Managing People's Performance

Task 1

a. Relationship Between Strategic, Operational, Team And Individual Plans

Strategic and operational planning are closely interlinked with the plans of team and individuals. The goals of Iglo are developed as a part of strategic planning process and these are achieved by the cited organisation as a whole including units, sub units and individual employees (Chamorro-Premuzic, 2013). The objectives and goals of team and individual employees needs to be set in order to provide them an understanding that their smaller goals contribute in achievement of bigger objectives of the company.

b. Five Things To Be Considered In Employee While Assigning Jobs

As a manager of Iglo group, following things to be considered in an employee while allocating the work :

• Priority : It is the first and foremost consideration that needs to taken at the time of work distribution and this priority is based on the organisational objectives.
• Skill sets : To get high quality result, it is important that the skill sets of an employee are evaluated as it reduces the chances of failure when the work allocated is as per their skills (Keys to successfully allocating work across your team, 2014).
• Availability : It should be ensured that the person to whom work is assigned is available which helps in reducing unnecessary shifting of task from one person to other.
• Development : While distributing work, it should be considered whether that work provides any development opportunity to the individual (Gutiérrez, Hilborn and Defeo, 2011).
• Interest : If the person to whom task is allocated has interest and passion in that work, he will be motivated to do it and this would enhance his performance.

Task 2

Key result areas

The crucial success factors are -

• providing good customer services
• undertaking training and development programs.

Influence on key performance indication

The key success factors have a great impact on the KPIs as they aid in determining which KPIs would be used to measure the performance of employees and organization. These should be written using SMART principles i.e. specific, measurable, attainable, relevant and timely because it helps in organizing and achieving the goals one step at a time.

Example of key performance indication

One of the major key performance indication of the cited organization is customer satisfaction and retention that can be achieved when the staff provides excellent services to them.

b. Importance Of Documentation

Documentation is vital because it provides objective and independent evidence regarding performance, training and development of employees. In performance management, documenting performance is crucial for the safety and success of the organisation (Karatepe, 2013). It also safeguard the cited firm against costly legal actions.

Task 3

a. Ways Of Providing Formal And Informal Feedback

Formal feedback can be given by :

• One to one meetings
• Department meetings
• Informal feedback to individuals can be provided by :
• Having lunch or coffee with employee
• Informal meetings.

b. Providing Motivation

Formal performance appraisal : Effective and proper implementation of performance appraisal helps in raising the self esteem and morale of employees and helps in strengthening the relationship between manager and team members (Hunsaker and Hunsaker, 2015). The performance of employees gets improved and enhanced when they know their work and skills would be evaluated.

Informal feedback :It helps in achieving the goals of employees as informal feedback gives employees a sense of involvement and identification in the organisation and they feel satisfied and motivated.

c. Ways Of Reward And Recognition

The four different ways in which individual's performance can be recognised and rewarded are :

• Employee appreciation program
• Providing bonuses
• Rewarding employee of the month
• Verbal praise

Advantages of on the job coaching :When the employees work under supervision of experienced staff, they gain more confidence as proper guidance is given to do the job correctly and any mistakes or errors are corrected immediately (Chhokar, Brodbeck and House, 2013). Thus, on the job coaching helps in improving performance and confirm excellence in performance.

Task 4

a. Personal Development / Improvement Plan

b. Monitoring Effectiveness Of The Plan

There should be continuous monitoring to ensure that use of personal planning tools have achieved the purpose for which they were used. A constant watch would be kept to an individual to ensure that there is improvement in time management and he is able to meet deadlines.

c. Other Actions For Improving The Performance

If the performance of individual does not get improved, as manager, other actions would be taken such as asking him to :

• prioritize his work
• avoid multi tasking

Task 5

a. Benefits Of Being Proactive

• Drives business strategy (Fisher, 2011)
• Establish clear standards and expectations

b. Steps To Ensure Employee Termination As Per Organisational And Legal Requirements

• Provide feedback to employee to inform that he is failing
• Hold employment termination meeting
• Taking disciplinary actions

Conclusion

It can be summed from the above report that performance management is a continuous process where supervisor communicates with the employees to ensure that the strategic objectives of an organisation are accomplished. Manager should ensure that individual goals are aligned with the strategic and operational objectives of organisation and properly document their performance. Also, he should adopt different ways of motivating employees through reward and recognition and ensure that proper steps are followed in case of employee's termination.

References

• Chamorro-Premuzic, T., 2013. Seven rules for managing creative-but-difficult people.Harvard Business Review.
• Chhokar, J. S., Brodbeck, F. C. and House, R. J. eds., 2013.Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge.
• Fisher, E., 2011. What practitioners consider to be the skills and behaviours of an effective people project manager.International Journal of Project Management. 29(8). pp.994-1002.
• Gutiérrez, N. L., Hilborn, R. and Defeo, O., 2011. Leadership, social capital and incentives promote successful fisheries.Nature. 470(7334). pp.386-389.
• Hunsaker, J. and Hunsaker, P., 2015.DK Essential Managers: Managing People. Penguin.
• Karatepe, O. M., 2013. High-performance work practices and hotel employee performance: The mediation of work engagement.International Journal of Hospitality Management. 32. pp.132-140.

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