Performance Managerment †Executive Briefing Note Essay Sample free essay sample

This papers will sketch the new Performance Management System. This briefing note will explicate what a public presentation direction system is. the chief constituents of a good public presentation direction system. the nexus between motive and public presentation every bit good as other information sing public presentation direction. We will write a custom essay sample on Performance Managerment – Executive Briefing Note Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page What is Performance Management? Performance Management is a tool to guarantee that line directors efficaciously manage and develop their employees in-line with organizational aims and ends. Performance direction is a method for line directors to pass on with their employees informing them: †¢ what is expected of the employee †¢ how the employee will be rewarded †¢ how the employee should present consequences †¢ what consequences the administration is looking for on a concern broad graduated table †¢ hot the employee will be developed Performance direction is a cardinal constituent of an administrations attack to pull offing employees. How does Performance Management align with concern aims? Whilst there is no cosmopolitan understanding as to what constitutes public presentation direction. there are features that are by and large present. they include: †¢ It aims to better organizational. divisional. departmental and single public presentation †¢ It aims to associate concern aims and ends to divisional. departmental and single aims and ends †¢ It evaluates organizational. divisional. departmental and single public presentation. placing demands for public presentation betterment and developing new public presentation aims †¢ It incorporates occupation design. enlisting al choice. preparation and development. calling planning and compensation and benefits. along with the Performance reappraisal. The intent of Performance Management is to enable and promote employees by run intoing their ain aims which are aligned with the concern aims. It helps advance a extremely competent work force by promoting employee to run into their full potency. As you know run intoing concern aims is indispensable to the endurance of the concern and these demand to be communicated down to employees. Aims should be stretching to set us in the best competitory place and demand to be measured. reviewed and monitored. Employee aims should be SMARTS ( Specific. Measurable. Achievable. Realistic. Timely and Stretching ) . The employee should hold to the aims when they are set out in their public presentation reappraisal. every bit good as line directors puting aims the employee should besides be given the opportunity to believe of their ain aims. this manner you empower the employee and they will experience motivated to finish the aims and hence assist the company run into its ain aims. What makes up Performance Management? An effectual Performance Management System has many constituents. for our concern the of import 1s are ; †¢ Performance Planning: This is done by both the line manage and the employee at the beginning of the twelvemonth ( in our instance the November public presentation reappraisal ) . this will sketch aims and expected behaviors for the following 12 months. It will besides include any countries of public presentation that demand betterment. These countries will so be agreed between the line director and the employee. †¢ Performance Appraisal and Reviewing: It is proposed that reappraisals are performed twice a twelvemonth. one in November reexamining the old twelvemonth and planning for the following twelvemonth. There will besides be a reappraisal in May reexamining the employees public presentation so far and guaranting aims are still relevant and run into the concern demands. There should be an 80/20 regulation with the employee 80 % of the clip and the line director speaking 20 % of the clip. this should be inquiring inquiries of the employee so that the employee can reexamine their ain public presentation. During the public presentation the line director should pass 40 % of the clip looking back on the old twelvemonth and the other 60 % looking frontward to the following twelvemonth. †¢ Feedback on the employees public presentation: this is an of import portion of the public presentation direction system. This is where the employee receives information from their line manage about the countries of betterment and whether they are lending the expected degrees of public presentation or non. The feedback should be unfastened and crystalline and include any preparation and development demands that may hold been identified. Though there are merely 2 public presentation reappraisals a twelvemonth public presentation should be managed on a twenty-four hours to twenty-four hours footing so that the employee has a opportunity to better their public presentation before the following reappraisal. This besides informs the employee if they are meeting/exceeding the expected degrees of public presentation. How does motive impact public presentation? An employees public presentation will depend on a figure of factors – accomplishment. cognition. competency. aptitude. attitude and behaviors amongst other. Motivation is of import as the degree of motive an employee has will find how these factors are applied. Each employee will be motivated otherwise and is affected by a alteration by a scope of variables. Motivation is unstable and will alter throughout an employees life. If an employee is extremely motivated they will execute higher and if they perform higher this may take to a sense of accomplishment and a higher motive. Whilst a batch of employees are motivated develop and execute better. there are some employees who are non. These employees tend to make merely plenty to maintain anyone from detecting them. This is the country where public presentation direction falls down and it is up to the director to happen ways to actuate their staff. guaranting that they are making their occupation decently and are lodging to promises are merely some ways this could assist. The director should besides seek to happen out why these employees are non motivated. There are many theories on motive and they are grouped as: †¢ Reinforcement Theories which propose that effects will determine behavior ? i. e. Positive support will promote good behaviors and negative support will do unwanted behaviors to be avoided ? e. g. Herzbergs Motivation-Hygiene Theory states that factors that cause occupation satisfaction will differ from those that cause dissatisfaction. ‘Motivators’ ( accomplishment or the work itself ) will supply positive support and ‘hygiene’ factors ( wage or working conditions ) will hold a negative consequence if non handled right. †¢ Needs Theories which propose that people have demands that are satisfied by working. These demands could be nutrient or lodging or the demand for regard from others. †¢ Cognitive Theories propose that employees are rational and have different positions on wages. These theories suggest employees bring inputs to a occupation e. g. experience. makings. energy and attempt for which they expect to have wage. acknowledgment and interesting work. The inputs and end products are so weighed and are seen as just or unjust ? e. g. Adams Equity Theory provinces and employee will see their ratio of inputs and end products against other employees of tantamount accomplishments. experience and makings. The employee will either be satisfied or unsated with the result. Equally good as motive holding an impact on public presentation the civilization of the company will besides hold the same impact. We have a constructive civilization within our company and promote behaviors such as Achievement. Self-Actualising. Humanistic-Encouraging and Affiliative and this will assist when presenting a new public presentation direction system as the trust between direction and employees is already at that place and merely demands to be built upon. What should be considered when pull offing public presentation? There are many factors that should be taken in to consideration when pull offing public presentation. †¢ Performance linked to salary – when this happens employees may be given to deny their failings and may bury any errors. They may besides fault any sensed short-comings on others. †¢ Management Commitment – If employees recognise there is a deficiency of direction committedness to the Performance Management System they can go misanthropic about the system and see it as a pencil forcing exercising. If †¢ Management Training – If directors are non trained in public presentation direction so it will non be just across the concern. which may go forth some countries with employees who are non working to the right aims. or being told they are underachieving when they are non. In order for a Performance direction system to work it must be just across the concern. Not merely should directors be trained in Performance Management. employees should be trained so that they are cognizant what they will be measured against. †¢ Indexs can tilt towards efficiency instead than effectiveness as public presentation direction favours what can be measured. Even within the indexs that can be measured. public presentation can lie outside of an persons control. For case if the gross revenues squad are non executing so there will be no work for the production staff which may ensue in redundancies. †¢ Clear Guidance from directors – employees who do non hold clear counsel from directors may be confused as to that the director is looking for and why they have been given certain aims. this will demotivate the employee and will do jobs when seeking to reexamine them. Reward and Performance Management The chief intents of wages in a public presentation direction system are to retain. actuate cardinal employees and to cut down turnover. These wagess can be both fiscal and non-financial. The manner in which employees are rewarded can hold considerable impact on their public presentation. What is a Entire Reward System? A Total Reward System encompasses all facets of work that are valued by employees including preparation and development every bit good as the on the job conditions and wage and benefits. A Entire wages System can be used to pull. motivate and retain employees. As stated antecedently reward does non hold to be fiscal. there are many different constituents to a Total Reward System these include: †¢ Compensation i. e. Basic wage and pay for Overtime. This is an of import constituent of the wages system. and is the chief ground a batch of employees attend work †¢ Benefits these can be used to supplement hard currency compensation and are normally to protect the employee or their household from fiscal hazards e. g. Life Assurance. Company Car. Health Cash Plan. Ill Wage †¢ Work Life Balance this is going more and more of import to employees and includes flexible working. paid an unpaid clip off for dependents †¢ Development and Career Opportunity whilst non every employee wants to progress this is still portion of the Total Reward System as it includes on the occupation preparation every bit good as the chance to develop †¢ Performance and acknowledgment this is a cardinal constituent for organizational aims and involves the alliance of organizational. divisional. departmental and single attempts towards the accomplishment of the concern aims. Recognition acknowledges and gives particular attending to an employees actions/efforts. What beginnings of informations can be used for public presentation and honor direction? As public presentation is measured against specific indexs a splashboard can be used to find how the concern is making. along with how employees are executing against their ain aims. Benchmarking against other companies in the country will assist garner the information needed for the Total Reward Package as this will include wage and benefits. This will guarantee that employees are being rewarded reasonably. This will assist to cut down the turnover and motivate employees. Bibliography 1. Daniels. A ( 4th edition. July 2004 ) . Performance Management: Changing Behaviour that Drives Organizational Effectiveness 2. Martin. M. . Whiting. F. and Jackson. J. ( 5th edition ) Human Resource Practice 3. Stredwick. J. ( 2nd edition ) An Introduction to Human Resource Management 4. Torrington. D. . Hall. L. and Taylor. S. ( 5th edition ) Human Resource Management 5. Armstrong. M. ( 8th edition ) A Handbook of Human Resource Management 6. Rock. R. ( 4th edition ) Human Resource Management