HND Engineering: Managing Individual and Team Performance Report

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Added on 2022/11/13

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This report provides a comprehensive overview of managing individual and team performance within an engineering context, as required for an HND (Diploma) in Manufacturing & Electrical Electronic Engineering. It begins by exploring the key factors of employee appraisal systems, including performance and motivation, and then outlines the design of an individual staff appraisal schedule, detailing legally valid processes and standard forms. Examples of feedback responses for various performance and motivation factors are also provided. Furthermore, the report explains the benefits of achieving individual performance targets, encompassing productivity, efficiency, and personal development. The report then shifts to team performance, identifying reasons for appraising team performance in engineering and formulating criteria for measuring different types of teams, such as project management teams. The report concludes by presenting team performance indicators and discussing factors that motivate a team to achieve its goals. The assignment draws from the unit 'Managing the Work of Individuals and Teams' and covers assessment criteria related to evaluating individual review procedures, designing appraisal systems, providing feedback, and reviewing team performance.

Running Head : MANAGING INDIVIDUAL PERSORMANCE AND TEAMS
Managing Individual Performance and Teams
Name of the Student
Name of the University
Author Note

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1MANAGING INDIVIDUAL PERFORMANCE AND TEAMS
Assignment 2:
Task 1: Investigate the content and aims of examples of an employee appraisal system. (2.1)
The key factors in the individual employee appraisal systems
The performance appraisals are an essential part of the operations in a particular organization. It
is that factor which makes the employees put extra effort on their performance and job role. The
performance evaluation helps the managers of a particular organization to distinguish the
performing and the non-performing employees based on which the appraisal are decided. There
are few factors which leave impact in the employee performance appraisals.
Performance- The performance of an employee affects the appraisal. It is the tendency of any
organization to make higher profits and when an employee performs better, the organization
definitely should appreciate and acknowledge that and raise a reward system. It is an extremely
motivating factor for the employees who contribute in the organization efficiently. It is the most
important factor from the perspective of the manager. The performance is again measured on
different parameters such as customer service, product knowledge, attendance, behavior and
others. The benefit of the employee performance for the organization is that, the reputation and
productivity of the organization is increased subsequently leading to higher revenues.
Motivation- Those employees who love to work with energy and excitement are praised by the
managers. Those employees who also take initiatives to perform exceptionally for the
organization and always observed by the organization. The positive employees are respected,
retained and rewarded by the organization. An employee always thinks that when he /she is
doing a lot for the organization and taking initiatives for the progress of the organization, the

2MANAGING INDIVIDUAL PERFORMANCE AND TEAMS
organization will also look after him/her and provide the honor deserved. The benefit of the
individual is that, the appraisal system keep them motivated and agile for working for the
organization in the future years.
Task 2. – design an individual staff appraisal schedule (2.2)
The performance appraisal form

3MANAGING INDIVIDUAL PERFORMANCE AND TEAMS

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5MANAGING INDIVIDUAL PERFORMANCE AND TEAMS
An individual staff appraisal schedule (2.2)

6MANAGING INDIVIDUAL PERFORMANCE AND TEAMS
 Designing a legally valid performance review process - The performance appraisal has to
be job-related and valid. It must be based on a thorough analysis of the job which will be
standardized for all employees. It should not be biased against any sex, religion,
nationality, color and the manager also need to have adequate knowledge of the job
before conducting the appraisal. The process has to be described in a personal policy.
 Designing a standard form or the performance appraisal- The performance appraisal form
should include the name of the employee the date of completion of the performance form,
the dates specifying the time for evaluation. The performance dimensions should be
mentioned with assigned goals, the strategic plan, the rating system job responsibilities
and others.
 Scheduling the first performance review after six months of joining- The manager should
conduct the first appraisal six months after the employee’s joining. After that, it should be
conducted every year.
 Initiating the performance review process- The manager should tell the employees that an
employee performance review is scheduled for the performance appraisal. A meeting will
be scheduled after two weeks of the declaration.
 Providing written input to the appraisal- The Employee concerns will be asked and their
inputs will be recorded on their own sheets. The form will inform the employee about the
performance appraisal procedure.
 Documenting the input- The major accomplishments of the employees should be
recorded, the strengths and weaknesses should be evaluated as per the dimensions on the
appraisal form and actions should be suggested, training and developments should be

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7MANAGING INDIVIDUAL PERFORMANCE AND TEAMS
focused on by the manager in order to improve the performance. The behaviors should be
addressed in the appraisal form not the characteristics of the personalities.
 Holding the performance appraisal meeting- The goals of the meeting should be
communicated with the employees, the feedbacks, the actions plans too. The areas of
disagreement should be discussed. The final terms such as “never “, “always “should be
avoided and the employee participation should be encouraged. The meeting should be
finished on a positive note.
 Updating and finalizing the performance appraisal form- The comments should be added
to the employee appraisal form by the manager. The form and the action plans should be
reviewed every month during meeting with the employees.
 Maintaining the transparency- Any performance issue should be discussed openly in the
actual appraisal meeting. The employee should also be given the opportunity defend
himself/herself.
Task 3. – prepare examples of feedback responses for individuals who have undergone an
appraisal (2.3)
For the performance factor-
 He has made frequent errors which might be harmful for the business operations.
 He has not been much careful in checking the errors on the work produced.
 The required paperwork is partially complete.
 Rarely offers to assist others in the office.
 Less cooperative and frequently criticizes others.
 He usually needs a direct supervision in everyday tasks.

8MANAGING INDIVIDUAL PERFORMANCE AND TEAMS
 He does not have the capacity to think independently or deal with the occurrence which
are unexpected.
 Adjusts well to the changes in the office hours.
For the motivation factor-
 Usually comes to the wrong conclusions and assume wrong things.
 Did not make sure that the other co-mates are motivated and productive every time.
 Needs to be motivated enough to take initiatives for the organization.
 Often offers solutions to the workplace problems
 He spends too much time focusing on the less important aspects of the workplace.
 The productivity is reduced gradually in the past months.
 The important documents along with the projects have been erroneously destroyed.
 The project plans are poorly designed and executed.
Task 4. – explain the benefits of individuals achieving performance targets. (2.4)
Performance targets Benefits
The productivity target can be defined as the
productive work accomplished in a particular
period of time. It can be measured in units,
measures of output and customer served.
The benefits of setting the productivity targets is
that it has a long-term effect on the overall
increased of the organizational productivity. The
benefit for the individual is that the appraisals are
met easily.

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The efficiency target is almost similar to the
productivity target but focuses on the accuracy of
work more. The efficiency is measured on the
basis of consistency, accuracy and speed.
The benefits of meeting this target is that the
work produced by the employee becomes error
free. It strengthens the qualities of the individual
and enhances the quality standard of the work.
The personal development target - The
performance of the employee depends on a wide
range of factors such as leadership skills, the
communication skills, the conflict management
skills and other strategic contributions in the team.
The achievement of this target can lead the
employee towards success and the employers
towards competitiveness. The reputation of the
employee becomes strong in front of the
organization and he/she is acknowledged for that
in the performance appraisal.
The educational targets- The educational targets
are those which make the employees carry value
to the employers. The valuable educational
achievements are the university degree, the
training programs sponsored by the company and
the professional certificates.
The achievement of this target helps the
employees to enrich their lives in most of the
areas. The goal setting is a proven way of
reaching the educational milestones and the
company can equally benefit from the educational
targets.
Task 6. - Produce an impartial explanation of the benefits for the individual who achieves their
individual performance targets in the workplace. (D3)
There are various benefits of achieving the individual performance targets in the workplace:
 The individual becomes more efficient in performing their roles and along with that the
confidence level is heightened, the engagement with work is increased. The learning
experience enhances the accountability of the employee.

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10MANAGING INDIVIDUAL PERFORMANCE AND TEAMS
 The progress of the employee is measured in a better way and they are kept motivated in
their work. The achievement of the set target helps them to reach other targets too.
 The individual stress is reduced when the targets are fragmented. The employees become
able to focus more on the targets. Hence, the employee well-being is also increased.
 The target setting and target achieving provides the employees with a clear direction.
They become able to ask themselves about their abilities and proceed accordingly.
 The target setting and the achieving helps the individual understand the time
management better and deliver faster results.
Assignment 4 :
Task 1. Identify the reasons for appraising team performance (4.1)
In the engineering field, the teamwork is a crucial part. The teamwork is the basis for most of the
operations whether it is a project team, a maintenance team, the production line, product
development or others. Teamwork is the series of activities where more than two people work
collaboratively towards fulfilling a common goal. In the engineering field, there are various
advantages of teamwork such as it increases the moral, supports the individual and spread a
positive vive around. The challenging issues are dealt with easily having drawn on the collective
skills of the employees. The team members in the team learn to develop and share ideas along
with the experiences. Hence, teamwork encourages better communication, support, trust which is
important for the business productivity.
The team performance should be appraised in the engineering filed as there different reasons.

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It makes the people feel valued in the team and in the organization. The conversation with the
employees in the team helps to improve the bottom line of the individual and the team
performance. It supports the creation of a people-focused culture and strengthens the team spirit.
The appraisals provide the opportunity to the team members to recognize and reward the
employees. The monitoring of the progress against the organizational objective helps to
recognize the best performing team and reward them. The reward does not need to be financial
as there are so many non-financial reward. Since in the engineering field, the team spirit is the
most important, the motivation of the team always needs to be heightened by the organization. A
motivated team will always tackle new challenges and have clear objective to reach the goal.
The team appraisal system will help the organizations to encourage an environment of trust and
openness. Those organizations which provide clear opportunities are the most effective ones in
terms of retaining the staffs. In the highly competitive market, the competitors are always on the
rush to pull the best talent and the appraisal system both at the individual and the team level can
retain the talent for a long time. The examples of good team performance indicators are as
follows :
There are various types of team performance indicators.
 The evidence of the commitment of the team members towards work, their follow up of
the roles and the responsibilities.
 A clear evidence that the team is going smoothly and understands the goals clearly.
 The impact of the production delivered to the client.
 There is an established process of the communication, efficient sharing of knowledge in a
timely manner .