Report on Manage Individual Development in the Workplace

Manage Individuals’
Development in the
Workplace
Management:
Unit 8
User

Management 1
Contents
Introduction......................................................................................................................................2
1 Be able to carry out performance appraisals.................................................................................2
1.1 Explain the purpose of performance reviews and appraisals.................................................2
1.2 Explain techniques to prepare for and carry out appraisals...................................................3
1.3 Provide a private environment in which to carry out appraisals...........................................3
1.4 Carry out performance reviews and appraisals in accordance with organisational policies
and procedures.............................................................................................................................4
1.5 Provide clear, specific and evidence-based feedback sensitively..........................................4
1.6 Agree future actions that are consistent with appraisal findings and identified development
needs............................................................................................................................................4
2 Be able to support the learning and development of individual team members...........................5
2.1 Describe training techniques that can be applied in the workplace.......................................5
2.2 Analyze the advantages and disadvantages of learning and development interventions and
methods........................................................................................................................................6
2.3 Explain organisational learning and development policies and resource availability...........7
2.4 Review individuals’ learning and development needs at regular intervals...........................7
2.5 Suggest learning and development opportunities and interventions that are likely to meet
individual and business needs......................................................................................................8
Conclusion.......................................................................................................................................8
References........................................................................................................................................9

Management 2
Introduction
Performance review or appraisal can be understood as a systematic evaluation of the
organisational workforce in consideration with their job performance and the respective potential
for development. In other terms, performance review and performance appraisal can be
explained as the process of measuring the productivity of the employees in terms of job
effectiveness and efficiency1. It helps in the evaluation of the total contribution made by each
employee in the accomplishment and achievement of the organisational objectives and goals.
There are number of other uses also which the organisation can attain with the use of the
performance review and performance appraisal. The report will present the importance of
performance appraisal in managing the individual development at the organisational workplace
in respect with the healthcare sector of the United Kingdom. The purpose is to understand the
role of understand the various techniques of performance appraisal, importance of feedbacks,
identification of development needs, significance of training and learning and development in the
organisations, and use of organisational policies related to training and learning.
1 Be able to carry out performance appraisals
1.1 Explain the purpose of performance reviews and appraisals
In present scenario, there has been an increasing emphasis on managing development of the
individuals in the healthcare sector in order to ensure that there is greater effectiveness and
higher quality of work which can offer the individuals with a better value for their money. In
recent few years, the constructive feedback or performance review and the performance appraisal
have been developed for teaching the health professionals for managing their development at
their workplace in respect with the improvement in their work2. There is a need to have regular
performance appraisals in the healthcare organisation so that there can be effective management
of the development needs of the individuals3.
1TC.Bednall, K. Sanders, P. Runhaar. Stimulating informal learning activities through perceptions of performance
appraisal quality and human resource management system strength: A two-wave study. Academy of Management
Learning & Education. 2014 Mar 1;13(1):45-61.
2 M. Armstrong, A. Baron. Managing performance: performance management in action. CIPD publishing; 2005.
3 K. Lloyd. Performance appraisals and phrases for dummies. John Wiley & Sons; 2009 Aug 11.

Management 3
1.2 Explain techniques to prepare for and carry out appraisals
There are several appraisal techniques. The first technique is ranking method in which the
managers or the raters are required to rank the employees on the basis of their performance. It is
a system of pitting all the organisational employees in an order of rank. There are various
benefits of ranking method as the actual performances can be measured and compared as well as
help in framing an effective development program according to the rakes of the employees4. The
second method which is mostly used in amongst all the healthcare sector organisations is the
critical incident technique. According to this technique, there is preparation of individual
statement by the managers that contains a list if the effective and ineffective behavior of the
employees, for example, in the healthcare organisations, it is evaluated but the managers that
whether the employees have handled the patients and the various other situation in an effective
manner or not such as how patiently they have reacted to the patient and other individuals5. The
key importance of this technique is that it offers an objective basis for performing a thorough
discussion of the performance of an employee as well as save the performance appraisal from the
decency biasness. The other technique appraisal techniques that are also used is checklists where
the performance of the employees are evaluated on the basis of work performed as per the
checklist; 360 degree appraisal where all the aspects of the performances of the employees are
cove red under the evaluation technique such as employees’ abilities, behavior, skills, etc. There
is a feedback session that took place in 360 degree appraisal technique6.
1.3 Provide a private environment in which to carry out appraisals
To carry out appraisals in the most effective and efficient manner there is a need to have a
private environment where there can be saved from any kind of distractions and a long
conversations with the employees can take place. The absence of such environment results in
improper understanding and flow of communication which affects the appraisal. Therefore, there
is a need to have adequate environment so that the needs and requirements of the individuals
could also assessed in a proper manner and effective appraisals could take place.
4 S. Hutchinson. Performance management: theory and practice. Kogan Page Publishers; 2013 Aug 29.
5 C. Dusterhoff, JB. Cunningham, JN. MacGregor. The effects of performance rating, leader–member exchange,
perceived utility, and organizational justice on performance appraisal satisfaction: Applying a moral judgment
perspective. Journal of Business Ethics. 2014 Jan 1;119(2):265-73.
6 N. Brennan, M. Bryce, M. Pearson, G. Wong, C. Cooper, J. Archer. Understanding how appraisal of doctors
produces its effects: a realist review protocol. BMJ open. 2014 Jun 1;4(6):e005466.