Manage People Performance A 1 PDF

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Manage people performance Assignment 1...

Description

Task 01: Document performance processes, standards, performance feedback and follow-up (Written Report & Presentation)

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Contents Strategic Directions................................................................................................................................3 1.

Vision.............................................................................................................................................3

2.

Mission..........................................................................................................................................3

3.

Goals..............................................................................................................................................3

Reflect on the performance management and review system of the company, all aspects of the system must be addressed and analysed...............................................................................................4 Performance management....................................................................................................................4 Performance review..............................................................................................................................4 Performance counseling........................................................................................................................5 Performance improvement....................................................................................................................5 Review on organisation’s performance measurement and feedback system........................................6 Review on performance documentation system...................................................................................7 Overview of performance improvements and development plans.......................................................8 Review of misconduct and termination process Which may include:....................................................9 Conclusion...........................................................................................................................................10

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Strategic Directions ABC’s new year strategic plan has redefined ABC’s vision, mission and goals, as described below:

1. Vision ABC products will be the first choice for customers, designers and architects building high quality homes and commercial premises.

2. Mission To be the leading quality supplier of door and window product in the region by providing our customers with innovative goods and services which anticipate and fully satisfy their requirements.

3. Goals o Customers 

To fully understand and exceed our customers’ needs and deliver superior customer service as customers always come first.

o People 

To attract and keep innovative, customer-focused employees who can support ABC’s expanding business and reward performance fairly and equitably. Retaining staff along with managing and improving their performance are also big priorities.

o Manufacturing 

To use best-in-class door and window manufacturing techniques to maximize the quality of all of our product.

o Design 

To develop and maintain a product range which reflects modern architectural designs, colours and materials.

o Operations

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

To achieve best-in-class warehousing, ordering, and distribution practices across our whole operation.

Reflect on the performance management and review system of the company, all aspects of the system must be addressed and analysed. 

Overall performance management system of the company and designing of the system ABC has set of policies and procedures that is developed to ensure staff performance and continuous improvement to its system. The policies and procedures are;

Performance management Objective: To make sure employees understand their performance standards, organisational goals, code of conduct. This policy can make sure performance of employees maintain operational standards. It also helps to allocate work properly within group of employees by selecting the right people for the right job.

Performance review Objective:    

Employees will clearly understand what is expected of them and how their performance is viewed by their immediate supervisor Employees will be encouraged to reach their full work potential within realistic time frames Managers and supervisors will develop, implement and maintain equitable and realistic performance standards in their work areas Supervisors and managers will have the opportunity to manage poor performance

Performance counseling Objective: The objective of this policy is to implement a fair and reasonable process whereby an employee’s unsatisfactory performance is identified and discussed with

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the employee. Due process should be followed in any performance counselling and/or dismissal procedures.

Performance improvement Objective: The objective of this policy is to ensure that all ABC employees are provided with appropriate learning and development opportunities to improve their performance. The policies and procedures are written in good format and easily to follow, however; the legislation is not mentioned and addressed in the policy 

Alignment between organisational goal and performance management system From the company goal that focus on o Customers  To fully understand and exceed our customers’ needs and deliver superior customer service as customers always come first. o People 

To attract and keep innovative, customer-focused employees who can support ABC’s expanding business and reward performance fairly and equitably. Retaining staff along with managing and improving their performance are also big priorities.

o Manufacturing  To use best-in-class door and window manufacturing techniques to maximize the quality of all of our product. o Design  To develop and maintain a product range which reflects modern architectural designs, colours and materials. o Operations  To achieve best-in-class warehousing, ordering, and distribution practices across our whole operation. The policies and procedures are reflected on the company requirement very well to ensure all goals are met successfully.

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Review on organisation’s performance measurement and feedback system 

How performance measurement is conducted, need to provide clear overall picture of the procedure Performance reviews are formally scheduled approximately every 12 months, coinciding generally with the anniversary of the employee’s hire date or last promotion date The performance measurement is done through the review of performance against the standard and performance expectation. For example, to measure manager performance ABC uses the performance measurement and feedback to evaluate performance of employee into following category;           

Leadership Effective communication Interpersonal relations Customer service Managerial skills Employee relations Cost management and budget administration Professional and technical skills Planning and organisation Quality orientation Overall performance rating

To measure the performance, the rating score is given to each category by following term; 1. UNSATISFACTORY: Performance does not meet the minimum standards of the position and is less than acceptable. 2. NEEDS DEVELOPMENT:

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Performance partly meets the requirements of the position. Improvement is required in more than one basic area.

3. ACHIEVES EXPECTATIONS: Performance consistently meets the requirements of the position. Performs with competence. 4. EXCEEDS EXPECTATIONS: Performance consistently exceeds most requirements of the position. Performs above established standards. 5. OUTSTANDING: Performance is of an exceptional level and far exceeds the requirements of the position. Recognised as a role model. 

Feedback procedures both formal and informal, examples need to be included As we can see in the document for the review process and feedback procedure that include review report and sending email to stakeholder in order to request for feedback and further discussion. According to Alex Mullen, Plant manager that has evaluated and measured performance by using performance review report, he was given score rating and comment to each topic of performance. The result of his poor performance was communicated to General Manager, Human Resources via email in order to obtain feedback on the replacement. He need to obtain the feedback before proceed the next step.

Review on performance documentation system 

Documenting both performance and feedback for individual staff All employees with more than three months service are to have a Development Plan that has been agreed with their manager/supervisor. This plan will form the basis for ensuring that they are provided with the appropriate learning and development opportunities to enable them to successfully perform in their current roles. Performance standards is documented, and employee performance rated on a scale that clearly shows whether performance is acceptable.

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Usage of these documents for further improvements or actions After the result of reviewing and measure performance, employee is provided with training or counseling in conjunction with the employee, using the Development Plan. The Education Assistance Program is available to all full-time and parttime employees. This program is designed to encourage job enhancement education and the completion of externally recognised degree and diploma courses. Employees will be given fair and equitable access to training in order to acquire skills relevant to their current position and/or Company requirements.

Overview of performance improvements and development plans 

Providing assistance to staff (e.g. supporting staff or development sessions) ABC company is provided support to staff through the process of performance review, providing coaching and monitoring staff, using performance development plan and provide training accordingly. The use of Development Plan that has been agreed with their manager are provided with the appropriate learning and development opportunities to enable them to successfully perform in their current roles.

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Coaching and monitoring staff (e.g. counseling) The following procedures are to be implemented when counselling employees. The procedures fall into three basic categories: 1. Standard Counselling 2. First and Final Warning 3. Summary Dismissal

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Discussion on performance indicators and performance standards (Supporting Documents 2-3) Performance reviews are formally scheduled approximately every 12 months, coinciding generally with the anniversary of the employee’s hire date or last promotion date. ABC procedure on review and evaluate performance of employee is based on job requirement, role and responsibility of employee to meet with standard and KPIs. The review will be evaluated the actual performance against expected performance. All employees are encouraged to discuss their job performance and goals on an informal basis with their immediate supervisor and to conduct interim performance 8

reviews on an as-needed basis, preferably half yearly. As we can see in the review performance of Alex, there are rating scale and performance standard that are;          

Leadership Effective communication Interpersonal relations Customer service Managerial skills Employee relations Cost management and budget administration Professional and technical skills Planning and organisation Quality orientation

Review of misconduct and termination process Which may include: 

Following organisation’s policy and fulfilling legal requirements When the employee is performing under the standard and has poor performance according to the performance review, counseling is provided by the supervisor to identify unsatisfactory performance by an employee. The supervisor will counsel the employee on such shortcomings in performance, being specific as to the actual problem(s). Counselling must include exploration of ways in which performance can be enhanced and an opportunity must be provided to improve performance within a reasonable time span. Training may be required to enhance the standard of performance in line with ABC Industries staff development and training policy. The following procedures are to be implemented when counselling employees. The procedures fall into three basic categories: 1. Standard Counselling 2. First and Final Warning 3. Summary Dismissal For each step in the formal counselling process the employee should be advised that a witness to the counselling session may accompany them. The witness may be another employee, a union delegate or a union official.

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Termination process of the company (the given example needs to be discussed clearly) (Supporting Documents 2-6)

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According to the case of Alex Mullen that he has under performing and suggested to dismiss by John, John has provided evidence to dismiss Alex by using performance review report and seek advice from HR , and general manager for feedback. The need of provide counseling to Alex is required according to termination procedure and formal written warning to be given to the employee and conduct disciplinary action as required. The report is given as the evidence and reason for terminating.

Conclusion ABC Company policies and procedures on performance management system are well organized and logically structure and meet with overall company goal and requirement. The policies and procedures outline appropriate procedure, role and responsibility to its stakeholders. However, subject assessment of managers may still affect adversely the results of performance works. The company should consider apply a set of defined KPI's for the whole system to reduce unfairness and improve employee productivity at work. The company should clearly identify some qualitative and some quantitative performance standards which can be applied to all the employees. Also, ABC company can formulate the way of using performance scorecard where performances of everyone will be scaled.

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