Effective People Management: A Project Report on Performance Review

This project report provides an in-depth analysis of managing people performance within organizations, focusing on the roles of managers in assigning work, evaluating performance, providing feedback, and reinforcing excellent performance while addressing improvement requirements. It emphasizes the importance of fair resource allocation, goal setting, and considering employee competencies and operational needs. The report details the significance of Key Performance Indicators (KPIs) and Key Result Areas (KRAs) in organizational planning and the implementation of effective performance management systems, covering planning, assessment, recognition, and career development. Furthermore, it explores various strategies for enhancing employee engagement, such as clear communication, knowledge sharing, and fostering a positive work environment. The report also addresses critical aspects like performance monitoring, feedback mechanisms, handling performance reviews, and the implementation of performance improvement plans, along with the importance of coaching, mentoring, and documentation. It concludes by discussing methods for rewarding excellent performance, addressing performance issues, and the role of counseling and disciplinary actions.

Running head: Managing people performance
Managing people performance

Managing people performance
Table of Contents
Project 1......................................................................................................................................................4
Activity 1...................................................................................................................................................12
Significance of groups and individuals......................................................................................................12
2. Resources might be required in business...............................................................................................13
3. What are likely repercussion if resources are not available to employees as needed.............................13
Activity 2...................................................................................................................................................13
1. Operational plan....................................................................................................................................13
2. Work plans............................................................................................................................................13
Activity 3...................................................................................................................................................14
1 Keys to successfully allocating the work to individual employee...........................................................14
2. Procedures that might be followed to allocate the work........................................................................14
Activity 4...................................................................................................................................................14
1. Code of conduct and how it affects work outputs..............................................................................14
10 ways to check performance standards, codes of conduct and works output..........................................15
Activity 5...................................................................................................................................................15
Performance indicators..............................................................................................................................15
Activity 6...................................................................................................................................................16
Contingency plan and significance of aspects of risk analysis and contingency plan development...........16
Activity 7...................................................................................................................................................18
1. Things need to be considered when developing and implementing performance management plan.....18
2. Significance of performance management and review..........................................................................18
Activity 8...................................................................................................................................................18
Significance of performance monitoring and evaluation process...............................................................18
Activity 9...................................................................................................................................................19
Ways to recognize employee contribution and its importance...................................................................19
Feedback and its importance.....................................................................................................................20
How and why performance appraisal should be held.................................................................................21
Significance of training to handle performance reviews/appraisal interview.............................................21
Role of performance management processes and performance evaluation................................................21
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Managing people performance
Good performance management system....................................................................................................23
An explanation of formal and informal feedback......................................................................................23
Activity 10.................................................................................................................................................23
1. How issues might be documented and who might it be necessary to advise..........................................23
2. How would you approach sue regarding these complaints?.................................................................24
Activity 11.................................................................................................................................................24
1. Coaching and mentoring........................................................................................................................24
2. What circumstances might be necessary to provide on-the-job coaching..............................................25
Activity 12.................................................................................................................................................25
Significance of document and record performance....................................................................................25
Activity 13.................................................................................................................................................26
1. Procedure might be followed to implement a performance improvement plan......................................26
2. HR expertise be of Benefits to managers and employees who are negotiating performance
improvements............................................................................................................................................27
3. Steps might be taken if it is necessary to follow up performance appraisals..........................................27
Activity 14.................................................................................................................................................28
1. How could excellent performance can be rewarded..............................................................................28
2. What good performance system should aim for?...................................................................................28
3. What should do in the following situations............................................................................................29
Case 1........................................................................................................................................................29
Case 2........................................................................................................................................................29
Activity 15.................................................................................................................................................30
1. Significance of counseling in the performance......................................................................................30
2. Disciplinary actions...............................................................................................................................30
Activity 16.................................................................................................................................................30
Case 1........................................................................................................................................................30
Case 2........................................................................................................................................................31
Case 3........................................................................................................................................................31
References.................................................................................................................................................32
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Project 1
The manager’s roles to assign work, evaluate performance, provide feedback, supervise follow
up, reinforcement excellent performance and deal with performance improvement requirements.
They play a significant role in each and every process. When allocating resources, it is important
to consider that tasks and duties should be distributed on a fair basis taking into consideration the
employee experience, expertise, knowledge, skills and loads (Briscoe, Tarique and Schuler,
2012). It is also important to consider the following.
Goals and objectives: The tasks and duties should be target oriented. Managers and their
workers need to set their goals and objectives which are relevant and realistic. The managers
need to break the large goals and objectives into smaller goals and targets so they can become
more significant and milestones. It will also make easy monitoring and controlling process
within the organization. The managers and leaders need to set long term goals and objectives in
the firm and assign roles and responsibilities in each employee (Salvendy, 2012).
Competence: The managers needs to focus on the competence, skills, experience, skills and
abilities of the employees while assigning the tasks and duties among the employees.
Competencies and skills are taken into consideration while drawing up actions and assigning
tasks and duties among the workers. It will help to improve and boost the performance of the
workers as well as organization (Camisón and Villar-López, 2014).
Operation need: When drawing up a work plan, it is essential to monitor on the goals and
objectives of the action plan. Action plans describes that what will be done, how it will be done
and by whom it will be done in the organization. The action plans also indicates that what needs
to be done and who is liable for the various implementation aspects of the plan.
Efficiency: A plan shall be implemented in the best possible way with the least of waste of time
and efforts. It means using all the knowledge, information, experience and skills in a hassle free
manner. Also, the managers need to assign tasks and duties effectively and appropriately to
increase and enhance the commitment, involvement and enthusiasm to accomplish the objectives
and returns (Scullion and Collings, 2011).
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Managing people performance
Cost effectiveness: To maintain costs, the managers need to use resources in an effective
manner so that maximum use of resources can be possible. The employees should learn the
process through which optimum utilization of resources can be done effectively. In this way, it
will avoid and reduces waste of resources. It is also essential to negotiate the best possible prices
for the resources (Rummler and Brache, 2012).
Consultation: Consultation is a key factor in the development of an operational plan. It is an
important to consult with people who use the resources to analyze and determine the better
deployment and acquisition techniques and tools. The workers who use effective and unique
resources on regular basis in order to accomplish their work will be able to measure and identify
the issues and problems. It will also help to increase and enhance the efficiency and effectiveness
of the resources. If the managers and leaders consult with workers, it helps to maintain a good
image in the marketplace. All these work are done by the managers to gain competitive
advantages in the global market (Goetsch and Davis, 2014).
Along with this, the managers need to develop and build KPI’s and KRA’s to meet the needs and
requirements of the firm. KRA’s and KPI’s are important part of the organizational planning
process. KPI’s helps to manage and measure the progress towards goals and objectives. Along
with this, KPI’s are originated for the long term goals and it focuses on the efficiency and
effectiveness of the organization (Parmenter, 2015). The managers and leaders need to develop
and implement effective performance management systems. Performance management system is
an essential to identify, evaluate and develop workers and teams work performance within the
organization. Performance management system may be defined as the process by which
department of the commerce involves its workers as individuals and group of members to
improve and enhance the organizational effectiveness in the attainment of goals and mission.
Performance management is a much complicated function of HRM, as it entails activities such as
goal setting, progress review, and communication, feedback and coaching for improved
performance, implementation of employee development programs and rewarding attainments.
Along with this, performance management process is used by the managers to improve and
enhance the productivity and performance of the workers. It also helps to create a positive
working environment in the organization (Kenny, 2012). The performance management process
includes the followings:
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Managing people performance
Planning: It is the first stage of performance management system which helps to attain the
desired goals and objectives. In the planning stage, employers explains employees that how their
performance and productivity directly impact on the goals and objectives. Under this stage,
effective and unique planning is done by the managers and top management to improve
performance and accomplish the long term mission and vision. It is a never ending process in
performance management and it is completed with great and effective care. Planning helps to
encourage commitments and understanding goals and objectives by linking the workers work
with the firm. It includes key value drivers of stakeholders. Under planning, effective goals and
objectives are described and explained by departments, organizations and individuals. In
planning process, the employees and managers are included in a joint participative procedure and
set the firm objectives as well as specific goals for the individuals (Andreeva and Kianto, 2012).
Assessment: Managing performance and productivity is the second factor of the performance
management system cycle. It is an annual evaluation of the worker’s performance and
productivity. Generally, managers take feedback from employees from co-workers and
employees to measure their efficiency and effectiveness. Assessment also includes a review of
the previous year’s estimation and an assessment of skills and knowledge. Assessment and
evaluation is significant to judge and measure the performance and actions of the employees.
This stage helps in maintaining positive approach at the workplace. Along with this, it helps in
updating and revising initial goals, standards and objectives. This stage ensures that managers
and leaders manage the productivity effectively. It also ensures that managers themselves are
aware of the impact of their own actions and behavior on the employees that manage and are
motivated to analyze and identify positive behavior. Under this stage, actual performance is
compared to the desired outcomes so that result can be measured and an effective plan can be set
according to the weaknesses of the workers. This stage also provides a feedback mechanism to
the workers. To improve and enhance the feedback, goals and objectives, the managers should
also monitor on the communication among the workers. It is essential leaders and managers to
build a fully integrated strategy and approach that enables the various forms of communication to
contribute the success and growth of the company. Additionally, performance assessment is
related to the learning events (Thornton III and Byham, 2013).
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Managing people performance
Recognition: Recognition and rewards are significant to maximize the productivity of the
workers in order to attain outcomes and results. Along with this, performance management
system helps in making unique and effective decisions. Rewards and incentives motivate the
employees to perform tasks and duties effectively and efficiently. The employees feel happy at
the workplace through recognition and motivation. Recognition and rewards helps in improving
and developing trust, loyalty and morale among the workers. It reduces stress, anxiety and
tensions of the workers. Motivating employees are able to focus on their tasks and duties
effectively and efficiently. By providing rewards and recognition to the workers, the firm is able
to face enormous challenges and risks. The firm should offer unique growth opportunities to
perform goals in a hassle free manner (Cardy and Leonard, 2014).
Career development: This stage promotes and encourages future development and
improvement of the workers. It helps to meet the needs, requirements and desires of the business
or firm. Furthermore, it enhances and improves the strengths of the workers and work to avert
the areas of weakness. It also helps to build an effective communication between management
and workers. In this phase, coaching and development training is provided to boost the
capabilities of the workers. It is the liability of the managers to identify and initiate the training
and development coaching to improve and enhance the individual productivity. Performance
management is an integrated and strategic approach to deliver sustainable success by improving
and enhancing the productivity of the employees. The career development must be designed to
improve the performance on the current job and then prepare the workers for promotion and
transfer. In this way, the managers have been able to improve the capabilities of the employees.
In addition, advanced and innovative technologies can be used y initiating the performance
management system within the organization (Gruman and Saks, 2011).
Apart from performance management system, there are various ways through which the
managers can improve performance and employee engagement of the workers that have been
stated below.
Communicate clear expectations and goals to the firm employees: The majority of the
workers want to be a part of a compelling future, and they want to know whether the work is
suitable or not. Clear goals and objectives help in motivating and encouraging the workers at the
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Managing people performance
workplace. The managers and leaders should explain and clear the long term mission and vision
to enhance their productivity and efficiency (Mone et al, 2011).
Share information and knowledge: The managers should keep communication hopeful and
truthful with workers to share various types of information, they do not afraid to share bad news.
By sharing numbers with workers, the managers can increase and enhance the sense of
ownership of the employees. In this way, it can be a significant tool to manage employee’s
performance and outcomes (Daley, 2012).
Encourage and persuade open communication: Open communication helps the employees to
express their ideas and opinion without any criticism. By using open communication, the
managers can easily address the issues and concerns of the employees. Along with this, open
communication also helps in conducting business activities and operations successfully and
effectively. If the employers do not communicate with workers then it can damage and harm the
employee engagement and image of the company (Locke and Latham, 2013).
Actively promote organizational effectiveness, values, reputation and ethics: Actively
encourage organizational reputation, effectiveness, ethics and values, it will help to fulfill the
needs and requirements of the employees. It will help the workers to feel good about their
leaders and managers.
Culture: The employers encourage workers to find a personal fit with the company culture.
Along with this, managers need to focus on the environment and working culture of the firm to
motivate the employees for doing work effectively and well. Apart from this, encouraging people
can easily identify and evaluate the risks and challenges of the market. In this way, the leaders
enhance and boost the potential and capabilities of the workforce.
Let staff tell their own stories: The managers should encourage and inspire the workers to tell
their own stories about what they are doing to make unique and dynamic strategies for the
success of the firm. It will help to reduce and avert issues and challenges which are raised at the
workplace.
Trust: The leaders should maintain trust among the workers to maximize the productivity and
performance in the organization. The employers must constantly watch and control on the
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Managing people performance
efficiency and effectiveness of the workers to make effective decision within the organization.
These effective decisions may influence the strategic direction of the firm.
Build engagement: The employee engagement is must to improve and manage the performance
of the workforce at the workplace. Therefore, the employers should develop and boost employee
engagement to increase and enhance the revenue and returns in the firm (Berman et al, 2012).
Encourage innovation: Innovation shall be done by the managers to improve the productivity of
the workers as well as organization. The managers should innovative processes, strategies and
policies to conduct the business activities in a hassle free manner. Through innovation, the
employees are able to perform roles and responsibilities in a better way.
Create a strong team environment: If the organization wants to gain long term competitive
benefits and improve efficiency of the workers then the leaders should make unique and strong
working environment at the workplace. With the help of strong and unique working
environment, the workers are able to participate in decision making process. Also, it will boost
and encourage confidence of the employees in the organization (Harrison, 2011).
Sense of belonging: This will help to increase and improve employee engagement in the firm.
Sense of belonging and other non-work activities help in making good relationship with workers
within the organization. Furthermore, it shall be noted that strong and dynamic relationship
between leaders and employees help in attaining the desired mission and vision of the company.
Feedback: It plays a significant role in improving and increasing the outcomes and results of the
organization. Providing someone with a little recognition on what they are doing well can go a
long way toward boosting and developing the morale of the workers. Along with this, feedback
is a two way communication process as it provides an opportunity to share opinion, ideas and
find effective solutions.
Provide support employees in their growth and work: The managers or leaders can provide
support to the worker’s growth and work by enhancing and providing education, training and
development coaching, learning opportunities, cross cultural training, and any other interactions
that support employee’s personal development and growth.
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Managing people performance
Share and collaborate on problem solving: The managers should maintain reciprocal
relationship with employees to enhance their performance and effectiveness. By maintaining
strong relationship with people, managers are able to handle and resolve their grievances and
issues related to the workplace. Also, it will help in maintaining effective communication and
cooperation among the employees at the workplace.
Delegation: Delegation of authority and responsibility is an effective tool to motivate and
encourage people towards their jobs and duties because of delegation of authority expands
managerial span of control. Delegation of authority is good for the employees to provide growth
opportunities to them. Along with this, it increases trust among the workforce to do job correctly
and also it maximizes their ownership of the tasks and duties.
Incentives: The managers and leaders who want their workers to be engaged recognize that
incentives and rewards must be distributed based on the objective criteria. In this way, different
employee can be motivated by different things.
In this way, the managers can motivate the employees for doing work in a hassle free manner.
Further, it will also help to improve and encourage the performance of the team. Now it is
assumed that firstly employers assign tasks and duties among the workers. The tasks and duties
assign to the workers by considering the skills, capabilities and potential of the workers. It will
encourage people for attaining success and growth within the organization.
In the next stage, the top management assesses and evaluates the productivity and performance
to analyze and identify their efficiency and capacity. If there is any variation find in performance
and productivity of the staff, effective measures can be taken by the top management and
managers. It will help to generate more and more profitability within the organization.
Furthermore, it will also help to stay in the rivalry market. Finally, feedback is collected by the
firm to analyze and review the efficiency of the team. In this way, it can be said that performance
management is a vital tool to measure the performance of the employees. Differentiation
between potential and ineffective employees can be possible through effective and unique
performance system. HRM plays an empirical role to maintain sustainable performance
management system in the organization.
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Managing people performance
There are various advantages of performance management system that have been discussed
below.
Performance based conversations: Managers get busy with day to day business activities and
responsibilities and they usually neglect the important interactions with employees that provide
the opportunity to coach and render work elated to work. A performance management process
forces managers and leaders to discuss the productivity and performance issues with the
workforce. It also improves behavior of the workers at the workplace (Burke, 2017).
Targeted staff development: It is the responsibility of the top management and managers to
prepare the workers for increasing roles and responsibilities. Unique and effective performance
management system can help to identify and analyze the employee development opportunities
and it can be an important part of the succession planning process (Dumas et al, 2013).
Encouragement to staff: Performance appraisals shall be celebration of all the wonderful things
an employee does over the course of a year. It can encourage and motivate the workers form
improving their performance in the organization. Encouraging workers can focus on their own
work and responsibilities to complete the goals of the company.
Rewards staff for a job well done: Under performance management system, rewards and
incentives are given to potential workers to attract more candidates. It will motivate and
encourage the workers to perform at higher-level (Armstrong and Taylor, 2014).
Under performers identified and eliminated: It is very complex task to identify and eliminate the
underperformers within the organization. An effective performance management process help in
identifying and documenting underperformers and allowing for a smooth transition if the
relationship need to be terminated in the firm.
Allows employee growth: An effective performance management system can help the workers
reach their full potential and capability which can be a positive experience for the both the
managers and employee. A good and effective manager takes pride in supervising a worker grow
and develop professionally. Now it is assumed that performance management is a quickly
maturing business discipline which helps in improving the overall value of an organization. It is
a series of organization processes and applications designed to utilize the completion of business
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