Friday, 9 September 2011

Part 1/1(b) What is the difference between performance management and performance appraisal?

Performance management is as a “strategic and integrated" approach to increase the competitiveness of organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors whereas Performance appraisal is an analysis of an employee's recent successes and failures,the employee's strengths and weaknesses, and suitable for promotion or further training. It is also the judgment of an employee's performance in a job based on considerations other than individual productivity.

The difference between performance management and performance appraisal is that : refer to a set of activities and evaluations which determines if the company is being effective and efficient in the process of achieving its goals whereas
P.appraisal is the particular judging of how the employees is working inside a company on terms of quality, quantity and methods used for and where feedback is usually delivered, performance appraisal are considered to be more structured and formal compared to those of performance management which is more flexible.

Saturday, 3 September 2011

Part 3/16: What role can HR in improving organisation peroformance?

The HR should select the best employees in his organisation since this will lead to higher profits. If an employee fails to attain his objectives, the HR should provide him training in order to improve him. Furthermore he should assist employees in the understanding of the performance management system process and procedure. Moreover he should creates an environment where employees will feel at ease to perform. This will be a sort of encouragement to the employees themselves, hence they will adopt the proper attitude and behavior. Thus due to this, the employees will be motivated to accept the company's culture and value. Hence through these roles the HR will play an essential part in improving an organisation.

Part 3/15: How can a PMS assist with the up-skilling and development of an employee?

PMS not only allow an organisation to know where their staffs are strong but also to identify the company weaknesses. It is an on-going process to improve productivity.

By implementing PMS, skill of each employee must be kept recorded. This will help to evaluate their performance. It facilitates the org. to contribute to the improvement of the employee comparing to their preceding performance.

The PMS will aid the org. to deliver suitable guidance on skills to employees after assessing their previous skills. Hence, this will help the employees to deliver the best of them at the same time help the org. to boost up productivity.

Part 3/14: How can performance management systems be improved?

To continue to add value and be relevant, a Performance Management System need to be systematically reviewed and adjusted in terms of design, implementation and functioning so as to fit organisation needs and ensure that there is alignment between organisational objectives and employees performance.

As such to ensure that the PMS effectively achieves its aim, an evaluation must be done periodically and appropriate improvement be implemented.
The evaluation can be done through a survey/an audit to assess the following points:
1. Opinions of employees and supervisors as regards to the PMS process.
2. The accuracy and up-to-datedness of individual job descriptions.
3. The accuracy and relevance of information and data collected for appraisal.
4. Reactions of employees and supervisors on appraisal systems.
5. Effectiveness of feedback: How feedback is given – if it is done in a timely manner.
6. Identification of an organisational training needs.

Part 2/13 : Outline the importance of giving feedback.

Giving feedback is an essential part of training. Follow these rules so that learners are clear about their standard of performance and motivated to raise it where possible. when giving feedback ,the focus should be on the job and not the person,the good points and bad points should be in details.The importance of giving feedback are:-
  • It helps the employees to progress in the future for a better performance in the organisation.
  • It helps the employees to know how they are performing, if they are doing well and where they need to develop.
  • It is also a challenge in such a way  that the employee will prove the employers that he or she can do it.
  • The employee feel more confident about his work as he know how to eliminate his flaws.

Part 2/12: What type of training is required to make adequate use of performance management systems?

Both managers and employees are believed by HR team members to be well organised and trained.

Therefore, to make adequate use of PMS, certain types of training are required.

Administrative and behavioural dimensions of appraisal are the most required training. As this will becomes a routine part of their job.

The HR team concentrate on providing training on how to make employees achieve their everyday job. Managers, in particular must be provided with assistance in performance appraisal interviewing, so that in the future, they can deliver good feedback. Hence, this will increase in productivity levels and benefits the organisation.

Moreover, the HR team members give guidance on how to collect effective evidence concerning job performance by using suitable appraisal tools and techniques.

Part 2/11: What guidelines for framing and communicating performance feedback would you recommend to a manager about to conduct formal performance reviews for the first time?

The manager should give feedback to their employees about their particular job so that they will know if they are in the right track or not. He should have an effective verbal communication with the employees. He should listened to them and empathy with them as well if they have any problems. Moreover he must be able to solve their problems if they are having any conflicts among themselves as this may be result as a bad impact for the company. Furthermore he should plan his work well and negotiate it with the employees.

Part 2/10: When developing a PMS, managers need to choose between various options or features of design available to them. Outlines at least four such options. Your discussion should also outline the strengths and weaknesses of the various performance management methods>

Part 1/9: Why is it necessary for organisations to have a grievance procedure?

It is necessary because:-
  • There will be fairness and justice to the employees in the organisations and before the superior takes a decision they think twice.
  • It informs managers of potential trouble.
  • It is a channel for complaints.
  • It helps to avoid slowdowns, absenteeims, strikes and damages.
  • It can help tp sort out a range of problems faced by workers in the organisation. For example, lack of proper implementation of term and conditions of employment, health and safety, organisation change, sexual or moral harassment, new working practices and equal opportunities.
  • Matters or dispute can be solved in a constructive and effective manner in the organisation itself without the need of attending an employment tribunal.

Part 1/8: Explain the disciplinary action process?

All employees are expected to meet performance standards and to act properly in the work place. A manager will take a disciplinary action against an employee when he is not behaving well in the organisation and if he is not doing his job effectively. Thus disciplinary action is a process of communicating with the employee to improve unacceptable behavior or performance. A manager may take disciplinary action when other methods such as coaching and performance appraisal have not been successful. He should observes his employees and give them feedback, he should see their performance appraisal and performance standard and should give them training if they need it. However in cases of serious misconduct, a manager may choose to proceed straight to disciplinary action.

Part1/7 : what is the basic purpose of staff counselling?

The basic purpose of staff counselling are:
  • There is a two way communication with the employer and employee where the employee can share his professional or personal problems with his employer. then, the latter can resolve the problems if possible so as the employee can cope with the situation better. This is because when staffs are happy they can meet the demand at work,that is, better job performance which will be for the benefits of the company.
  • It helps to improve the performance and skills ability of the workers.
  • It provides support to the employees.
  • It helps to reduce interpersonal problems such as team conflict.
  • it is also whenever there is a new strategy at the work place, manager can communicate this new concern to the employees.
  • It helps the employees to make their own decision rom among the choices available to them.
  • It seeks to improve employee's psychological state.
  • staff feel confident about themselves.  

Friday, 2 September 2011

part 1/6: Why ia accurate and complete documentation so important in performance management, particularly when dealing with employee underperformance?

Accurate and complete documentation are crucial in the sense that they motivate the employees. It helps the employees to know their weaknesses and where to improve. Thus, this will help the org. to increase in productivity levels.

They also help the org. to avoid losing potential and skilled staff. On top, it is very important when it concerns in prosecuting process and action to be taken against employees. There must be genuine facts/evidence against the targeting employee. Therefore, documentation will demonstrate that things have been done professionally and efficiently.

Part1/5 : What is a code of conduct?

A code of conduct for employees sets out the procedures to be used in specific ethical situations, such as conflicts of interest or the acceptance of gifts, and delineate the procedures to determine whether a violation of the code of ethics occurred and, if so, what remedies should be imposed. The effectiveness of such codes of ethics depends on the extent to which management supports them with sanctions and rewards. Violations of a code of conduct may subject the violator to the organization's remedies which can under particular circumstances result in the termination of employment. Every code of conduct should go into the business ethics of an organization. These are usually targeted to explain the non-economic values of an organization, or those not directly related to working towards a profit. Business ethics explain the philosophy of an organization and include the rights and duties of employees and the corporation as a whole, as well as the relationship between the corporation and its stakeholders. example of  non acceptable code of conduct maybe : being absent from work without a valid reason,
using threatening or abusive language towards an employee among others.

Part1/4 : Identify examples of financial and non-financial rewards?

Examples of non-financial rewards
• flexible working hours.
• recognize working priorities.
• Understand what makes employees feel attached and part of the business.

Examples of financial rewards

part1/3 : list and briefly explain the objectives of appraisal interview?

1. Training and reward should be provided according to the appraisal if being selected.
2. Evaluation of an employee according to some standard.
3. Find out the strength and weakness inside an employee.
4. For continuous improvement , mentoring so that increased total output of an employee.
5. To identify problems in employees performing the assigned task.
6. To know who you are in reality and who is that they might be employing? nothing can be hidden from them.

part 1/2: is it possible to conduct meaningful performance appraisals without accurate and up-to-date position descriptions and performance indicators?

It won't be really possible to conduct relevant purposeful performance appraisal without accurate and up-to-date position descriptions and performance indicators because the manager won't manage to get proper information about the employees which will eventually create conflicts in the workplace. The manager should be aware of the duties and responsibilities of that particular employees.

Part 1/1(a) : what is performance management?

Performance management may be defined as a system of examining employees to ensure that they are at the same time meeting their goals in an effective way.
Performance management includes activities that ensure that the objectives of a company are consistently being met in an effective and efficient manner and can also focus on the performance of an organization, a department or an employee.