Employee Performance Review and Development Plan - Leadership Module

This report focuses on the creation and implementation of a new employee developmental program, emphasizing the critical role of performance reviews. The program aims to assess employee performance, identify high and low performers, and provide tailored interventions such as training and mentoring. The report highlights the importance of regular documentation of employee performance by managers, enabling them to recognize strengths and weaknesses, offer prompt assistance, and facilitate continuous improvement. The steps of the employee development program are outlined, including performance documentation, reporting, rewarding high performers, addressing performance issues, providing training, and ongoing evaluation. The report also includes a business brief that evaluates a company's communication plan, addressing potential cognitive biases and providing a rationale based on performance management principles.

A
NEW
EMPLOYEE
DEVELOPMENTAL
PROGRAMME
High
employee
performance
High
organisationa
l performance
Employee
development

Aim of the new employee developmental programme
• The new employee
development programme
would assess the
performance of the
employees to measure their
performances on
continuous basis.
• The programme would aim
to recognise the highly
performing employees and
the low performing
employees.
• The apex management
would appraise the highly
performing employees and
train the weak employees.

Importance of documenting employee performances
• Managers should document the performances of the employees they supervise
on regular basis. This would allow them to recognise strong and weak
employees.
• They can offer prompt assistance to the poor performers on improving their
performances like mentoring and training. This would enable them to take
actions to enhance team performance promptly and conduct job redesigning.
• They can release the weakly performing employees of some responsibilities
and delegate more responsibilities to employees capable of handling
responsibilities, thus keeping the team productivity constant.
• Documents would allow future reference, review and performance appraisal.
Documentation of
performances on regular
basis
Reporting to apex
mmanagement on team
performance, finding
ways to deal with low
performances
Facilitate future
reference for
performnace appraisal
and training needs

Steps of employee development programme
• Step 1: Managers document employee performances
on regular basis.
• Step 2: Report the same to the apex management
and HR department.
• Step 3: Reward the strong employees to motivate
them.
• Step 4: Hold meetings with weakly performing
employee to locate the issue and assess training
needs.
• Step 5: Provide them with training and mentoring
• Step 6: Continuous performance evaluation review
and action taking.

References
• Kerzner, H. (2017). Project management metrics, KPIs,
and dashboards: a guide to measuring and monitoring
project performance. John Wiley & Sons.
• Kerzner, H., & Kerzner, H. R. (2017). Project
management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
• Nguyen, T. T., Mia, L., Winata, L., & Chong, V. K. (2017).
Effect of transformational-leadership style and
management control system on managerial
performance. Journal of Business Research, 70, 202-
213.
• Schwarz, N. (2014). Cognition and communication:
Judgmental biases, research methods, and the logic of
conversation. Psychology Press.

THANK YOU