Comprehensive Report on Managing People Performance Strategies

This report delves into the crucial aspects of managing people performance within an organization. It begins by outlining key considerations for effective work allocation, emphasizing the importance of goal setting, employee competence, cost-effectiveness, efficiency, and the provision of necessary tools. The report then explores the significance of a robust performance management system, highlighting its role in aligning employee contributions with organizational goals. A detailed examination of codes of conduct is provided, illustrating their role in establishing company standards and expectations. The report further addresses the importance of monitoring and evaluating employee work, emphasizing the need for feedback and positive reinforcement. Systems for managing poor performance are discussed, along with the importance of transparent termination policies and relevant legislation. Finally, the report provides insights into Key Performance Indicators (KPIs) and Key Result Areas (KRAs), illustrating their practical application in evaluating and driving employee performance. The report uses Coca-Cola as a case study to illustrate the concepts.

Running head: MANAGE PEOPLE PERFORMANCE 1
Manage People Performance
Student’s Name
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Considerations to take place when allocating work and drawing up work plans.
In allocating work, it is essential to pay attention to the goal and the objectives of the task
at hand. The manager and the employee have to formulate and set goals that are realistic while
being achievable within then acceptable time frames. Coca-Cola ensures that it meets its goals by
producing and distributing its beverages both locally and globally by meeting daily demands of
its consumers.
It is also imperative to ensure that the staff is competent enough to handle the assigned
task or project. The staff members must have the required skills and qualifications to complete
the assigned task with minimal hitches. An experienced chemical engineer is required to work in
a Coca-Cola plant to ensure that the ingredients are mixed in the right manner and correct
proportions.
Cost-effectiveness must be considered at all times, one of the objectives of any business
entity is to maximize profits. Cost-effectiveness can only be achieved if the staff are conscious
on cutting down the costs of doing a particular task while at the same time not compromising on
quality for instance in a building construction company, cost minimization is paramount.
Efficiency ensures that there are minimal wastages concerning raw materials used thus
making sure that there is optimal production necessary for the realization of profit maximization
by a company. Efficiency is therefore paramount during work allocation. Coca-Cola company
ensures there is efficiency in the plastic materials it uses in packaging its beverage to minimize
wastage.
Also, the staff needs to have all the essential tools required in carrying out the task so as
achieve the desired goals and objectives. Consultation with the relevant departments is necessary

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for the task requires technical expertise to avoid missing the stipulated specifications. A
company like Samsung requires consultation with its clients to match the specifications of the
ordered phones with the needs and preferences of the customers.
Performance management system
It is important for an organization to develop and implement a sound performance
management system to achieve improvement in all aspects of the organization through the
management of performance for teams and individuals (Juneji, n.d.). An effective management
system plays a vital role in an organization by ensuring that employees fathom the importance of
their contributions to the goals and objectives of an organization. It also ensures that employees
understand what is required of them and equally proportionating whether employees have the
required skills and expertise to fulfill such expectations. Coca-Cola, a global company, is a good
illustration of how they employ performance management system in ensuring that their
employees have all the skills needed to fulfill the company’s expectations.
Code of conduct
A code of conduct is the accepted behavior that governs the conduct of workers in a
company. It is important that a code of conduct has a motivating statement stating the reason
why it exists in the first place and its purpose to the company (Nieweler, 2016). It is through a
code of conduct that new employees understand at the instant a company’s standards and
expectations. The adherence to the code of conduct to the management results in a culture that is
consistent with the code to grow throughout the company.
A code of conduct is necessary for a company as communicates to employees that a
company is responsible. Coca-Cola has this code in dressing where all employees are required to

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wear the company t-shirts and a badge showing their name and rank in the company, and this
shows that the company is responsible.
Monitoring and evaluation of work employees
When it comes to managing people, lack of knowledge and information about the
workplace can hurt the management. Specifically, if a manager fails to know how well or poorly
the employees are performing, then such a manager may have no idea on how well to reward
excelling workers (Hamilton, n.d.). Also, the manager may fail to know how to assist those that
are underperforming. One of the motives behind regularly monitoring and evaluating the work of
employees is to maintain the increased employee efficiency. Measuring the performance of an
employee and then managing such a performance once it has been measured ensures that
employees keep working at highly efficient and productive rates. Coca-Cola company gives
performance measures that range from annual reviews to monthly quotas all aimed at ensuring
that employees work best or face poor evaluation.
Feedback and reinforcement to employees
Positive reinforcement involves recognizing and rewarding behavior that is desirable in a
move to encourage its continuance. The use of praise and offering incentives as part of positive
reinforcement supports the continuity of the desired behavior or appreciates the effort (Joseph,
n.d.). Giving feedback and positive reinforcement has been attributed to providing a sense of
self-worth by making employees feel high with regards to their work performance. This is
critical in cases where some departments that need improvement had been pointed in the past
during performance appraisal. Again, Coca-Cola has a unique way of letting their employees

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know that they are making progress and that the management recognizes the efforts of such
employees through giving bonus-based salaries.
Systems to manage poor performance
A transparent system that manages underperformance is not only good for employees but also for
the business. The employers that promote best practice at workplace know and understand that
performance management that is ineffective has the effect of dramatically reducing the standards
of performance in a business entity. Employees that are performing exemplary well may lose the
zeal and motivation needed as they are tasked with the burden of carrying the poor performance
from their poor performing workmates. A good performance management system is one that
embraces the culture in a workplace and gets acceptance and value from all the workers. A
consistent system provides platforms for addressing arising problems and also proffer effective
solutions. PriceWaterhouseCoopers(PWC) keeps on tracking the performance of its employees
for consistency through personal development programs. Some of the workers that are found to
perform poorly are recommended for a unique program that helps employees get back on track
through support and motivation.
Termination policy and legislation
The termination policies and the laws governing such policies is an important part to
understand more so for employees who are entering into short-term contracts with their
employers. This is crucial in avoiding future disagreements and misunderstanding that arise
during termination. It is crucial that the company make clear guidelines and procedures to be
followed and, in any case, if there are bonus packages such as pension and other benefits accrued
to an employee following termination at the workplace. Also, reasons for terminating an

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employee should be made available by the human resource manager, and if necessary, a board
should be called to convene the matter to ensure fairness in the process. According to Coca-Cola
human resource department, there is a working policy that stipulates the conditions that can lead
to termination of employment such as the breach of the employment policy.
KPIs and KRAs
A KPIs is a quantifiable measure that assesses how well a company meets its goals.
Managers are at liberty to set some KPI’s for their respective companies which they can employ
in evaluating how employees are performing. Coca-Cola, for instance, has set quantity based
KPI’s that act as mini targets to be achieved by distributors. KPIs are crucial in facilitating
growth in a company as targets can be measured. For instance, Coca-Cola has merchandise
agents in almost all countries it operates in, and the role of the agents is to check on a daily basis
if the daily targets regarding beverage products get delivered in various regions.
On the other hand, KRAs entail the parameters that an organization has fixed for a
specific job (The Economic Times, n.d.). A production manager from Coca Company, for
instance, would have to concentrate on maintaining the budget of the production department, the
safety of employees, coordinating with other departments within the company and proposing
new technologies to help improve productivity.
References

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Hamilton, S. (n.d.). Importance of Measuring & Managing Employee Performance. Retrieved
March 20, 2018, from http://work.chron.com/importance-measuring-managing-
employee-performance-28231.html
Joseph, C. (n.d.). Why Is Positive Reinforcement Important in the Workplace? Retrieved from
Chron: http://smallbusiness.chron.com/positive-reinforcement-important-workplace-
11566.html
Juneji, P. (n.d.). Benefits of a Performance Management System. Retrieved March 20, 2018,
from https://www.managementstudyguide.com/benefits-of-performance-management-
system.htm
Nieweler, A. (2016). Four Reasons Your Business Needs a Code of Ethics. Retrieved March 20,
2018, from https://www.whistleblowersecurity.com/four-reasons-business-needs-code-
ethics/
The Economic Times. (n.d.). Key Result Areas. Retrieved March 20, 2018, from
https://economictimes.indiatimes.com/definition/key-result-areas