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Performance management can be determined as a continuous process of communication between employees and supervisor with the aim of accomplishment of strategic objectives of the organisation. The main purpose is the alignment of organisational objectives with the skills, competency, development plans, agreed measures and result delivery of employees (Tovey, Uren and Sheldon, 2010). The present report focuses on the role of manager in explaining the relationship between operational, strategic and individual plans and its importance in Iglo that is frozen food brand in UK. It also provides an understanding of key performance indicators and ways of motivating staff. Further, a personal development plan is produced and different ways to monitor the performance are provided.
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.
As a manager of Iglo group, following things to be considered in an employee while allocating the work :
The crucial success factors are -
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.
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.
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.
Formal feedback can be given by :
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.
The four different ways in which individual's performance can be recognised and rewarded are :
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.
|Identified gap||Development activity||Details||Objective||Time - frame||Cost|
|Lack of time management||Use of personal planning tools such as electronic planners and pocket diary||The company can provide electronic planners and pocket diaries at the workplace (Patel, Cardon, 2010).||This would help the individual in prioritizing his work and make a to do list that will ensure work is completed before the deadline.||2 months||$ 500|
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.
If the performance of individual does not get improved, as manager, other actions would be taken such as asking him to :
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.
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