Performance Management Report: Tools, Strategies, and Case Studies

This report examines various aspects of managing people performance, encompassing assessment tools, strategic planning, and performance improvement methodologies. It begins by outlining key elements such as job descriptions, operational plans, and strategic plans, along with the significance of performance indicators and risk analysis. The report then delves into practical applications, including feedback mechanisms, addressing poor performance, and implementing reward systems. A significant portion of the report is dedicated to a case study involving a business consultant, detailing job roles, action plans, code of conduct, and performance monitoring strategies. The analysis includes scenarios of both excellent and subpar performance, culminating in recommendations for termination when necessary. The report also presents a performance management training session focused on file transfer skills, including a practical test and continuous follow-up to ensure skill internalization. The report concludes by providing an overview of the key performance indicators, strategies that can be employed to improve performance and the steps to be taken when the business consultant’s performance is mediocre.

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Manage people performance
Name
Course
Professor
Institutional affiliation
Date

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Assessment tool 1
Question 1
One requires employee’sinformation, regarding their knowledge, skills, ability,
experience, and physical characteristics. Interviewsare also conducted to determine the tasks
they can handle.
A draft of the job description is then developed to provide a chance for a review and
build on the job description before implementation.
Question 2
The operational plan is used in an organization to provide the employees with
information regarding their tasks responsibilities in relation to the company.The plan factors
costs, and the milestones to put in place rules, patterns and a formula.
Question 3
A strategic plan provides the direction of the organization and helps to manage people
by acting as a guide of the stakeholder’s goals in managing the organization(McHugh, et.al.
2018).
The operational plan contains detailed information on how specific people perform
daily activities required to run the organization by dictating what when how and who is
responsible.
Question 4
Performance indicators measure the performance of an organization.They are put in
place to determine whether the employee is producing while using the resources efficiently in
improving the environment and him/herself.

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Question 5
Risk analysis is the process of determining issues that could potentially affect the
business negatively. Risk analysis helps to reduce risk exposure. Risk analysis process
involves, identifying the risk, documenting the risk, determining the controls and reviewing
the risks periodically.
Question 6
Successful performance management can be achieved by encouraging continuous
performance management by the organization management. Also, ensure the managers have
feedback and coaching skills.
Question 7
Methods that a manager can use to provide feedback where it is due to include, giving
praise where it is due, talking about the situation and not the individual, and making the
feedback timely. This will help to make timely changes at the right moment.
Question 8
Dealing with poor performance requires understanding the cause of the problem,
enhancing the ability, launching a performance improvement plan and providing performance
feedback. The feedback is provided promptly and links the behaviour with theperformance.
This feedback should, adhere to the performance-improvement plan document.
Question 9
Other processes that can support and ensure the staffs are aware of their required
performance standards include the reward system. The employee would be rewarded in line
with the key performance index.

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Question 10
Before terminating employment due to poor performance, a review of the
performance should be conducted. The employer then communicates the expectations,
provides coaching, initiate a performance improvement plan, and conduct written counselling
(Van Dooren, Bouckaert, and Halligan, 2015).
Question 11
The employment termination can take place when all the efforts to salvage the
employment relationship have failed. There should be a document illustrating the employer
took necessary measures to save the employment relationship (Bryson, 2018).
Assessment tool 2
Part A
Position
Business Consultant
Reports to
The Business consultant will report to the business manager of the firm.
Job overview
The business consultant will develop new business opportunities and strategic
business relationships. The business consultant will create the relationships and take
responsibility for managing and nurturing the relationships to ensure follow-up services are
of high standards (Ge, 2018). The consultant will also be responsible for developing

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relationships with new clients and identifying new business opportunities through the existing
accounts.
The consultant is also required to meet with 10 existing and 10 new clients per week.
From the 10 new clients, they are supposed to convert 20% into new clients.
The business consultant will also be required to complete surveys of customer’s
perception regarding the business and support administrative team in follow up of clients’
needs(Nyberg, Pieper, and Trevor, 2016).
Qualifications
Experience in business consultancy in insurance
Motivated business developer in the industry of insurance
Part B Action Plan
Action Responsibili
ties
Timeline Resources Potential Barriers Communication
s Plan

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Conduct
customer
surveys
regarding
their
perception of
the business
Justin Bieber End of the
week
A.Financial
resources
A. Human
resources
A. Customer’s rejection
B. Tight budget
Justin Bieber
Meeting up with
clients
Develop new
business
opportunities
through
existing
customer
accounts
Beyoncé End of the
week
A. Financial
resources
B. Human
resources
A. Customer’s rejection
B.Tight financial
budget
Beyoncé
Calling
customers and
meeting up with
clients
Complete any
follow-up
work required
from the
customer
Usher End of the
week
A. Customer’s rejection
B. Tight financial
budget
Usher
Calling
customers and
meeting up with

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meetings them
Part C
Date:11,13,2018
To: Justin Bieber, Beyoncé, and Usher
From: The business manager
Subject: Code of conduct and Key performance index
I wish to inform you that the company expects you to develop a professional
relationship with the client and observe extremely high standards during follow-up services.
The key performance indicators that you will be expected to meet include converting
20% of the prospects into clients every week, developing new business opportunities,
meeting up with 10clients per week, and following up on 10 existing clients per week. In
addition, you will conduct a survey on clients regarding NMC business. Kindly respond in
agreement to the above mentioned (Chirasha, Chipunza, and Dzimbiri, 2018).
Best Regards
The manager
Part D
Large discount offers are a risk to the business NMC business. The discount should
not just be dished out with the aim of wooing more customers but should also consider the

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financial position of the company. If the company gives large discounts to new clients, it will
reach a point where they will not be able to maintain even the existing clients (Modarres,
Kaminskiy, and Krivtsov, 2016).
Part E
Business consultants are expected to create new business relationships and
opportunities, follow up on clients, convert prospects into clients and conduct surveys. The
key performance indicators are included in the staff handbook and were also sent through
emails as a memo. The performance of the business consultant will be monitored through key
performance indicator (Yin, Zhu, and Kaynak, 2015).
Strategies that can be employed to improve the performance of a business consultant
include, rewarding the best performing employee of the month, organizing retreats for the
consultants and delegating duties to the consultants to nature their management skills. In
addition, training will be conducted to ensure business and personal growth (Mone, and
London, 2018).Performance feedback will be given at a personal level and in privacy by
ensuring all the needy areas are addressed.
Part F
After performing all the necessary requirements yet the business consultant
performance is still mediocre, the employer should contact the legal counsel or human
resource representative so that the case is supported, sound and justified. Next is to confirm
that the employer has observed all the state’s wage and hour regulation. When the above is in
line then the employer is at liberty to terminate the employment (Kearney, 2018).
Part G
Date: 11/13/2018

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To: Beyoncé
From: The business manager
Subject: Congratulations on your achievements
The company wishes to congratulate you on your remarkable performance as a business
consultant. Kindly be informed that the company will be considering you as one of the
consultants to receive a reward at the end of the month. Keep up the good work.
Best regards,
The business manager
Part H
Date: 11/13/2018
To: Usher
From: The business manager
Subject: Performance
It has come to the management attention that you have been performing poorly for the
last three months. The company, however, acknowledges that in the beginning, you were
performing well, therefore the company has considered giving you another chance. Note that
the company will be forced to take further action if the poor performance persists.
Best regards,
The business manager

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Assessment tool 3
It has come to my attention that most of the company staff seeks my assistance
whenever they want to transfer documents from the computer to an external storage. As a
result, I have engaged with those who I assist as asked them if they would be ready for a
training session whereby I will equip them with the knowledge on how to transfer the files.
Almost all of them agreed to the proposed arrangement.
At the end of the training session, the trainee should be able to transfer a document
from the computer to the external storage and from the storage to the computer. The trainee
should also be able to create a new document in the external storage and populate the
document. In addition, the trainee is should be able to auto arrange document in the external
storage according to the desired format.
The trainee will be required to sit for a practical test towards the end of the
training session whereby the above-mentioned requirement will be tested. Each task will be
included in the checklist and will be awarded individual marks depending on how effectively
the trainee performs the tasks.
The training session will begin by theoretical lectures about how to save a
computer file to a removable disk, which will take two days. The next class will be a practical
session whereby the trainees will put the theory into practice for another two days.
Finally, the trainees will take a practical test and demonstrate their skills, which will
be awarded marks to determine whether the training program should be redone or whether it
was successful. Weekly recaps will be conducted to ensure the trainees internalize the skill
(Ahmed, Bezemer, Chen, Hassan, and Shang, 2016).

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Part B
The order in which the training session was arranged proved successful since all the
necessary knowledge was delivered.
The performance management session on how to transfer a computer file to an
external drive proved successful as all the trainees performed above average.
However, there is a need for further improvements since most of the trainees are
unable to use utilize various keyboard shortcuts to transfer computer files to the external
drive.
To ensure that the trainees take the shortest time possible to learn the improvements to
be made, the performance management will require eliminating the theory part and be more
practical.
The session involved an action plan whereby I was the trainer and was required to
deliver the training in five working days. From there onwards, I will be conducting follow-
ups once a week to ensure the trainees have fully incorporated the skills (Ditzian, Wilder,
King, and Tanz, 2015).
During follow-ups, I have discovered that all the trainees have learned the skills,
which they attribute it to a lot of practice rather than then the theory.

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References
Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the
public sector. Routledge.
Kearney, R., 2018. Public sector performance: management, motivation, and measurement.
Routledge.
Mone, E. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Ahmed, T., Bezemer, C., Chen, T., Hassan, E., and Shang, W., 2016, May. Studying the
effectiveness of application performance management (APM) tools for detecting performance
regressions for web applications: an experience report. In Proceedings of the 13th
International Conference on Mining Software Repositories (pp. 1-12). ACM.
Ge, Z., 2018. Distributed predictive modeling framework for prediction and diagnosis of key
performance indicator in plant-wide processes. Journal of Process Control, 65, pp.107-117.
Yin, S., Zhu, X. and Kaynak, O., 2015. Improved PLS focused on key-performance-
indicator-related fault diagnosis. IEEE Transactions on Industrial Electronics, 62(3),
pp.1651-1658.
Ditzian, K., Wilder, D., King, A. and Tanz, J., 2015. An evaluation of the performance
diagnostic checklist–human services to assess an employee performance problem in a center‐
based autism treatment facility. Journal of Applied Behavior Analysis, 48(1), pp.199-203.
Chirasha, V., Chipunza, C. and Dzimbiri, L., 2018. Measuring employee performance in
Gweru and Kwekwe city councils in the Midlands province, Zimbabwe. African Journal of
Business Management, 12(16), pp.509-517.