Business Studies - Human Resources Management
My assignment report is to give advice to a small Private Ltd Company well known in Northeast (Sport Direct) This Company specialised in sport kits products. Performance Management is a continuous process which involves making sure that the performance of employees contributes to the goals of their teams and the business. (http://www.acas.org.uk)
Sport Direct is successful business organisation due to the fact that the impact successful performance management has have on the operation of the business by term of agreeing objectives and the standards of their performance and how the team involves members in setting objectives by asking them to be proactive in identifying
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• Monitor workers performance, and provide instruction and supervision to ensure that they’re using the most efficient ways of working.
• Allocate the work between managers and workers so that the managers spend their time planning and training, allowing the workers to perform their tasks efficiently.
(Author: Jim Riley Last updated: Sunday 23 September,
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The facts is that some employee need more careful review than others, my understanding is that no employee should go without being assessed and receiving frequent feedback on his performance, no assignment should be considered complete until it is fairly assessed by Martin Seidenfeld, PhD
Article: Tue, 06/30/2009-11:50 pm
Appraisal system is set up to achieve a goal were by the manager meet regularly with the employee to review their performance by conducting meeting with the employees and to agree on the objectives and effective appraisal system aims to established a channel for communication between the employee and their manager to set measurable standards and motivate employees and encourage team-working and responding to ongoing operational and personal needs, goals and developmental opportunities.(www.acas.uk)
Conflict can be managed by identifying the root causes of the problem and to figure out what causing the performance issue and how to get to the root of the problem. A team with 100 percent motivation and 75 performance ability can offer achieve-average performance. But a worker with only 25 percent won’t be able to achieve the type of performance you expect, regardless of his or her level of motivation
Overseeing the maintenance of non-computing office equipment to ensure it is in good working order (for example, copiers/printers/collators/laminators).
Marks and Spencer's Definition of Performance Management Performance management provides Marks and Spencers with needed information on their employees. The information helps Marks and Spencers develop the skills of the employees based on the information collected at the appraisal, it helps recognise when training is needed. Performance management helps M&S by improving their service by having able workers that work to their full abilityand by improving the relationship between workers and the company. Here is Marks and Spencer's definition of performance management: Performance management is a joint process that involves both the supervisor and the employee, who identify common goals, which are linked to the goals of the organisation. This process results with the establishment of written performance exceptions later used as measures for feed back and performance evaluation.’
People work in groups or teams everyday whether in their career, education, political organization, church, or any other social setting. Conflict while working in teams or groups is inevitable. When taking people of different backgrounds, personalities, moral, and ethical beliefs and putting them together in a group, conflict will arise. The key to achieving your team goals is to construct and conquer your goals with keeping the greater good of the team in mind. Conflict as it arises should be combated and abated through swift and thorough resolution techniques. When dealt with properly conflict resolution can give rise to a cohesive and productive team.
Performance management is defined as the partnership of two individuals reaching for a mutual goal, exceptional performance. They are the employee and the supervisor.
This model is recommended because it promotes organizational unity through teamwork among managers. This style of management will allow Outdoor Adventure Paintball Park to utilize managers as needed in different functional areas and reduce the possibility of burnout or underutilization of particular management skills. For instance, Carl manages the business and spends most of his time in his office while other members are managing employees or overseeing customers. This is problematic because each manager is only focused on one job and this can create problems such as unequal workloads. This may explain why Carl is losing interest in the business because his is only focused in one area. By using a collaborative management model, all owners will be able participate equally and no one manager will shoulder the burden of too much
Performance Management - is an ongoing communication process, undertaken in partnership between an employee and his or her immediate supervisor. Done together, this approach involves establishing clear, shared expectations and understanding about:
Performance appraisal is perceived by most as a tool to reward or penalize employees for their good or bad work respectively by the end of a year. This notion is a challenge in itself to deal with. The whole exercise becomes dull for both supervisors and their subordinates and they tend to look at it as an additional responsibility which they have to finish. In the end, there is little or no value addition for either the employee or the organization. There are, however, better ways of looking at and conducting performance appraisals. It can give much needed feedback to both performers and laggards to improve upon and if done properly can even boost their motivation. More importantly, they provide a chance to employees to have a say in their goal setting and thus aligning it with the departmental and organizational goals. Also, the process itself has a value in team making.
Performance management aims to manage and improve individual performance with a vision to improving performance across the entire business. [Walter. M, 1995] defines performance management as the process of ‘Directing and supporting employees to work as effectively and efficiently as possible in line with the needs of the organisation’. It is very important to direct and support employees to work efficiently, and this can only be successful if a well-structured performance management system is put in place. But, nonetheless some organisations don’t get it
Performance Management is a critical component to organizational success. However, creating, developing, and maintaining a system that captures all the characteristics of an ideal performance management system should involve an ongoing collaboration between leadership and employees to achieve a successful outcome. After all, the performance and success of the organization is dependent upon the employees. Therefore, performance management should incorporate organizational goals, employee goals, and continuous feedback that reflect individual’s contribution (NorthCoast 99, 2012).
Performance management is a management tool used to value, monitor and measure a company’s strategies that ensure the efficiency and effectiveness of its product delivery. This management tool does not focus on the organisation and on its employees as well as stakeholders. It is a continuous process that entails that managers make sure that organisational and employee values are corresponding (Aguinis, 2005,p.1/2-1/5). Performance Management brings about the competencies in the employees, increases self-esteem by giving feedback to employees, there is a low number of lawsuits because it helps understand the company better (eThekwini Municipality, 2008,p.10-11). According to Pride, Hughes and Kapoor (2011, p.288) performance management creates motivation for employees; one theory of motivation is of Expectancy, which stipulates that employees satisfaction is driven by expectations of what an organisation will offer in return.
Performance management is a process that guarantees an organisation and all of its available resources are working collectively and effectively towards achieving the organisation’s mission or goal. Performance management affords an understanding of what drives an individuals, and even organisations, performance at all levels. An understanding of performance management allows for the identification and minimisation of unproductive areas of an organisation, as well as an ability to predict future performance. It is a powerful tool that can be used by managers at all levels of an organisation to help improve a company’s productivity.
The manager communicates with the members of staff individually on a regular basis providing all the necessary information about the employee’s overall performance as it relates to their roles in the workplace. This performance appraisal is beneficial to employees as it allows them to create an outline for their goals with the greatest effort it should not be used to lower the employee’s level of motivation but seek to increase it.
Performance management is used for the basis of promotion, reduction in force purposes (talent management), gives transparency of what an organization is looking for, merit increases, and lastly it provides protection against lawsuits for unlawful termination by keeping written documentation. Performance evaluations are advantageous to both the organization and the employee. A leading advantage of performance evaluations is it gives the employee an opportunity to create and achieve smart goals. Although performance evaluations primary function is to measure whether an employee is a good fit or a bad fit for the organization, its function is so much a broader. Performance management is tool purposely used to motivate employees to examine themselves and determine if they have selected the profession that is best for them; consequently the feedback an employee receives from their superior supports them with increase their knowledge and
...organizational annual pay and grading reviews, Performance appraisals generally review each individual's performance against objectives and standards for the trading year, agreed at the previous appraisal meeting. Performance appraisals are also essential for career and succession planning - for individuals, crucial jobs, and for the organization as a whole. Performance appraisals are important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. Performance appraisals provide a formal, recorded, regular review of an individual's performance, and a plan for future development.
Performance management is a continuous process that creates a working culture to encourage employees to improve their work performance and reach their full potential during their stay of employment. Performance Management also provides strategic direction, develop competency in employees and instill organization value. This paper will identify methods and affects that performance management plan has on the organization and their employees.