BSBMGT502: Managing People Performance & Feedback Strategies

This report addresses managing people performance within an organization, focusing on key result areas, critical success factors, and their influence on key performance indicators using SMART principles. It highlights the importance of documentation in performance management and the risks of ineffective information management. The report explores formal and informal feedback methods, emphasizing how managers can motivate staff through appraisals and recognition. It includes a personal development plan (PDP) for an individual struggling with deadlines, outlining monitoring strategies and alternative actions for continued performance decline. The document concludes with references to support the discussed concepts and strategies, providing a comprehensive overview of managing and improving employee performance.

Running head: MANAGING PEOPLE PERFOMANCE
1
Managing People Perfomance
Name:
Institution:
Date:

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Question 1
a.Explain to the team what key result areas / critical success factors are;
Key success factors are the activities and functions or practises in business which are defined
by the market and not the company. They are critical to the company and the relationship
between the customer and the company. The critical success factors are generally a high level
goal for a business to be met (Armstrong, 2016). Critical success factors inorder to be
effective must be
1. Vital to the success of the organization
2. Benefit the department or the company as a whole
3. Be set to achieve a high level goal
4. Must be linked directly to the strategy of the business
The key result areas in the key success factors are; alignment of employees roles for
increased satisfaction through rewards, be service oriented while dealing with customers,
Achieve fulfilment of business through On-Line process improvement and Increased market
share through the current customers.
b)How these influence the choice of key performance indicators/ standards; and
why these are written using SMART principles.
They influence the performance of the business through setting goals and strategic planning
using SMART which simply is an acronym. SMART means that the goals should be specific

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to the needs of the customer and the business, measurable, achievable, relevant and time
based goals in an organization (Bader, Schuster, & Dickmann, 2015).
 An example of key performance indication or performance standard related to their
job
An example of key performance measure or indicator is how many customers has a specific
staff served and what was the turnaround time for the each customer. Was the customer
happy with the service and what are the results or effects of good and bad service to
customers? These are key performance indicators to measure the performance of a staff.
b. Justify to the team why documentation is so important in a performance
management system and explain the risks in not effectively managing this type of
information.
Documentation helps track the performance of each staff. There should be increase in
performance and targets should be reached. The risk in not managing the type of information
means that there will be guess work in how information is used. No real evidence or facts of
data will be there (Gattorna, 2015).
Question 2
a. List the two ways in which formal feedback and informal feedback can be given
to individuals
There are various ways in which formal and informal feedback may be given to individuals.
For formal, there should be communication with individual staff members through e-mails or
any other form of communication which is private. Performance measurement reports should

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also be used to communicate to individual staff members. For informal feedback, meetings
and team building session will be used effectively (Harrison, & Lock, 2017). They also help
in verbal communication to individual staff.
b. Explain how you as a manger can motivate staff through this formal appraisal of
performance and how informal feedback can help staff in achieving their goals.
In formal appraisal, the manager can motivate the staff through incentives and rewards. I can
also ensure that a high performing staff gets promotions and bonuses for the good work. This
is to encourage other employees to work extra harder and better. Informal feedback can also
help the staff in achieving their goals through constant improvement of their work and
recognition given to the informally as they perform the best.
c. List four different ways in which you could reward and recognise the
performance of individuals performance
1. Promotions
2. Salary increment
3. Public recognition
4. Incentives and other bonuses
Question 3

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Identified
gap
Development
activity
Details
(Provider,
location,
etc.)
Objective of
development
activity
Timeframe Cost
1. Seminars and
conferences
Conference
facility
To improve the
workplace
productivity
through more
training
1 day $
10,000
2. Team building Restaurant
and hotel
facility
Bonding to
improve team
synergy and
productivity
3 days $
50,000
a. Produce a personal development / improvement plan (PDP) for an individual
who is having difficulty with meeting deadlines.
In developing personal improvement plan, the following is the process that should be used in
planning for individual improvement

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1. Establishing of the purpose or the direction for which the development or
improvement is aimed at
2. Identifying the development needs for the person
3. Identifying the learning opportunities needed for personal development
4. Formulating an action plan to be undertaken
5. Undertaking the action plan for the development
6. Recording the outcomes
7. Evaluating and reviewing the outcomes.
b. Explain how you will monitor the effectiveness of this plan.
The effectiveness of the plan is measured and monitored by the constant improvement of the
outcome. If the outcome is constantly improving, the plan is effective (Kottorp, Fallahpour,
Malinowsky, Lund, & Nygård, 2017). On the other hand, if the outcome is bad and not
improving, then the effectiveness of the plan should be further evaluated.
c. If the individual’s performance does not improve and performance continues to
decline, what other actions will you take to help improve the performance?
Changing of tack or the evaluation method is the best performance improvement
measurement. It is important to note that Documentation helps track the performance of each
staff (Ulrich, & Dulebohn, 2015). There should be increase in performance and targets should
be reached. The risk in not managing the type of information means that there will be guess
work in how information is used. No real evidence or facts of data will be there.

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References
Armstrong, M. (2016). How to manage people. Kogan Page Publishers.
Bader, B., Schuster, T., & Dickmann, M. (2015). Special issue of International Journal of
Human Resource Management: Danger and risk as challenges for HRM: how to
manage people in hostile environments.
Gattorna, J. (2015). Dynamic supply chains: How to design, build and manage people-centric
value networks. FT Press.
Harrison, F., & Lock, D. (2017). Advanced project management: a structured approach.
Routledge.
Kottorp, A., Fallahpour, M., Malinowsky, C., Lund, M. L., & Nygård, L. (2017). Skill
Clusters in Ability to Manage Everyday Technology Among Older People With and
Without Cognitive Impairments. American Journal of Occupational
Therapy, 71(4_Supplement_1), 7111500008p1-7111500008p1.
Ulrich, D., & Dulebohn, J. H. (2015). Are we there yet? What's next for HR?. Human
Resource Management Review, 25(2), 188-204.