CHRP_PRM_Unit Assessment
Assessment_Code:_CHRP_PRM
Part_1
There're a number of purposes of performance management. For examples:
- Help the line mangers align the work of individuals with business goals and set plan to achieve them. Individuals will clearly understand what they should be doing, and how well they should be doing it, when it's done well, how their act will be measured, with less supervision or frequent consult. It'll also engage employees and show them their contribution on the organization's current and future success.
- Ensure employees' development needs/gaps are addressed and provide objective methods to recognize and reward employees for the relative contribution to the organization success and facilitate continuous performance
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Although few individuals are motivated intrinsically from the pleasure or enjoyment an individual gets while performing the activity or by completing it, the majority of people are motivated extrinsically when they are rewarded by money, promotion, or bonus. For example, by linking motivation to one of the most famous motivation theories which is "Maslow hierarchy of needs theory", it's important that leadership understands the needs for employees' motivation for adequate workplace motivation. Maslow's theory states that people have a pyramid hierarchy of needs that they will satisfy from bottom to top. Starting from mere physiological subsistence the Maslow hierarchy of needs covers belonging to a social circle to pursuing your talent through self-actualization. Unfulfilled needs lower on the ladder would inhibit the person from climbing to the next step. The pyramid of needs is divided into two categories: deficiency needs (physiological and safety) and growth needs (belonging, self-esteem and self-actualisation). If the deficiency needs aren't satisfied, the person will feel the deficit and this will stifle his/her development. When Maslow's theory is applied to work situations, it implies that line managers have the responsibility, firstly, to make sure the deficiency needs are met. This means, in broad terms, a safe environment and proper wages. Secondly, it implies creating a proper climate in which employees can develop their fullest potential. Failure to do so would theoretically increase employees' frustration and could result in poorer performance, lowers job satisfaction, and increased withdrawal from the
Another point is the use of motivational techniques to train and develop employees, which is mentioned above.
To ensure all the employees are competent, they need to develop a system to measure this competency. For example, they can do assessments to gauge competency. Besides that, they should provide compulsory and supplementary training to their employees to add in value and skills. Mentoring systems also can be implemented to ensure sharing of knowledge and experiences.
The GAP Analysis will outline the goals and abilities of the employee which will be used to help the employee identify and set priorities. The GAP Analysis will be very valuable to my development as it can be used to “overcome targeted needs (Hughes, Ginnett, and Curphy, 2015)”. By using the GAP Analysis, the development plan can highlight the strengths and weaknesses within the organization. Finally, the information gathered from the analysis can be used to help our organization stay focused on the development
Taking an example of Sara’s manager who did not put an effort to recognize his employee’s needs and understand her type of characteristics that led Sara to resign. Therefore, manager must motivate his employees by knowing what fit their needs and personalities according to the three theories of motivation. For Instance, applying the theory X and Y is an obvious way of interpreting and differentiate between challenging and lazy employees. Theory X shows if they are going to be pushed to work while theory Y shows if they are self-achievers. Likewise, applying Maslow’s Hierarchy which is “a hierarchy of five needs physiological, safety, social, esteem, and self-actualization in which as each need is substantially satisfied, the next need becomes dominate” (Robbins & Judge, 2015). By specifying each employees needs in the organization and satisfy these needs, employees are going to achieve the goals of the company. Also, MacClelland’s theory views employees who have high demand for power, affiliation or achievement. It is extremely important for manager to understand the nature of the person in front of him if they like to be empower, if they like to interact with people, or if they like to finish accomplishments. Secondly, job enrichment can be used for motivating employees by giving them more tasks, authorities, and responsibility. Employees this way
Your best employees, the employees you most want to keep, thrive when they have the opportunity to grow through employee training and development options (2016). Job satisfaction is attained when employees feel responsible and accountable towards their work. Employees strive for excellence when they feel motivated, inspired and empower. A sense of gratification, fulfillment, and happiness make them to drive for excellence. Performance is increased when the leader has been able to recognize and matched their employee’s values, morals, goals skills and abilities, and personalities.
Encourage & motivate. You can help employees realize their potential by finding ways to encourage and instigate improved performance. Ways to encourage them include takingonline courses, mentoring new hires, or shadowing successful employees in your
How employee & supervisor will work together to sustain, improve, or build on existing employee performance.
Employees will become bored and lose motivation if they are never given an opportunity to expand their skills and responsibilities. The employer needs to spend time, money, and energy on programs, processes, and factors that will have a positive impact on employee satisfaction. Effective communication is important to let the employee know what’s current situation of the organization and is correlated with low employee turnover or intention to leave, while ineffective communication is the reverse. The employer should maintain an open door policy, and encourage staff to approach them to ask questions, share ideas, and feels strong bonds of trust, they will share issues openly. If employer failing to provide opportunities for growth and development than risk employees feeling like they aren’t making progress as professionals, which leads to dissatisfaction and burnout. In order to be satisfied at work, employees need to feel appreciated and a leader needs to be specific in expressing their appreciation so that it reinforces
Maslow needs theory has received wide recognition particularly among practicing managers. Perhaps it could provide some valuable insight in motivation. Maslow’s hierarchy of needs “hypothesized that within every human being there exists a hierarchy of five needs. Maslow separated the five needs into higher and lower orders. Physiological and safety needs were described as lower-order needs and social, esteem, and self-actualization as higher-order needs. As each of these needs becomes substantially satisfied, the next need becomes dominant. So if you want to motivate someone, you need to understand what level of the hierarchy that person is currently on and focus on satisfying the needs at or above that level.” (Robbins & Judge, 2007, p.187)
With all the changes happening the development of employees is very important and team building should be focused
We must change the organization to give employees the understanding for how our work contributes to the organization. Employee’s goals are achieved by our freedom to choose the best way to take on these goals. Supervisors must be supportive and actively coach employees. There must be minimum supervisor control and interests of discovering better ways of working. When employees discover this, it will be reflected in our reviews.
Motivation is an important function in organizations to motivate their employees for their ability to perform well, improving their skills, increasing productivity, job satisfaction and employee extension. Employees also are not a machines that we could just program their task in their brain and they will do it automatically, they require motivation to actually do their job properly. And so, after discussing the process models of the Maslow’s “Hierarchy of needs”, Douglas McGregor theory X and Y, and also the Herzberg’s “two factor motivation hygiene theory.” understanding the ways of motivating people, the human nature, and the substance of nature. I believe that the true motivation can only come from within and also managers can actually motivate all of their employees.
Through workshops, seminars, cross training and coaching and feedback from my colleagues and manager are promising to achieve my long term goal aspiring to become an Operations Manager. A such, I will ensure that employees are provided with mandatory training and development in order to carry our their current functions
Furthermore, there are three theories which explain the different factors in how employees are motivated based on their needs. The first theory, Maslow’s Hierarchy of Needs, was proved by Abraham Maslow in the years of 1943 and 1954 (McLeod, 2013). Maslow believed that society developed their motivations depending on their needs. Maslow’s Hierarchy of Needs is a theory in which five motivational needs( self-actualization,esteem, belongingness and love, safety, and psychological) are demonstrated in a hierarchy pyramid. The five motivational needs are divided into three categories(basic, psychological, and
• Training and development - co-ordinating or delivering programmes to fit people for the roles required by the organisation now and in the future.