ABC Manage people performance m2

BSBMGT502B – Manage people performance

Assessment 2 – Online Assessment

Question 1. What are the two types of improvement pertinent to performance management? Give an example for each.

Training

Training is driven by the trainer, who will control most of both the process and the content in order to transfer knowledge or develop a new skill as efficiently as possible.

Coaching

Coaching is driven by questions addressed to the coachee, who then explores what they already know, but in a way that would probably not occur to them without the guidance of a coach.

Question 2. Define performance appraisals and explain how they are identified as opportunities for development within the firm.

Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational performance, and feed into business planning. Formal performance appraisals are generally conducted annually for all staff in the organization. Each staff member is appraised by their line manager. ABC company has made performance appraisals for their employees.

Question 3. Explain the relationship between performance and employee attributes in achieving performance targets.

Staff that are more determined to achieve performance targets will most likely do so as their mind allows them to work harder and prioritise to achieve goals more effectively. Therefor motivating staff to perform harder and meet targets will improve their overall performance and help the company perform better overall.

Question 4. List 5 methods management can use to improve the analysis of performance metrics divisionally or within the firm.

Records Keeping – All records must be kept for any serious conflicts or issues in the workplace.

Appraisal reports – an appraisal report must be filled out about the conflict and the effects, damages and result.

Zero Tolerance to Violence – any violence to any person in the workplace will result in a suspension or expulsion of the organisation, depending on the seriousness of the violence.

Meeting of Discussion – the organisation will organise a meeting to discuss the matter seriously and identify the most suitable resolution of the situation.

Immediate report and records – if there is a conflict which results in violence or has serious effects on the organisation, a report must be recorded in the system to be used as reference.

Question 5. What is an example of a tangible value derived for the employee from improved remuneration?

Depending on certain situations reward systems will give an employee great motivation, however it is for the average person, that an employee will feel most motivated if the company rewards them with monetary bonuses and increasing in wage. Monetary rewards are the major source of employee motivation and it will continue to get stronger as the need for money increases. In a good company both monetary rewards and recognition will improve the employee’s motivation the most, however in this discussion Monetary rewards is the outstanding importance for an employee.

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d increasing in wage. Monetary rewards are the major source of employee motivation and it will continue to get stronger as the need for money increases. In a good company both monetary rewards and recognition will improve the employee’s motivation the most, however in this discussion Monetary rewards is the outstanding importance for an employee.

Question 6. List 5 performance management system models.

Strategic and operational performance management

Organisational performance and individual performance management

External Governance and internal management

Premature choice of performance management system

Staff development system

Question 7. Explain importance of coaching in managing and monitoring people performance? Provide example

Performance coaching is an ongoing process which helps build and maintain effective employee and supervisory relationships. Performance coaching can help identify an employee’s growth, as well as help plan and develop new skills. Using their coaching skills, supervisors evaluate and address the developmental needs of their employees and help them select diverse experiences to gain necessary skills. Supervisors and employees can work collaboratively on developing plans that might include training, new assignments, job enrichment, self-study, or work details.

Taking employees from compliance to commitment can be difficult. Finding or creating that factor means sometimes helping the employee get in touch with what matters to him/her – what are his/her internal goals. Sometimes this is best achieved through the use of open-ended questions leading to the employee’s self discovery.

Question 8. Explain the relationship between record keeping and performance management system administration.

Setting up the right record keeping system for your business will help you work efficiently, meet legal requirements and strengthen customer and staff relationships.

performance reviews including assessments of staff performance and agreements between you and your employees are very important to keep in order to monitor the performance of staff and really helps to identify areas of weakness and underperformance.

Question 9. How does a firm align its performance management strategy with the firm’s business strategy and why is this important?

Aligning performance management strategy with organisational business strategy is very important because it allows the company to achieve to goals using less energy and resources. The company will be able to develop performance as well as achieve business goals at the same time. to do this the company must align its goals with its performance managmenet system. Performance expectations and goals are the foundation for effective performance management and individual and organization success. An action plan is created to develop specific skills and capabilities that are required to perform successfully in a current role or to prepare for future opportunities.

Question 10. Explain the performance feedback process citing examples for each step.

To get feedback about the work-related concerns and grievance policies and procedures,…

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