Employment and Performance
When allocating work, what things should be taken into consideration? When Allocating work you need to implement a clear and precise goal that is achievable within the given time. The availability, knowledge and skills of the staff need to be considered before assigning them to a particular role to ensure the best outcomes. Why are performance management systems necessary and how do you think performance appraisals contribute to performance and productivity in an organisation?
Performance management systems help direct employees toward organisational goals by letting employees know what is expected of them and how it will be achieved. When an employee has been given the performance management system, they should know clearly what is expected of them and know what they will be assessed on. It is also a good opportunity for employers to praise employees on the areas that they have excelled in and also to identify areas that need further improvement. 3. What steps might be taken if it is necessary to follow-up performance appraisals?
Some steps that need to be followed when evaluating performance appraisals are: •Set performance goals with each employee. •Set developmental goals with each employee. •Shift focus from their past performance to their future performance. •Working directly with the employees. •Provide the employees with formal and informal coaching, guidance, feedback and direction. Assessment Activity 11 Explain what coaching and mentoring are, making certain that the differences between the two processes are clearly explained.
Mentoring is relationship orientated which provides a safe environment where the mentored shares whatever issues affect his or her professional and personal success. Mentoring is always long term because it requires time in which both partners can learn about one another and build trust. Coaching is more tasks specific. The focus is on concrete issues, such as managing more effectively and improving technical and practical skills. Also a coach can successfully be involved with the coached for a short period of time, maybe even just a few sessions.
The coaching lasts for as long as is needed. Assessment Activity 12 Why is necessary to document and record performance? Documenting employee performance sends the message to an organisation’s workers that their work is observed and acknowledged. As employees realise their work is acknowledged their level of engagement in their job increases. This causes productivity to increase. Also when managers meet with employees to discuss their performance reviews, employees can ask their managers questions about comments they gave regarding their performance.
They can also discuss personal items such as work and life balance issues that impact their performance and work with their managers to arrive at solutions to the challenges. Assessment Activity 8 1. Why is it necessary that performance monitoring and evaluation be continuous process? To ensure employee improvement, productivity, satisfaction and to make it into an effective communication tool that enables feedback from employees to management as well as from management to employees. 2. Why should both managers and employees receive suitable training in how to handle performance review/appraisal interviews?
Managers and employees both need training so they understand how the system works, how they can and should contribute, what the results of an appraisal should be and how the appraisal process fits with the organisations procedures and expectations for future performance. 3. How and how often do you think performance appraisals should be held and why do you think this? I think performance appraisals should be held two times a year to discuss performance, counselling and developing employees, discussing compensation, job status, or disciplinary decisions.
In what ways can you recognise the contribution of your work group members and why should you do this? Some ways you can recognise contribution of your work group members are: •Public recognition for their contributions. •A thank you for doing the job. •An email note. •Time off. •Getting the group together to do a fun activity that’s not work related. With rewarding the team, they will likely work much harder if they feel that what they’re doing really makes a difference, and that their efforts are noticed by those with power.
What is feedback and why is it important that managers and supervisors provide informal feedback to staff on a regular basis? Feedback: Information about reactions to a product, a person’s performance of a task, etc. which is used as a basis for improvement. It’s important that managers provide informal feedback to employees on a regular basis to ensure they fully understand if they are meeting the required goals and also to encourage improvement and acknowledging a job well done in a causal and non-formal way.