Sample Essay on Performance Management Assessment

Part A

  1. The allocation of resources would be based on individual and team ability. Since resources are a scares commodity, the approach used is dependent on past efficiencies, yield and productivity. Engaging for meetings with team a mangers is useful in determining the approach best used by the management.
  2. Work plans for each employee should be done in consultation with the subject. The process should be engaging and allow for contributions, The first call would be to inform the employee of assigned tasks, and gather their response, offer help from other experts if the employee is unsatisfied with personal experience.
  3. Workload distribution in an effective way is keen to efficiency and breaking down the work to a scheduled is a means of achieving this. Developing a work breakdown structure of an aim or objective allows the management the ability to identify individual tasks necessary to the completion of a task. Using the work breakdown structure, a work network, Gantt chart and schedule incorporating responsibilities can be developed. The management may choose to approach it from macro or micro approach, where teams and individuals are used respectively.
  4. i. the performance standards of the employee, under both qualitative and quantitative measures should be at per with the market. The employees in any organization are expected to be competitive, and that means executing tasks and responsibility with a high degree of professionalism.

ii. The code of conduct in the workplace is expected to incorporate the recommendations under ethics as well as professionalism. The employee is expected to work as directed by the workplace policies, and beyond that show both maturity and responsibility for the company as well as individual actions. All the acts of the employee are expected to be towards achievement of the set objective and goals of the company.

iii. Communicating performance standards and code of conduct to employees is done in different ways. Using notices, memos, boards and other forms of print media is a conventional approach to the idea, but  more technologically oriented approaches have come up. The use of personalized emails in the workplace is a trending form of communicating ideas to the employees. Overall, having morning briefs, and meetings with workers from departments, teams or individuals is a common form of communicating expectations to the employee. The forum is usually open allowing the employee to contribute to the responsibilities as well.

  • Performance indicators for most projects within the workplace are defined under milestones. Achieving milestones in a set period of time is an indicator of performance, which can be tracked. The milestones may go by a different name or description per company, but represent tangible results for most entities.
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RiskLikelihoodImpactMitigation Action
Injuries to the workersmediumLoss of human resource Reduced performance Panic in the workplaceInstituting preventive measures as per industry regulations Practice and teach first aid to all members of staff Conduct regular risk mitigation
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Performance Plan
Key result areaSales
Key performance indicator/targetIncreased product demand and sales
ActivityTargets/Measures/Milestones/TimingResults/Comments
Point of sale promotionTargeting new customers, and increase of 25% within three monthsLabor and capital intensive approach
  • Training the store managers on the understanding of performance management can be done with enlisting help from a third party, as well as  conducting internal forms of training. A program aimed at improving the ability and skills of the managers in performance management facilitates identifying, and implementation of strategies to increase productivity.
  • Performance management of employees should be done dependent on the milestones, and responsibilities accorded to the individual entities. Incorporating a tracking methodology is useful in facilitating the program.
  • The performance management process is best tracked using an approach that documents the progress made by the managers. Assessing the performance of the manager’s team is most useful for the program, since the intended goals is the ability to lead a team towards improved performance.

Part B

  1.  i. The safety and health of the workplace is important to performance since the productivity of the employees is pegged on their comfort. Working in a hazardous and riskier area means a lot of potential threats and worries, injuries, and a lot of time spent avoiding the risks.  Under health, the translation to the challenge is time off the workplace to medical various conditions.

ii. Equal employment opportunity translates to unbiased approaches in the job seeking process. The concept increases the odds of securing a job with little bias given to a specific sex. Additional opportunities that were conventionally taken to fit a certain gender have become more open to gender, with little gender bias.

iii. Anti-discrimination laws means that employers are not allowed by law to marginalize qualified people based on their country of origin, race, tribe, sex and handicappers, among other provisions. The laws facilitate employment of the disadvantaged, provided they meet the required standards, thus les dependency on society.

iv. Industrial relations translates to protection to the worker from oppressive policies.

  • Awards could vary, but commission on sold products is an approach often used. Depending on the sales made, the employees can be allowed to acquire shares.

Appendix

Performance Plan
Key result areaSales
Key performance indicator/targetIncreased product demand and sales
ActivityTargets/Measures/Milestones/TimingResults/Comments
Point of sale promotion Online marketingTargeting new customers, and increase of 25% within three months Establish an estimated two thousand clients over webLabor and capital intensive approach Lots of social media marketing of products, coupled with promotions and offers