Individual Performance Management: Policies and Procedures

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Manage individual’s performance
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Contents
Introduction.................................................................................................................................................3
1.1 Explain typical organisational policies and procedures on discipline, grievance and dealing with
underperformance........................................................................................................................................4
1.2 Explain how to identify causes of underperformance............................................................................7
1.3 Explain the purpose of making individuals aware of their underperformance clearly but sensitively....9
1.4 Explain how to address issues that hamper individuals’ performance.................................................11
1.5 Explain how to agree a course of action to address underperformance................................................12
Conclusion.................................................................................................................................................15
References.................................................................................................................................................16
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Introduction
The performance management is a process which can be used by the management of an
organization to know the level of performance of their recent employees. A well-developed
performance management activity can ensure the managers to know about the level of
performances. Performance management planning could be linked with the business strategies of
an organization. The performance management process of an organization explains the clear
goals and targets of an organization. The individual performance management can be used by the
organizations to make an effective behavior of their employees.
On the other word, it can be said that in the process of performance management an organization
continuously try to measuring, analyzing the level of the performance level of their workforce.
By analyzing the level of performance the management uses to recognize the potential of their
workforce. There is various kind of responsibilities which can be done by a team leader for
making an effective performance of their teams. The individual personality in a team plays an
essential role to achieve the targets of an organization.
In the below report the importance of individual performance management could be understood.
The different strategies for managing individual performance could be recognized in the below
report.
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1.1 Explain typical organisational policies and procedures on discipline, grievance and
dealing with underperformance
Different kinds of organizational policies and procedures can help manage the performance of
person for the organization. Some of these policies are described below:
Disciplinary policy
The following factors can be included in the disciplinary policy:
Time-Keeping: This is a factor that could be a cause of measuring the level of performance of
an employee. The management measures the time which can be taken by an employee for a
particular process.
Absence: It is the factor to measure the basic performance level of an employee. The
management of an organization measures the level of performance by the present and absent of
an employee. Making so much absent could become a cause of punishment for the employees
Health and safety: The policy has made for protecting the employees from the illness and other
health and safety factors.
Use of organizational facilities and types of equipment: There are some terms and policies
that can be included in terms of using the facilities and types of equipment of an organization.
Some organizations use to fill an application form to allow the employees using their facilities.
Equality Act, 2010: According to the act, the management needs to treat all employees in an
equal way. The management should try to make the reward system efficient and performance-
based.
Disciplinary procedure:
This is a process of dealing with the supposed employee bad behavior. The organizations contain
various kinds of disciplinary procedures in their environment which they use at the time of need.
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The disciplinary procedure shows a discrepancy between the formal and informal process. Some
issues can be included in it
Underperformance: Underperformance relates to the poor performance level of an employee.
When an employee cannot provide the performance according to the set standards of an
organization is called a situation of underperformance.
Ensures rules and standers are maintained: The disciplinary procedures ensure the
management for the better running of their rules and regulation in the environment of their
organization.
ACAS: Is the code which can be used by the management to manage the performance of their
employees. The code can be used for increasing the productivity of their organization.
Grievance Procedures: These procedures are connected with the problems and conflicts that
were increased by the employees towards the employers.
Mediation: It is a process in which the third party tries to resolve the conflict between two
people of the organization
Grievance
The grievance is a kind of complaint that can be formal and it can be file by en employee by
because of the fear of unsafe conditions of working. It can be against those who do not follow
the rules and regulations.
Cause of grievance
Bullying and harassment: bullying refers to an un-respectful behavior towards an employee
and it can be verbal or social. On the harassment can be a situation in which a person can be
teased according to their color, religion and national origin and other factors.
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Discrimination: Treating the employees according to their genders, age disabilities are called
discrimination. The hiring and firing practices can be affected by this.
New working practices: The new working practices can increase the dissatisfaction and
employees can complain against it.
Organizational change: The practices of organizational change can make people unsatisfied and
become a cause of complaints.
Grievance procedure
The procedure relates to a situation where the employees can make some complaints against the
different factors of an organization.
Purpose of grievance: The grievance procedure provides a way for the employees to increase
their issues with the managers.
ACAS Code of Practice on Disciplinary and Grievance Procedures: The ACAS model
provides some practical guidance to solve the issues related to the workforce. The conflicts can
be informally resolved by the code of practice (Hogan and Coote, 2014).
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1.2 Explain how to identify causes of underperformance
Underperformance: It is a situation when an employee of an organization does not perform
according to the set standards of their organization. This situation is called underperformance.
Type of situations of underperformance
Failure to perform the duties of the job role: If the employees of an organization ignore to
work according to this agreement professionally the notice can be received by them from the
management of an organization.
Failure to perform to the required standard: In this situation, an employee cannot perform
according to the set rules and standards of their organization. The organization can punish its
employees by providing them written notice about their performance level.
Poor productivity: The low level of productivity can affect the morale of employees. The
efficiency level of a process can be reduced because of the poor productivity of a workforce. The
poor performances of a workforce become a cause of internal issues. The law productivity of a
workforce indicates involvement of negative factors in the workforce. The low productivity is a
state when the available workforce of an organization does not perform well by using the
available resources of an organization. The low level of productivity is harmful for the
organization as it can become a cause of low turnover. The organization can face a situation
where their profit can be reduced due to the lower productivity level.
Disruptive or negative behavior: The wrong behavior of employees can negatively affect the
various operations of an organization. The kind of disruptive behavior like disobedience and
aggression can become a cause of negative influence in an organization.
Higher rate of absence: The higher rate of absence can decrease the level of productivity within
an organization. If the employees most of the time remains absent from the association it can
become a cause of less productivity for the organization. The public sector organization provides
9.8 days of sickness lives and if people take a higher amount of sickness leaves than it can
reduce the productivity level of that organization.
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Causes of underperformance
Employee lack of clarity of expectations: Sometimes the employees do not have a clear idea
about the expectation of their organization towards them. It becomes a cause of
underperformance because the employees do not perform as per the expectations of their
organization and it creates a situation of a burden on them.
Lack of knowledge, skills, and standards: A lack of clear knowledge, skills, and standard can
affect the performance level of an employee. Without using the set standards an employee cannot
effectively manage the performance. The unclear policies and performance of the organization
also reflect the level of productivity of an employee.
Interpersonal differences: The interpersonal differences increases when a person or group of
the organization interferers in the goal of achieving activities of another person. Conflict with the
other employee can make a situation of interpersonal differences.
Poor personal motivation: The lack of personal motivational level could become a cause of
underperformance. An employee needs to be motivated for improving personal productivity.
Inappropriate training: The inappropriate training activity can become a cause of lower
productivity in front of the management of an organization. The management needs to provide a
better way of training to reduce the situation of under pressure.
Low-Morale of the workforce: The unsatisfied employees of an organization can decrease the
level of productivity in an organization. The employee benefit programs can lead to the morale
of employees in an organization (Lindia and Morfe, 2014).
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1.3 Explain the purpose of making individuals aware of their underperformance clearly
but sensitively
The causes of poor performance level
Not enough resources: If the employee of an organization not having enough time, cost,
workers, and provisions for completing a specific task, they don’t become able to complete that
particular task. It is the basic cause of poor performance. The management needs to make
employees comfortable about telling their issues in front of them.
Lack of skills: The lack of skills is an important cause of low performance. When the
management provides a new set of duties to their employees it becomes tough for them to
understand that. Providing some extra training can improve the skills of employees.
How the performance can be improved
Enlargement of communication: The management of any organization needs to make its
communication process efficient. By improving the way communication employees can present
their problems in front of the seniors and they can provide them effective solutions as well.
Effective training: Training is an essential need for improving an employee’s performance
level. The trainers should try to reduce the weak area of performance of an employee to improve
their productivity.
Positive way to improve the future performance
Communication of clear goals: The management of the organization should try to communicate
clearly with their employees. The future goals of the organization need to be describing clearly to
the employees. It will make them prepare for the future related situation.
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Developing a strong team environment: The management can arrange some activities to get
the employees engaged with each other. The strong bonding of them can make a strong team
environment.
Positive reinforcement: Positive reinforcement are the processes of rewarding the desirable
employees for their contribution to the organization. Praising an employee makes them more
motivated towards their work.
Handling underperformance sensitively
Using the communication style as per the people and situations: The senior authority of an
organization should try to apply a clear communication strategy. The communication must be
depended upon the attitudes and behavior of their employees. The way of communication needs
to be created according to the situation.
Individual needs: The leaders of the team should try to understand the individual’s need for
making their performance effective. By recognizing the individual needs leaders can know about
the weaknesses and strengths of a particular person.
Feelings and motivation: Emotions are the feelings of employees to keep themselves motivated
towards the work. The emotions motivate people and after it, people try to push themselves
towards the targets.
Cultural differences: The management should try to reduce the cultural differences included in
the organization and should try to make a better working environment.
Respect: The management and employees need to treat each other with mutual respect. It can
make a healthy environment of working. The mutual respect is necessary for the organization
(Gooty, et. al., 2014).
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1.4 Explain how to address issues that hamper individuals’ performance
Clear system to identify the problems: The management should try to include a system that
could be helpful to recognize the roots of problems. The system can provide a better state in
which the management can analyze the cause of conflicts and can make effective decisions to
reduce it form the culture of their organization. The management of an organization can develop
better solutions after recognizing the base of the problem.
Assessing the gravity of problems: The management of an organization should try to solve the
problems fundamentally.
Support and coaching: The management should try to support their employees in any situation
and the coaching facilities can develop existing skills in them. In the coaching, facility
organization can manage 4-6 sessions of 1 or 2 hours. The coaching facilities can improve the
inner productivity of their employees and employees also become aware of their inner
capabilities. The level of efforts can be decreased by the support of senior authority.
Monitoring: In this process the mentor tries to share their experiences with the learners. The
mentoring process makes long term development. By the experiences of a mentor the learner can
understand about the steps that can be taken in various situations. The process of monitoring can
become a supportive factors for the learners.
Constructive feedbacks: It is the information about the particular issues included in the
organization. In this process, the management can criticize or praise an employee. The feedbacks
are helpful for the further development of an employee towards their goals. The feedback is a
way of recognizing the level of performance of an employee. These feedbacks provide better
ideas about the needed improvement in the various areas of performances.
Use of disciplinary procedure: The disciplinary process can be used by the organization to
make a better and disciplined working environment. By the disciplinary procedures, the
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organization can make its employees well organized towards their work and target. The
procedure can arrange all the prospectors of performance for making a better situation of
performance. The enlargement of performances can make a better productivity level for the
respective organizations. By increasing the level of productivity an organization can lead their
profit revenue at the global market. So, it is necessary to maintain a work-related discipline in the
organization to make the work more attractive and efficient (Kulich, et. al., 2014).
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