Legal Context Of Performance Management
- December 22, 2023/ Uncategorized
Employee struggles a lot with the gap in mangers performance management practices. Employee has challenges in performance due to lack of minitoring in the mangemnt thus hard to find out what is important or valuable in their job output. Also, managers should hold frequent meetings and mentoring session in order to motivate and guide their workers towards the achievements of the expected targets. Training and counselling sessions should be stressed on to ensure the employees learn techniques and gain knowledge in their field of work in order to boost performance.
Identify and Explain changes done
As a manger in the Homewares and Hardware Wollongong store in Australian, I have offered employees training and mentoring sessions that kelps them learn and improve on their skill, abilities and techniques that will boost them towards reaching their goals and the company’s expectations. Holding frequent meetings and mentoring sessions i9s part of what motivates the employees to remain focused in achieving their targets.
Plan and deliver short training plan
|
Session |
Activity |
Resources |
Measure |
|
Session 1 |
Introduction to the main features of the performance management system |
Computer lab PPT slides Discussion question Ice breaking activity |
Competency Quiz |
|
Session 2 |
Introduction to Customer system services that will help you satisfy your clients anticipation |
PPT slides Discussion questions |
Competency quiz |
|
Session 3 |
Learn how to increase your efficiency in performance |
PPT slides Motivational speakers Discussion quiz |
Competency quiz
|
Assessment 3
|
KRA |
Target |
Result |
Comments |
|
Financial |
$8,000 sales revenue per month |
$5,000 average in six months |
The current low target was confirmed for the first six months. It is expected that the worker should attain a set goal of $10,000 by this point of time |
|
Customer focus |
8/10 score on customer focus |
5/10 score |
The worker is personable and struggles a lot to advance a rapport with the clients. The clients and working mates respond well to the employee. Unfortunately, the company and fellow workmates cannot rely on the worker to offer assistance to them and they are frequently being inquired details about the product that the employed should have a clue already. Clients are first lured to Kim’s friendly stature but are immediately displeased by how unserious she is. Clients have no assurance in this employee’s capability to offer them assistance to select goods that will cater for their expectations. Clients who do get along with the employee must then have to stay longer for the completion of the purchases they have made. |
|
Internal process efficiency |
Two minutes to complete sales transaction |
Average five minutes |
The employed has at no time mastered the point-of-sale system; repeatedly they make errors which have to be rectified before completion of transactions. |
|
Learning and development |
20–30 training hours |
Seven training hours |
As the worker was showing initial interest for the role, she had at no time made any significant efforts to study the necessary techniques and knowledge essential to meet desired goals, although the employed attended a one-day rapport-building workshop. The worker seems to have it mind that they will learn by casual experience with no significant efforts or that they can always depend on others to help. |
Analysis of the scorecard
Kim smith does not meet her financial target in the period of her six months working as a sales agent. She performs averagely on reaching the customers score thereby she is not reliable in providing efficient support to her customers. The present sales performance is 50% of the normal target number. Kim’s internal efficiency is currently low and she spends less time in her coaching and training sessions.
Apparently she is not fit enough to bring improvements on her general performance in her work but it is expected that after coaching and counselling programs she will be capable of meeting designated targets in financial and sales performance as well as general performance. Smith is very potential to progress and do well in her sales performance that is if she is devoted and focused to flourish. Smith seemed to be un-jovial and not pleasant but after the meetings, mentoring and training, I have great expectation that she will be incited to do well in her work.
According to Mone and London (2018, p. 30) empowerment is the feeling of being well enabled to do your job effectively and holding a well-structured performance job. Good employers’ cares about their employees’ careers and provides them with resources for job-related training and recognizes the good job done by his workers. I believe that Kim’s empowerment will be as a result of managerial motivation and support that she gets from all her seniors in the crew. Direct contact conversations with Kim will help her build up her confidence therefore she will feel no harm when approaching her supervisor and managers whenever she got issues with her work. This will help her improve in her performance stature and with time she will be among the best performers in the organization.
|
Coaching phase |
Notes/questions/planning |
|
Goal and performance expectations |
What you would like to achieve as an individual in this organization? Which expectations are you trying to accomplish or any goals that you have already attained individually? What are you aspiring to change or make some corrections on the same in order to achieve more as an individual in this organization? What you are aiming for to happen with the process or your desired expectations after the training and coaching sessions. |
|
Reality of actual performance |
How is this change influencing your work as a whole? Is it beneficial or a total mess as per what you have experienced by now? If things changes, do we need to revisit how we strategizes to accomplish this? Why have you not attained the desired individual goal or organizational goal already? What is hindering you from attaining the desired targets either personal goals or organizational goals? What actions have you already implemented to ensure that at least you have made a progress in some areas? What could you do improve in your general work performance and achieve greater heights in individual basis and organisational basis of performance when give more time? |
|
Opportunities to develop |
What other alternatives have you considered on how we can address the issue? What are the options that you have in mind already on how we approach this situation? In what other way can we approach this challenge effectively and within the shortest time possible? What challenges are we going to encounter while trying to address this problem? Are there any risks involved in this other options? If yes, What are the viable uncertainties or risks that are involved in this other options? What measures are going to take in order to approach these uncertainties as an organization? What are the setbacks that we have in approaching the issue? Who else might be able to assist or provide us a clear idea of how we can solve this issue appropriately without missing anything out? What extra thing can we as mangers do to support you in order to ensure that you develop in your performance as an employee of this organization? |
|
Willingness to develop and commitment |
How will you approach this issue in an effective manner? How are you going to achieve this as an individual without much struggling/straining? What are the setbacks that might prevent you from achieving your desired goals and the organizational goals? What are the requirements do you demand from me and others to assist you achieve this? What assistance do you require to get the issue resolved effectively as soon as possible? |
