C235 Training and Development task 2 PDF

Preview

Summary

Download C235 Training and Development task 2 PDF

Description

XWT1: Training Plan

C235 Training and Development Task 1 Course Code: C235 Student Name: Student ID: Date: September 14, 2020 Program Mentor Name:

Performance Management Plan

PAGE 1

XWT1: Training PlanTraining Plan

A1. Importance of Employee Expectations There are many benefits for managers to set performance expectations with their employees. The first reason is to create a better understanding of the goals that need to be achieved for the company to be successful. For employees, performance expectations are beneficial as they help to let employees know what is expected of them. It helps to provide a sense of direction as to what someone in that position should do and how they should go about doing it. Performance goals also help to prevent employees from drifting away from important tasks and also give employees the opportunity to plan for their future with the company For managers, setting performance goals with employees helps them to both to have a united understanding of what is expected for the role. Managers will also have a sense of control over the workplace and help to provide a reference tool that managers can revert to if the employee has not met the performance goals or expectations. A2. Process of Setting Employee Expectations The process that managers should take for setting employee expectations includes: 1. Setting up a meeting with employees to establish company goals and standards as well as answer any questions or concerns the employee may have. This step helps the employee to become motivated by establishing a correlation between the employee’s work output to the success of the company. During this step the manager will go over what is expected of the employee and what the job entails. The employee has the opportunity to gain a better understanding of what the daily tasks are and what the manager expects of them. 2. The second step is for the manager to observe, coach, and reinforce the employee’s performance. This step is important as it gives the manager the opportunity to have a

PAGE 2

XWT1: Training PlanTraining Plan

hands on approach with the employee. The manager is able to observe the employee on a daily basis and can help to provide positive feedback to help to reinforce the employee’s confidence, especially if the employee is new. 3. The third step is for the manager to review and evaluate the employee’s performance including the employee’s successes and failures. During the evaluation, new goals are set for the new performance period and if the evaluation is mainly positive, employees can receive a bonus or even a pay raise. B1. Areas of Improvement 1. In John’s job description, he is responsible for coding and processing invoices while ensuring proper general ledger account codes are used. According to the performance appraisal, the goal John should meet in regards to the proper codes are >5/100. However, John is at 18/100 which gives him a variance of -0.13. This means that John is below his target and needs improvements. 2. Another responsibility for John, as per his job description, is to maintain high attendance percentages both personally and for his department. However, according to his performance appraisal, his current personal attendance rate is at 86% which is 9% below his goal of 95% and his department's attendance is at 68% which is 17% below the goal of 85%. B2. Steps for Areas of Improvement 1. To improve his responsibility for ensuring that the proper general ledger codes are used, John will need to submit a copy of all invoices to his manager to verify that he is using the correct codes for thirty days. He will receive a copy of a chart that contains all the necessary account codes which he will use to double check his work before verification

PAGE 3

XWT1: Training PlanTraining Plan

by his manager. John should also review all general ledgers at the end of every week to make sure the ledger is free from all errors, which will make balancing the general ledger at the end of the month, easier and more accurate. 2. To improve attendance for both his department and himself, John should incorporate a standard attendance policy that encourages all team members to arrive to work at least five to ten minutes before their scheduled work shift. By doing so, they will be motivated with various incentives for their participation and their attendance. However if an employee continues to arrive late repetitively and has over three absences, that employee would face disciplinary actions. B3. Evaluation of Progress 1. To evaluate John’s progress for using proper general ledger codes, Mary will set up a monthly meeting to review the invoices that he submitted for the last four weeks. During that meeting, Mary will highlight John’s improvements towards using the correct codes and whether or not there were any errors. These meetings will occur for two months and after 90 days John will meet with Mary and his HR manager for another performance appraisal to review his performance. 2. During John’s monthly meeting with Mary, they will also discuss the attendance for all of John’s team including himself. They will review if everyone arrived on time or if any team members have any attendance discrepancies. If so, they will discuss any disciplinary actions that will need to take place. B4. Behaviors that Demonstrate Success There are many behaviors that demonstrate success. Some of them include: 1. To demonstrate his success towards using the proper general ledger codes, John will turn

PAGE 4

XWT1: Training PlanTraining Plan

in all invoices and reports to Mary that are free of errors and are on time at the end of the week. He will also ensure that his work is neat and in conformance to all company policies and regulations. 2. To demonstrate his success towards improving the attendance for his team and himself, John and his team will hold team meetings to discuss their goals and objectives for the week. In the meetings, they will also discuss how they will ensure that they make it to work on time everyday. All team members will also arrive to work daily at least five to 10 minutes before their shift to ensure that they are ready to work at the correct time. B5. Consequences for Noncompliance As John’s position is a vital part of achieving success as a company, there are consequences for noncompliance with this performance management plan. In the event that John has not improved his performance substantially and is still submitted invoices with the incorrect account codes and below goal attendance issues, at his 90 day evaluation, he will be placed on a 30 day suspension without pay. After his suspension, he will return to work, where he will have another 30 days to improve his performance again. If at the second performance evaluation he still has not improved his performance, he will then be terminated from the company.

B6. Final Meeting At John’s final meeting, he will meet with both Mary and his HR manager to review his performance improvements. During this meeting we will revisit the original performance appraisal and John’s original score and then we will also review the goals for each criteria. After that, we will then proceed with reviewing each criteria to see what John’s current scores are and whether or not he has shown a progression or a regression. At the end of the meeting, we will

PAGE 5

XWT1: Training PlanTraining Plan

then inform John verbally about whether he has successfully completed the performance improvement plan or if he still needs to continue with the plan. Following successful completion of the plan, John will then return to his regularly yearly performance evaluation and will receive random audit checks performed at Mary’s discretion to make sure he does not revert back to his old practices.

PAGE 6...