Effective Performance Management Strategies
Added on 2020-02-12
9 Pages1660 Words79 Views
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Managing people performance 2
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1a. Relationship between strategic, operational, team and individual plans.................................1b. Five things to be considered in employee while assigning jobs.............................................1TASK 2............................................................................................................................................2a...................................................................................................................................................2b. Importance of documentation.................................................................................................2TASK 3............................................................................................................................................2a. Ways of providing formal and informal feedback..................................................................2b. Providing motivation...............................................................................................................3c. Ways of reward and recognition.............................................................................................3TASK 4............................................................................................................................................3a. Personal development / improvement plan.............................................................................3b. Monitoring effectiveness of the plan.......................................................................................4c. Other actions for improving the performance.........................................................................4TASK 5............................................................................................................................................4a. Benefits of being proactive......................................................................................................4b. Steps to ensure employee termination as per organisational and legal requirements.............4CONCLUSION................................................................................................................................5REFERENCES................................................................................................................................6
INTRODUCTIONPerformance management can be determined as a continuous process of communicationbetween employees and supervisor with the aim of accomplishment of strategic objectives of theorganisation. The main purpose is the alignment of organisational objectives with the skills,competency, development plans, agreed measures and result delivery of employees (Tovey,Uren and Sheldon, 2010). The present report focuses on the role of manager in explaining therelationship between operational, strategic and individual plans and its importance in InghamEnterprises is an Australian company which is engaged in production of food for consumption byboth human and animals. It also provides an understanding of key performance indicators andways of motivating staff. Further, a personal development plan is produced and different ways tomonitor the performance are provided. TASK 1a. Relationship between strategic, operational, team and individual plansStrategic and operational planning are closely interlinked with the plans of team andindividuals. The goals of Ingham Enterprises are developed as a part of strategic planningprocess and these are achieved by the cited organisation as a whole including units, sub units andindividual employees (Chamorro-Premuzic, 2013). The objectives and goals of team andindividual employees needs to be set in order to provide them an understanding that their smallergoals contribute in achievement of bigger objectives of the company.b. Five things to be considered in employee while assigning jobsAs a manager of Ingham Enterprises, following things to be considered in an employeewhile allocating the work :Priority : It is the first and foremost consideration that needs to taken at the time of workdistribution and this priority is based on the organisational objectives.Skill sets : To get high quality result, it is important that the skill sets of an employee areevaluated as it reduces the chances of failure when the work allocated is as per their skills(Keys to successfully allocating work across your team, 2014).Availability : It should be ensured that the person to whom work is assigned is availablewhich helps in reducing unnecessary shifting of task from one person to other.1
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