measuring and managing performance. Springer
Science & Business Media, 2013.
Mone, E.M. and London, M., Employee engagement through effective performance
management: A practical guide for managers. Routledge, 2014.