Performance Management Report: Strategies for Employee Success

This report delves into the critical aspects of managing people's performance within an organization. It begins by highlighting the importance of establishing clear goals and objectives aligned with company strategy, emphasizing the role of key performance indicators (KPIs) and strategic changes in shaping employee goals. The report then explores essential qualities in employees, the significance of goal setting, and the application of SMART principles. It addresses the importance of documentation in performance management and details various methods for providing formal and informal feedback, as well as employee motivation strategies. Furthermore, the report outlines a Performance Development Plan (PDP), including gap identification, development activities, and monitoring processes. Finally, it underscores the necessity of proactive performance management to reduce costs and maintain productivity, while also addressing termination procedures in accordance with fair work practices.

Running Head: Manage People Performance
Manage People Performance

Manage People Performance P a g e | 1
Answer 1
In the current scenario, there is no concept of team, goals, objectives, strategic implementation of
objectives and operational efficiency. While it is a very important concept, but absence of it makes
the company dull and unproductive. Hence, it is of extreme importance to understand the rationality
for all this. The goals and objectives are set for an employee is alignment with the goals and
objectives of the company the goals are further divided between the individual teams and are
monitored to see the progress. Any strategic change company is looking to adopt, will eventually
changes the goals and objectives of the employees, thus maintaining a perfect balance in the system
Five qualities I look for in an employee while allocating him the work are:
 Skill set
 Energy and dedication to work
 Contribution in the team
 Ability to work on the set deadlines
 Prior experience at handling such work
Answer 2
It is important for an employee for his individual growth to work, and work in a direction, set goals
for himself and move in the direction of achieving the goals. Goal setting was definitely missing since
a long time in the company, hence putting a lot of pressure on the work and the productivity of the
employees. Now, when the situation have been analysed goal setting becomes important. In order
to do so , identification of key result areas/critical success factors are important as they make the
employee understand on what parameters they will be ranked and appraised, key result areas helps
the employee to focus on the result areas and in process get a good appraisal and develop their
personality.
SMART principles can be understood as specific, Measurable, Attainable, realistic and time bound
goals, such SMART goals are important because of they being realistic in nature, and not just forced
upon. They are set in discussion with the employees and only when he agrees to the logic behind the
goals, they are set in place for execution.
AN example of key performance indication can be: Increase in sales, increase in channel partners,
adhering to the attendance, etc.

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B: Documentation is important in every aspect of business communication, and so is the case with
performance management, in absence of any documentation, a new manager would have to start
everything from the scratch as he does not have any information on the employees and how they
have been fairing at their work, hence it’s a loss for both the employee and the organization and
time loss as well.
Answer 3
The two ways in which formal feedback can be given to employee is by using performance
management system like 360 degree balanced feedback and Key performance indicator. Informal
feedback can be given during team briefings, meetings or team building exercises.
B: Staff can be motivated through formal appraisal system by giving him promotions, incentives for
his work, appreciation in mail from the management, recognition in front of the team, displaying his
name as an exemplary performance, Rewards & Recognition etc. in case of informal appraisal, the
employee can be motivated by giving him words of appreciation, giving him importance in team
briefings and meetings, giving special weightage to his points
C: The four different ways can be promotion, monetary incentive, hike in his salary, recognition by
the management in form of a letter of performance or a souvenier, etc. The advantage of on job
training is many, the employee learns about their mistake then and there and they can at the same
time correct their mistake. An experienced manager gives a lot of information he derived from his
previous work experience which can again be a source of inspiration and a great learning experience.
Answer 4
PDP Plan
Identified Gap Development
Activity
Details
(Provider,
location, etc.)
Objective of
development
activity
Timeframe Cost
Communication Communication
training
Corporate
office, 12-
2PM, 3 times
in a week
Improve the
communication
of the
employee as he
is the front end
executive for
the customers
2 months $100
Process Gap Process Training Corporate
office, 8-10
AM, Friday
The employee
is facing tough
time in
1 month Nil

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and Saturday adopting the
process, hence
the in house
managers will
take him
through the
individual
modules
The monitoring will be done by the feedback received from the trainers and his assessment, class
test, simulation games and the feedback received from the customers. After obtaining all, the
candidate will be given a detailed feedback on his performance. If improvement is shown, he will be
put back on his normal job, if the signs of improvement are less, the same training will be repeated
with different trainers. The last resort, after 6 months of Performance improvement plan if the
candidate is not absorbing, will try and find him a position in another department, if the same
problem persist, a two months’ notice will be provided before the termination.
Answer 5
Being proactive in managing employee performance is a necessity, as it saves a lot of training and
hiring cost and does not hamper the work. In absence of it, the productivity also gets hampered. If,
the termination of the employee is the last resort, it has to happen in accordance to the fair work
commission of Australia, and the employee should be given all his dues before he leaves.