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[PDF] Team Performance Management

   

Added on  2021-04-21

17 Pages4477 Words39 Views
Professional Development
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Running head: MANAGING TEAM AND PERFORMANCEManaging Team and PerformanceStudent’s name: Name of the university: Author’s note:
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1MANAGING TEAM AND PERFORMANCETable of ContentsIntroduction......................................................................................................................................21. Case one.......................................................................................................................................21.1 Impact of introducing performance management initiative on the motivation of staff in thelocation............................................................................................................................................21.2 Recommendations to the board, specifically proposing initiative will impact on decisions ofmoving forward...............................................................................................................................42. Case two.......................................................................................................................................62.1 Problems facing at MiningCo....................................................................................................62.2 Recommendations to the board for how to curb any hysteria that ensues.................................83. Case three.....................................................................................................................................93.1 Creating crisis management team to manage the event that any substantial talent gap emergesat any individual site........................................................................................................................93.2 Deciding on the selection criteria, the format, structure and function of the team and how toreward them...................................................................................................................................11Conclusion.....................................................................................................................................13Reference List................................................................................................................................14
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2MANAGING TEAM AND PERFORMANCEIntroductionWithin an organisation, team leaders have significant roles to build a structure of workand to be active for the members. Team leaders build the strategy to carry the basic roles for thegrowth of the organisation. The organisational structure of the organisation provides basic helpto communicate effectively with employees and management (Kearney, 2018). In this study,strategic human resource management, organisational behaviour, organisational culture,motivation and performance of management of the employees are discussed. MiningCoorganisation has to operate isolated locations where many fly-in and fly-out staffs work on rosterbasis. Being a Senior HR Executive, it is needed to show the impact of performance managementinitiative on staff motivation, employee retention and making crisis management team tomitigate the talent gap.1. Case one 1.1 Impact of introducing performance management initiative on the motivation of staff inthe locationIn MiningCo, the employees have to work in a remote location and the management ofthe organisation has to take the employees by flying them temporarily to the work locationinstead of relocating the families of the employees and staffs' of the organisation permanently.MiningCo has to operate in such locations and employees need to be motivated in order to workin such remote places. Frequent travelling and solitude may result to the de-motivation and itmight result to quit from the organisation. As stated by Lazaroiu (2015), the motivation of thestaffs is a success factor for the challenging and innovative organisation where the management
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3MANAGING TEAM AND PERFORMANCEhas to realise the additional benefits. Performance management system of the organisationsupports the motivation through clear objective and feedback provided by string management.Most of the organisations try to have top performers with high potential and proper consequencemanagement is needed in order to maintain the performance management. In MiningCo, theemployees have to work in remote places and they do not have the families over there.Performance management process enables the managers and employees work together inharmony and managers provide a review to the work objectives of the employees (Mone &London, 2014). The management of MiningCo must not take the performance management asjust an annual performance review as it is a continuous assessing of progress of the employeesand it can also be defined as on-going coaching of the employees. In order to gain the superiororganisational performance, the team leaders and managers take employee engagement anddevotion to improved task performance (Porter, Riesenmy & Fields, 2016). In Menino, theemployees' morale can be improved through boosting the intrinsic motivation that supports theemployee productivity. The organisations need to define the requirements for job position within theorganisation before recruiting the employees. This policy will help the employees to know theirresponsibility beforehand and employees are not expected to meet all the given responsibility atvery first. As stated by Arnaboldi, Lapsley & Steccolini, (2015), HR department of theorganisation needs to act on so that the employees meet the required minimum of performanceobjectives. Sometimes, employees within a workplace expect that managers take action on lowperformers and each of the employees within the organisation expects to be part of the successfulteam. In this scenario, the low performers are a risk for the organisation. In MiningCo, theemployees have to leave their alone without the support of the family and they have lower
[PDF] Team Performance Management_4

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