Managing People Performance: A Report for Ingham Enterprises

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This report delves into the performance management strategies at Ingham Enterprises, an Australian food production company. It examines the relationship between strategic, operational, team, and individual plans, emphasizing the alignment of goals. The report highlights key considerations for assigning jobs, the importance of documentation, and various methods for providing feedback, motivation, and recognition. It also includes a personal development plan, methods for monitoring its effectiveness, and actions for improving performance. Furthermore, it explores the benefits of being proactive and the steps for proper employee termination. The report provides a comprehensive overview of performance management principles within the context of Ingham Enterprises, drawing on relevant literature and practical considerations. The report also covers key result areas and their influence on key performance indicators (KPIs), emphasizing SMART principles for goal setting. The report also discusses formal and informal feedback mechanisms, reward and recognition strategies, and the advantages of on-the-job coaching. Finally, the report covers the development of a personal improvement plan, monitoring its effectiveness, and other actions for improving performance, along with the benefits of being proactive and steps for employee termination.

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Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................ 1
a. Relationship between strategic, operational, team and individual plans.................................1
b. Five things to be considered in employee while assigning jobs.............................................1
TASK 2............................................................................................................................................ 2
a................................................................................................................................................... 2
b. Importance of documentation.................................................................................................2
TASK 3............................................................................................................................................ 2
a. Ways of providing formal and informal feedback..................................................................2
b. Providing motivation...............................................................................................................3
c. Ways of reward and recognition.............................................................................................3
TASK 4............................................................................................................................................ 3
a. Personal development / improvement plan............................................................................. 3
b. Monitoring effectiveness of the plan.......................................................................................4
c. Other actions for improving the performance.........................................................................4
TASK 5............................................................................................................................................ 4
a. Benefits of being proactive......................................................................................................4
b. Steps to ensure employee termination as per organisational and legal requirements.............4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................ 6

INTRODUCTION
Performance management can be determined as a continuous process of communication
between employees and supervisor with the aim of accomplishment of strategic objectives of the
organisation. The main purpose is the alignment of organisational objectives with the skills,
competency, development plans, agreed measures and result delivery of employees (Tovey,
Uren and Sheldon, 2010). The present report focuses on the role of manager in explaining the
relationship between operational, strategic and individual plans and its importance in Ingham
Enterprises is an Australian company which is engaged in production of food for consumption by
both human and animals. It also provides an understanding of key performance indicators and
ways of motivating staff. Further, a personal development plan is produced and different ways to
monitor the performance are provided.
TASK 1
a. Relationship between strategic, operational, team and individual plans
Strategic and operational planning are closely interlinked with the plans of team and
individuals. The goals of Ingham Enterprises are developed as a part of strategic planning
process and these are achieved by the cited organisation as a whole including units, sub units and
individual employees (Chamorro-Premuzic, 2013). The objectives and goals of team and
individual employees needs to be set in order to provide them an understanding that their smaller
goals contribute in achievement of bigger objectives of the company.
b. Five things to be considered in employee while assigning jobs
As a manager of Ingham Enterprises, following things to be considered in an employee
while allocating the work :
 Priority : It is the first and foremost consideration that needs to taken at the time of work
distribution and this priority is based on the organisational objectives.
 Skill sets : To get high quality result, it is important that the skill sets of an employee are
evaluated as it reduces the chances of failure when the work allocated is as per their skills
(Keys to successfully allocating work across your team, 2014).
 Availability : It should be ensured that the person to whom work is assigned is available
which helps in reducing unnecessary shifting of task from one person to other.
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 Development : While distributing work, it should be considered whether that work
provides any development opportunity to the individual (Gutiérrez, Hilborn and Defeo,
2011).
 Interest : If the person to whom task is allocated has interest and passion in that work, he
will be motivated to do it and this would enhance his performance.
TASK 2
a.
 Key result areas : The crucial success factors are -
- providing good customer services
- undertaking training and development programs.
 Influence on key performance indication : The key success factors have a great impact on
the KPIs as they aid in determining which KPIs would be used to measure the
performance of employees and organization. These should be written using SMART
principles i.e. specific, measurable, attainable, relevant and timely because it helps in
organizing and achieving the goals one step at a time.
 Example of key performance indication : One of the major key performance indication of
the cited organization is customer satisfaction and retention that can be achieved when
the staff provides excellent services to them.
b. Importance of documentation
Documentation is vital because it provides objective and independent evidence regarding
performance, training and development of employees. In performance management,
documenting performance is crucial for the safety and success of the organisation (Karatepe,
2013). It also safeguards the cited firm against costly legal actions.
TASK 3
a. Ways of providing formal and informal feedback
Formal feedback can be given by :
 One to one meetings
 Department meetings
Informal feedback to individuals can be provided by :
 Having lunch or coffee with employee
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 Informal meetings.
b. Providing motivation
Formal performance appraisal : Effective and proper implementation of performance
appraisal helps in raising the self esteem and morale of employees and helps in strengthening the
relationship between manager and team members (Hunsaker and Hunsaker, 2015). The
performance of employees gets improved and enhanced when they know their work and skills
would be evaluated.
Informal feedback : It helps in achieving the goals of employees as informal feedback
gives employees a sense of involvement and identification in the organisation and they feel
satisfied and motivated.
c. Ways of reward and recognition
The four different ways in which individual's performance can be recognised and
rewarded are :
 Employee appreciation program
 Providing bonuses
 Rewarding employee of the month
 Verbal praise
Advantages of on the job coaching : When the employees work under supervision of experienced
staff, they gain more confidence as proper guidance is given to do the job correctly and any
mistakes or errors are corrected immediately (Chhokar, Brodbeck and House, 2013). Thus, on
the job coaching helps in improving performance and confirm excellence in performance.
TASK 4
a. Personal development / improvement plan
Identified gap Development
activity
Details Objective Time - frame Cost
Lack of time
management
Use of
personal
planning tools
The company
can provide
electronic
This would
help the
individual in
2 months $ 500
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such as
electronic
planners and
pocket diary
planners and
pocket diaries
at the
workplace
(Patel, Cardon,
2010).
prioritizing his
work and
make a to do
list that will
ensure work is
completed
before the
deadline.
b. Monitoring effectiveness of the plan
There should be continuous monitoring to ensure that use of personal planning tools have
achieved the purpose for which they were used. A constant watch would be kept to an individual
to ensure that there is improvement in time management and he is able to meet deadlines.
c. Other actions for improving the performance
If the performance of individual does not get improved, as manager, other actions would
be taken such as asking him to :
 prioritize his work
 avoid multi tasking.
TASK 5
a. Benefits of being proactive
 Drives business strategy (Fisher, 2011)
 Establish clear standards and expectations
b. Steps to ensure employee termination as per organisational and legal requirements
 Provide feedback to employee to inform that he is failing
 Hold employment termination meeting
 Taking disciplinary actions
CONCLUSION
It can be summed from the above report that performance management is a continuous
process where supervisor communicates with the employees to ensure that the strategic
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objectives of an organisation are accomplished. Manager should ensure that individual goals are
aligned with the strategic and operational objectives of organisation and properly document their
performance. Also, he should adopt different ways of motivating employees through reward and
recognition and ensure that proper steps are followed in case of employee's termination.
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REFERENCES
Books and Journals
Chamorro-Premuzic, T., 2013. Seven rules for managing creative-but-difficult people. Harvard
Business Review.
Chhokar, J. S., Brodbeck, F. C. and House, R. J. eds., 2013. Culture and leadership across the
world: The GLOBE book of in-depth studies of 25 societies. Routledge.
Fisher, E., 2011. What practitioners consider to be the skills and behaviours of an effective
people project manager. International Journal of Project Management. 29(8). pp.994-
1002.
Gutiérrez, N. L., Hilborn, R. and Defeo, O., 2011. Leadership, social capital and incentives
promote successful fisheries. Nature. 470(7334). pp.386-389.
Hunsaker, J. and Hunsaker, P., 2015. DK Essential Managers: Managing People. Penguin.
Karatepe, O. M., 2013. High-performance work practices and hotel employee performance: The
mediation of work engagement. International Journal of Hospitality Management. 32.
pp.132-140.
Patel, P. C. and Cardon, M. S., 2010. Adopting HRM practices and their effectiveness in small
firms facing product‐market competition. human resource management. 49(2). pp.265-
290.
Tovey, M. D., Uren, M. A. L. and Sheldon, N. E., 2010. Managing performance improvement.
Pearson Higher Education AU.
Online
Keys to successfully allocating work across your team. 2014. [Online]. Available through:
<http://www.thoughtleadersllc.com/2014/09/5-keys-to-successfully-allocating-work-
across-your-team/>. [Accessed on 16th March 2017].
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