Telecom Plus: Strategies for Managing People Performance Report

This report provides a comprehensive analysis of performance management strategies within Telecom Plus, a digital service company. It begins by outlining work requirements for a new HR manager, including policy implementation and team leadership. The report details performance standards, key performance indicators, and work plans for new employees. It then explores monitoring and evaluation tools, feedback mechanisms, and documentation processes. Scenario 2 addresses feedback and responses, while Scenario 3 lists relevant courses of action. The report also covers relevant awards, performance measurement systems, and unlawful dismissal rules. Development options and areas for improvement are also discussed. The report emphasizes the importance of training, communication, and a healthy work environment for achieving company goals.

Manage people
performance

Table of Contents
INTRODUCTION...........................................................................................................................1
SCENARIO 1...................................................................................................................................1
1A) Work requirements for the new member ........................................................................1
1B) Performance standards and performance indicators .......................................................1
2A) Work plan for new employee .........................................................................................2
3A) Monitoring and evaluation tools of performance............................................................3
SCENARIO 2...................................................................................................................................4
4A) Feedbacks and responses ................................................................................................4
5A) Documentation which pertains performance management ......................................................5
6A) Relevant awards and certified agreements......................................................................6
6C) Unlawful dismissal rules and procedures........................................................................7
7A) Development options and information............................................................................7
SCENARIO 3...................................................................................................................................8
8A) List of relevant courses of action....................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
In order to grow and diversify in target market, it is essential for every business to
manage the performance level of employees. It aids in getting things in a better manner. In this
perspective, HR manager of company organises training and development programmes so as to
gain high market growth and success (Rummler and Brache, 2012). Telecom Plus is the selected
organization in this present assignment. It is one of the digital service companies. The report will
describe the way companies can manage their performance level for achieving set goals and
objectives.
SCENARIO 1
1A) Work requirements for the new member
While determining working requirements within a business organization, it is essential
for management to consult this matter to all employees. It helps them in getting new ideas and
innovation so as to hire an effective workforce. In this scenario, Telecom Plus is hiring a new
human resource manager who is capable to perform all activities in an effective manner. In this
context, the company find out the certain requirements of the company. Below mentioned are
major working requirements of HR manager of the company such as-
 Responsible for designing and implementing strategic HR policy/performance and
reward initiatives for the council (Nudurupati and et. al., 2011).
 To assist the Chief HR officer in direction of service and to assess the impact of major
policy and legislative change.
 Manage and lead teams responsible for delivering strategic HR development, policy
development, project programming and leading on relevant projects
1B) Performance standards and performance indicators
There are described major performance standards of new HR manager of the company,
such as-
 The person is capable to manage and coordinate all employees effectively so as to
maintain a healthy and positive relationship among staff members.
 Every partner works at Telecom Plus including board of directors will be fulfil some code
and ethics. In this context, specific corporate policies which is adopted by firm which are
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related with legal and ethical standards of contacts of directors, franchise and partners of
the company.
A performance management timeline is described for better understanding of key
performance indicators of company. There are described certain tasks which can involve in
performance management and it must follow to all employees, such as-
 Communication expectations
 Monitoring performance
 Documenting performance
 Coaching
 Taking and receiving feedbacks
 Performance appraisals
Planning techniques – Managers can implement 360 degree feedback system. . It is
consists of gathered information or data, peers, employees, customers and other stakeholders
(Kostopoulos and et. al., 2011). It is preferable for performance assessment to be a two-way
conversation in which employees rate their managers. Another performance management
technique is management in attaining work life balance.
Documentation – It is a formal way which keeps complete necessary data or information
about employee’s performance level. Documentation helps managers to identify the areas in
which training is essential.
2A) Work plan for new employee
Individual work plan
Measurable objective
for the Year 1
Activities for the Year
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Impact for Year 1 Evaluation for Year 1
Increase performance
level of pupils
Use of appropriate
training and
development
techniques
Increase overall
production level of the
company
100% of the targeted
performance level
achieved.
Improving
communication level
of employees
Implementation of
effective
communication
Helps in reducing
conflicts and work
Generating new ideas
and innovations;
improve the decision
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channels between top
management and
employees
based problems making process of the
company
Providing healthy and
safe working
environment
Risk analysis in
respect of health and
safety
It would help in
attaining employees
credibility and
confidence in respect
of organization
Analyse the mind set
of people.
3A) Monitoring and evaluation tools of performance
Performance measurement tools and techniques are defined as under: -
 HR manager within Telecom Plus monitored performance have to use fairness for all
partners and employers.
 Trend analysis, reserve analysis and status meetings (Honka and et. al., 2011).
 Mentoring and auditing process can be also prepared in the code of conduct of business.
It is designed in order to detect processes of mentoring professionally and in an effective
manner. Risk assessment and risk audits
Task description Risks Level of risk
Strategic risks It covers the issues as
the organization's
management structure
Internal and competitors analysis,
vision, mission objectives,
environmental assessment,
evaluation, implementation etc.
High
Operational
risks
It can arises as a result
of the way assets are
purchased, used and
stored and daily
operations and
workplaces activities.
Inappropriate system and processes
Weak asset protection.
Moderate
Financial risks Consequences of cash Vulnerability to external business High
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flow and the way that
financial information is
documented and
stored.
threats and market risks
Fraud and revenue management
SCENARIO 2
4A) Feedbacks and responses
In order to analyse the performance criteria of Human resource manager of Telecom Plus,
it is essential for higher authorities to conduct a meeting with customers and recognise their
viewpoints. Afterwards, the response level of managers should be also identified.
HR professional consulted
Position
Feedback Response
Improve the quality of products
and services of the company
In order to improve the quality of products and services of
the company, Telecom Plus is required to provide training
and development assistance to its employees. Management
needs to use high quality of raw materials and maximise the
effectiveness of production process so as to maintain the
quality of products (Rubin and Dierdorff, 2011).
Increase the level of customer
services
Company needs to provide 24 X 7 customer’s services to its
customers; it will help in resolving all queries and problems
of buyers regarding products. Therefore, managers can also
recognise what customers are expecting from them. In
addition, if customers are getting products and services as
per their needs then it aids in increasing sales and
profitability of the firm in an effective manner.
Improve the communication
process
It helps company to identify needs and wants of customers.
Effective communication channels also increases firm's
credibility towards its customers which improves their trusts
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and believes. In addition, communication also extend firm's
public relations in target market.
5A) Documentation which pertains performance management
A Counselling session plan is conducted by companies in order to pertain performance
management within organisation. Counselling is an approach that is most frequently used in
every business organization so as to recognise the mind set of employees. It also beneficial for
management to find out all queries or problems which can affect their working activities and
operations. Below mentioned are the certain major steps which are involved in counselling
session plan of employees: - Schedule a confidential meeting with employees – Firstly, managers are required to
regulate a confidential meeting with employees in order to know their mentality or mind
set. This interaction also aids in improving personal and professional relation of both
parties by resolving all measure problems and issues (Salisbury, 2012). Set and maintain a positive attitude – In this managers have to react positively towards
any work based problems; it helps to win workers trust as they feel that they are listened
by higher authorities. Positive attitude or behaviour of managers also aids in improving
the performance level of workers in an effective manner. Be cooperative, professional and focused – While counselling, managers need to be
focused and clearly listen what others want to say (Reinventing Performance
Management, 2017). With this assistance, they can easily make conclusion of any
problem and provide higher job satisfaction to staff members. Seek clarification – In order to resolve problems, managers have to find out various
alternatives or clarifications as they can tell them what are the major reasons behind these
problems, why they are occurred within organization. It helps management to implement
healthy and positive working environment within workplace. End on a positive note – Afterwards, positive note is prepared which is in favour of all
employees as well as management. Prepare a written summary – At last, a written summary should be prepared which
involves performance management objectives of the company so as to achieve goals and
objectives of the company in a certain time period (Fisher, 2011).
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 Follow up with the employee – furthermore, the session is handover to all employees and
it must follow up be all staff members. It also helps in resolving all disputes among
management and employees and provide them a healthy and positive working
environment.
6A) Relevant awards and certified agreements
Telecom Plus has been achieved different awards and certified agreements, such as-
 Best practices awards, 2106
 Global telecom awards, 2015
 Best performer of UK in 2015
6B) Performance measurement system and the way it can be utilised
Performance management – It is a process of examining, determining and developing the
performance of employees so that company's goals and objectives can be achieved in an effective
manner. While simultaneously, it is beneficial of individuals in terms of recognition, taking
feedbacks and fulfil career needs. Along with this, performance management is a comprehensive
system which involves traditional aspects of performance appraisals (Peterson and et. al., 2013).
In this, employees know their roles which are designed to boost up their performance level.
(Source: Reinventing Performance Management, 2017)
Purpose of performance management -
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Illustration 1: Performance management
techniques

 It provides evaluation of relative contributions which are made by individuals and
sections in order to deliver higher level of organizational goals
 Render criteria for monitoring the effectiveness of training and development decisions
6C) Unlawful dismissal rules and procedures
These procedures already set out in the employment contract, relevant collective
agreements or work rules: -
 Unfair dismissal act, 1977- new employees must be given a notice outlining the dismissal
procedures.
 If there are no agreed procedures in place, the courts will imply minimum standards of
fair procedure- as per the natural justice.
Remedies of unfair dismissal -
 Reinstatement and compensation
 Considered redundancy payment, wrongful dismissal and discrimination.
7A) Development options and information
Name:
Manager: Human resource department
Date of meeting:
Areas where excellence in performance has been demonstrated
As a human resource manager of Telecom Plus, some roles and responsibilities are obligated
and are the responsibility of the managers to avoid the unexpected from accruing and to make
the needed happen. There are some areas in which firm has excellent performance, such as-
good data networks, CDMA, GSM, Wi-Fi etc.
Performance areas needing improvement
Some of these areas that require most attention are the budgets, the smooth of operation of HR
activities, employee engagement and quality of performance standards. Apart from this,
company also have to improve train and develop partners in order to demonstrate customer
service standards operating standards.
Additional items
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 In order to improve the performance level of employees management have to resolve
partners complaints and concerns, provide ongoing performance feedback, conducts
formal feedbacks and performance management reviews. Salary reviews am counsels
partners when it is required.
 Telecom plus can also provide training and development assistance to employees for
their growth and development as they can perform in well-being manner.
 Ensure company's policies, legal standards and procedures are communicated
effectively to partners and managed as well as followed them in a consistent manner.
Next step
 Afterwards, all partners at Telecom Plus are given performance standards, code of
conduct, key result areas, ethical standards, laws, legislations.
 The overall process should be communicated and copy is given which involves the
introduction of employment and to should be updated through partners meetings or
memos.
SCENARIO 3
8A) List of relevant courses of action
In order to accomplish performance goals and objectives it is fundamental for all business
organisations to make a proper list of activities or actions. Then considered all of them in
performance management plan so as to gain better results. Below described certain activities
which must involve in performance management plan: -
Activities Time duration
Set desirable goals and objectives 5 days
Determination of measurements in order to
achieve results
3 days
Build an action plan 8 days
Implementation and monitor the action plan 1-2 days
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CONCLUSION
From the above mentioned report, it has been analysed that performance management is
one of the eminent functions of every business organisation. It aids managers to accomplish their
goals and objectives from target market. Telecom plus can enhance the performance level of
employees by using performance management tools and techniques: it helps company to gian
high competitive advantage from target market.
REFERENCES
Books and Journals
Duysters, G. and et.al., 2012. Do Firms Learn to Manage Alliance Portfolio Diversity? The
Diversity‐Performance Relationship and the Moderating Effects of Experience and
Capability. European Management Review. 9(3). pp.139-152.
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.
Honka, A. and et.al., 2011. Rethinking health: ICT-enabled services to empower people to
manage their health. IEEE Reviews in Biomedical Engineering. 4. pp.119-139.
Kostopoulos, K. and et.al., 2011. Absorptive capacity, innovation, and financial
performance. Journal of Business Research. 64(12). pp.1335-1343.
Nudurupati, S. S. and et.al., 2011. State of the art literature review on performance
measurement. Computers & Industrial Engineering. 60(2). pp.279-290.
Peterson, D. R. and et.al., 2013. Teaching people to manage constraints: Effects on creative
problem-solving. Creativity Research Journal. 25(3). pp.335-347.
Rubin, R. S. and Dierdorff, E. C., 2011. On the road to Abilene: Time to manage agreement
about MBA curricular relevance. Academy of Management Learning & Education. 10(1).
pp.148-161.
Rummler, G. A. and Brache, A. P., 2012. Improving performance: How to manage the white
space on the organization chart. John Wiley & Sons.
Salisbury, C., 2012. Multimorbidity: redesigning health care for people who use it. The Lancet.
380(9836). pp.7-9.
Online
Reinventing Performance Management, 2017. [Online]. Available through:
<http://www.p2theblog.com/2016/06/reinventing-performance-management.html>.
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