People performance management is part of strategic performance management
It’s a tool to ensure that effective management which results in teams and individuals
* Knowing and understanding what is required and expected of them
* Having the skills and abilities to deliver these expectations
* Given feedback on performance
1. Performance appraisals is a process where an employees and managers come together on a yearly basis and discuss the employee’s performance, development and any additional support the employees need in their role. Performance appraisals help to access recent performance and is used as a basis for agreeing future objectives.
2. Informal keeping in touch meetings: These can take place as and when required. ...view middle of the document...
Objectives should state what is to be done, how it’s done, when it should be done and how completion will be measured this can be summed up with the acronym SMART. A PDP sets out training needs and other needs of an individual employee to help them develop their skills and knowledge. The plan will include the development needed, how this will be achieved, when it will be achieved and how it will be measured.
There is much evidence to demonstrate that motivation is linked to performance. Performance is affective by a variety of factors including skills including skill, knowledge, aptitude, attitude and behaviour. Motivation underpins the application of all of these factors and can affect an individual’s behaviour and performance at work and can also have an impact on the performance of teams.
1 Reinforcement theories: behavior is shaped by its consequences
2 Needs theories: people have needs that are satisfied (or not) by working
Employee Reward covers how people are rewarded in accordance with their value to an organisation.
1. the main purpose behind rewarding employees is to motivate them, retaining them to the company and reducing the turnover costing.
Managing good and poor performace
1. Extenuating Circumstance
Documentary evidence has a key role to play in an appraisal meeting as it provides supporting information for discussion, a clear outcome to the discussion agreed by both parties an action plan for the future. The data that would be required for the appraisals are information recorded in previous year’s meetings and reviews, comments from other managers, employees and external customers, letters or memos, sickness
1. Appraisals – Data required internally are sickness
2. Appraisals – External -