SITXHRM006: Performance Management and Improvement Report, 2019

This report addresses key issues related to performance standards within a hospitality context, providing evaluated solutions to three case studies. The first case study explores the coaching model to address employee lateness, suggesting motivational strategies, training, and goal setting. The second case study focuses on cost reduction in a kitchen setting through counseling, planning, data collection, and policy implementation. The third case study examines enhancing client experience through structuring, performance appraisals, counseling, and setting key performance standards. Each case study evaluates relevant techniques for effective outcomes in improving employee performance and organizational productivity. The report concludes by highlighting the importance of tailored approaches to address diverse employee issues.

PERFORMANCE MANAGEMENT
Name of the Student
Name of University
Date

Purpose of the report
The purpose of the report is to address all the key issues related to the performance standard.
Then, the report will evaluate the three relevant solutions to each performance issue.
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Response to case study 1
Coaching model
The coaching model is one of the most impactful models for developing staff performance
and organizational productivity (Imran and Tanveer, 2015). As mentioned in the case study,
John must be convinced properly the goal of the team and the way it is being affected in
reality by his late coming. With proper mentoring, he must be given options to choose late
coming or performance appraisal which can be effective for him.
A potential solution to staff performance issues
A potential solution to staff performance issues includes the increase in the motivational
level, providing of proper training, sharing the alignment between organisational mission and
time management and creating an individual goal for a target for each of the employee (Imran
and Tanveer, 2015). This can be effective for John to change his habit of late coming and to
promote his motivational level.
Performance management system
It is a systematic approach to monitor the performance of the employees aligning with the
organisation mission and vision. The monitoring and evaluation of the performance level of
John can be impactful to develop his performance (Krajček et al. 2015).
Response to case study 2
Counselling, planning, and procedures
Counselling, planning, and procedures are effective ways to reduce additional budgetary
costs (Taneja et al. 2016). In the given case scenario counseling must be made to reduce the
wastage and proper budgetary planning and procedure must be maintained to reduce the
additional kitchen cost.
Data collection and interpretation for performance monitoring
The adoption of data collection and performance monitoring system are impactful in reducing
costa and managing the wastages (Krajček et al. 2015). The financial data and material data
of the kitchen must be collected and evaluated to measure the areas of cost increase and can
be helpful in developing a strategy for waste reduction.
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Policies and procedures
The adaptation of cost reduction and waste reduction policy is influential to mitigate the
additional expenses and additional wastages (Aldyand Pizer, 2015). As mentioned in the case
study, the increase in kitchen expenses can be reduced by adopting cost reduction and cost
management policy. The wastage can be reduced by adopting environment-friendly waste
recycling process.
Response to case study 3
Structuring and performance appraisal
Structuring and performance appraisal policy for employees is one of the most effective ways
to enhance the client experience (Imran and Tanveer, 2015). Thus, the performance of the
employees must be reviewed by gathering performance information and self-evaluation to
make the employees capable to meet customer satisfaction
Counselling planning and procedures
Staffs require proper counseling and planning process to enhance the performance standard
(Aldyand Pizer, 2015). The employees of the organization must be counseled with proper
planning to procedures to improve the client experiences.
Key performance standards and goals
The setting of key performance standard and an individual goal is the most effective way to
improve the performance of the employees (Imran and Tanveer, 2015). In the case study, the
performance of the employees' can be improved by setting a performance standard and
individual goal.
Conclusion
The study has consisted of three case study with different employee issues. The three relevant
techniques for each issue has been evaluated for the best effective outcome.
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Reference List
Aldy, J.E. and Pizer, W.A., 2015. The competitiveness impacts of climate change mitigation
policies. Journal of the Association of Environmental and Resource Economists, 2(4),
pp.565-595.
Imran, M. and Tanveer, A., 2015. Impact of training & development on employees’
performance in banks of pakistan. European journal of training and development
studies, 3(1), pp.22-44.
Krajček, K., Nikolić, D. and Domitrović, A., 2015. AIRCRAFT PERFORMANCE
MONITORING FROM FLIGHT DATA. Tehnicki vjesnik/Technical Gazette, 22(5).
Taneja, P.A., Snyder, H.L., de Feo, E., Kruglyak, K.M., Halks‐Miller, M., Curnow, K.J. and
Bhatt, S., 2016. Noninvasive prenatal testing in the general obstetric population: clinical
performance and counseling considerations in over 85 000 cases. Prenatal diagnosis, 36(3),
pp.237-243.
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