– Manage people performance
Question 2, part a and b
Question 3, part a and b
Question 4 part a, b and c
Question 5, part a and b
Manage People Performance
Name of the student
Name of the university
Table of Contents
Answer to question 2. 2
Answer to question 3. 4
Answer to question 4. 5
Table1: Action Plan Template for the selected organization in the study. 6
Answer to question 5. 7
Reference List 10
Answer to question 2
a.The key result area and critical success factors can be explained in various forms to the team members.. However, these results need to be checked using key performance indicators on the SMART principles such as the goals are specific, measurable, acceptable, result and time bound and should be evident in the performance of the team. The goal is set to increase the organisation’s performance by increasing the quality of customer service by 20% and developing a new management system that is based on methods and guidelines by the organisation.
The goal outlined is specific and clearly states to increase the quality of customer service by 20%. The goals are measurable as well because weekly and monthly targets are set for the team that should be achieved in a month using tangible evidence. This goal is acceptable because the organisation is not performing up to the mark. However, the goal is result and time bound because a monthly target is set by devising new strategies to achieve the objective and by guiding the team on the new methods taken (Holmes 2013).
Performace is one of the most impornat factor in the entire organizational behavior. There are certain objectives in different organizational plans and procedure. There are different expectations of different team members in the organizations. Performace acts as a key indicators of different organizational plans and procedure. Some of the important factors such as key performce indicators and smart principle will enhance the entire performace of the orgamizations (Byrd and Megginson 2013). The notion of the smart principle denotes five important factors. Specific, Measurable, Achievable, Relivant and Time bound are the five important factor which are included in the SMART objective principle. The goal needs to be specific for the organization which ensures the exact requirement of the organization. Measurable is the second factor in the principle. The goals need to demosatrated and evaluated based on the requirements of the organizational activities (Mariotti and Glackin 2012). There are different kinds of challenges which are faced by the organization in order to achieve the common managerail goals. The goals must be set in the organization which can be achievable based on the resources of the company. The forth factor in the principle concludes about the relevancy of the goals which is set in the organization. The fifth factor is the time bound factor (Byrd and Megginson 2013). Time is very much crucial for every organization. The goals need to be set and developed in such a manner which will ensure the achievement in the specific time.
b. Documentation is one of the most important parts in order to maintain the performance level in the organization. It maintains a valid record in the measurement of the performance and entire organizational process and activities (Wilkinson, Wood and Demirbag 2014). The record will help the management to analyze and compare the performance of the organization with the previous performance. If any deviation takes place, the management will be able to take actions, which will help the organization to develop proper plans, and proceedings, which will allow rectifying the flaws and errors. The percentage of risk is very much low in this analyzing part of the activities in terms of performance. It allows the organization to achieve the common organizational goals and activities and allows increasing the entire efficiency level in the organization (Gately 2013).
Docoumentaion is one of the most crucial part towards the measurement of the organizational performce. Performace measurement is the process of collecting, analyzing and reporting information of different performace of groups and individuals in the organization. Docoumentaion is a crucial part in the entire organizational plans and procedure in order to measure and analyze the perfomce of the organizarion (Pride, Hughes and Kapoor 2012). Perfoemce of the organization can be measured by analyzing different factors such as targets, dealines and quality of the work (Waxman 2013). The process of docoumentaion will analyze different performce of different individuals in the organization and will help in the process of measuring the actual performce with the planned performace of the organization.
Answer to question 3
a. Development of a proper communication system in the organization will ensure the company to increase the entire performance level in the organization. In an organization, there are two kinds of communication system. One is formal communication system and on the other hand, informal communication system (Torrington 2013). Communication system will allow the organization to increase the overall efficiency in the organization. There are different kinds of informal communication system or feedback system. Gossip, casual talks, informational observations and informal questioning are the different modes of informal feedback and communication system in the organization. In the present study, the management has decided to adopt the concept of informational observations and informal questioning as the way to organize an informal communication system in the organization (Fowler 2014).
Different kinds of feedback system are equally important for different organization. This part of the study will evaluate four kinds of formal feedback system in the organization. The four kinds of feedback system which bulk of the organization uses are official letter, official mail, official conversation and official gossips are the important modes of formal communication (Nelson 2012). The two most common and crucial feedback system which is highlighted in the study are official mail and formal discussion (Myers 2013). These are the two formal feedback approaches that will provde different individuals in the organization with more formal feedback.
b. Every organization depending upon the nature of the business has some common organizational goals and objectives. There are several ways to motivate all the employees in the organization to achieve the common managerial goals and objectives (Wilkinson, Wood and Demirbag 2014). Different managers in the organization adopt different techniques in order to motivate all employees. In this particular study, the manager uses the notion of self-appraisal in order to increase the future performance. The notion of motivation is a crucial factor in the organization. Based on the goals and objectives different managers in different organization performs different kinds of motivational activities. Financial and non financial motivational system are the two kinds of motivational system which is highlighted in the present study. If all the employees gets motivated it will help the organization to initiate future performace and goals (Mariotti and Glackin 2012).
Answer to question 4
a. Action plan template towards development of plan and activities
|Targeted students and data used for identification||Goals and objectives||Accomplishment of organizational goals and objectives||Identified persons in the organization||Necessary resources includes time and materials||Assessment for progress monitoring and testing dates||What evidence will indicate completion of the work|
|1||Increase in sales||Not fulfilled||Sales Manager||Organizational Activities||Monthly||Not Achieved|
|2||Enhance organizational efficiency||Not fulfilled||Operational Manager||Organizational Activities||Weekly||Not Achieved|
|3||Enhance organizational efficiency||Not fulfilled||Operational Manager||Organizational Activities||Weekly||Not Achieved|
|4||Increase in sales and profit||Not fulfilled||Sales manager||Organizational Activities||Monthly|
|5||Organizing proper promotional activities||Not fulfilled||Marketing managers||Organizational Activities||Monthly||Not Achieved|
Table1: Action Plan Template for the selected organization in the study
The present action plan template will ensure the organization to identify the entire person who is unable to perform well in the organization to fulfill the organizational requirements. After completing different research work this particular action plan is developed. In the present action paln template five employessare selected from the organization of the present study. The organization has developed this particular action template plan by analyzing all the crucial factors in the organization.
b. There are several ways, which can be used in the process of monitoring system in the organization. Maintaining proper rules and regulation in the organization and maintaining records of the organizational performance will ensure in analyzing the performance of individuals in the organization (Armstrong 2013). The monitersing system is a part of controlling system in the organization. Installation of a proper controlling system in the organization will act as a key performace indicator. It allows the organization the enhance the entire performce by taking corrective measures quickly (Lind 2012).
c. There are several ways, which will ensure in the process of improvement in the individual performance in the organization. The primary factor is to identify what is the key issue, which is responsible in the process of decline of the individual performance in the organization. Depending upon the identified issue for the decline of the individual performance in the organization different the management adopts kinds of measures in order to solve this particular problem. Motivation is the primary activity, which will encourage different members in the organization to increase the overall performance in the organization. The second thing that needs to be done is proper allocation of works. If the right person in the organization is selected for the right job in the organization, it will automatically increase the overall performance in the organization. In order to improve the individual performance in the management motivation and proper allocation of job are the key two objectives that need to be followed (Wilkinson, Wood and Demirbag 2014).
Financial reward system and non financial reward reward system are the two kinds of reward system which bulk of the organization follows in the reward system. Different employees gets motivated by different kinds of motivational system (Pride, Hughes and Kapoor 2012). Financial motivation system is the way of motivating employees by financial rewards such as incentives and bonous (Hui 2013). On the other hand, in case on non financial motivatiponal system all employees gets rewards by the mode of promotion and job security. The ultimate objective of all the motivational system is to enhance the entire performce of the organization.
Answer to question 5
a. This point of the study will focus what are different kinds of steps the manager needs to perform if some individuals continue to perform below expectation level. There are certain benefits while being proactive in the organization ensures the management to develop a proper organizational procedure (Nickols 2011). There are several ways which a manager needs to perform in order to motivate the employees who are not performing well, towards the achievement of the managerial goals and activities.
There are several motive of being proactive in the organization. The job of the effective manager is to take best alternative step in order to soleve different kinds of organizational challenges and barriers (Deshpande 2012). There are several organizatgional challenges and organizational barriers which are faced by the bulk of the managers in different organization. If the managers stay proactive in the organization, it will automatically allow the managers to detect problem quickly and to find the best alternative solution to solve the problem.
b. There are some legal aspect of every organizational plans and procedures. Termination is the last option for every organizational plans and procedure. The primary reason is the organization need to investigate properly what are the various kinds of issues, which the employees are facing in the daily business operations. There are certain steps, which every management needs to take in different organizational plans and procedures. Based on the organizational plans and procedure there are some legal rules and regulation which different organization follows on the organizational structure (Muschara 2014).
Detection of the problem is the first initiative which the bulk of the managers tries to implement in the organizationl plans and procedure. Taking corrective measures and understing the problems of the employees is the first step which every manager needs to perform in the organization (Byrd and Megginson 2013). If the employees are motivated in a proper manner it will automatically enhance the performce level of the organization. Termination of employees in order to soleve problem in the management is the last step of the organizational activities. Before that there are several ways to solve specific organizational problems.
Byrd, M. and Megginson, L. (2013). Small business management. New York, NY: McGraw-Hill.
Deshpande, M. (2012). Global Business Cultures. IOSR Journal of Business and Management, 2(2), pp.14-21.
Fowler, A. (2014). Growing global. Research World, 2014(45), pp.44-48.
Gately, K. (2013). The people manager’s toolkit. Milton, Qld.: Jossey-Bass, a Wiley Brand.
Gaudenzi, B. and Borghesi, A. (2012). Risk management. Milan: Springer.
Holmes, J. (2013). The Key to Planning and Setting SMART Goals.
Hui, B. (2013). Business Mindframe. SCPG.
Lind, P. (2012). Small business management in cross-cultural environments. New York: Routledge.
Mariotti, S. and Glackin, C. (2012). Entrepreneurship & small business management. Upper Saddle River, N.J.: Pearson Prentice Hall.
Michel, L. (2013). The performance triangle. London: LID Pub.
Muschara, T. (2014). Critical Steps: How to Identify and Manage the Most Important Human Performance Risks in Operations. Performance Improvement, 53(9), pp.11-21.
Myers, M. (2013). Qualitative research in business & management. London: SAGE.
Nelson, W. (2012). Advances in business & management. New York: Nova Science Publishers.
Nickols, F. (2011). Manage your own performance: No one else can. Performance Improvement, 50(2), pp.31-35.
Pride, W., Hughes, R. and Kapoor, J. (2012). Business. Mason, OH: South-Western Cengage Learning.
Solozhent︠s︡ev, E. (2012). Risk management technologies. Dordrecht: Springer.
Torrington, D. (2013). Managing to manage. London: Kogan Page.
Waxman, K. (2013). Financial and business management for the doctor of nursing practice. New York, NY: Springer Publishing Company, LLC.
Wilkinson, A., Wood, G. and Demirbag, M. (2014). Guest Editors’ Introduction: People Management and Emerging Market Multinationals. Human Resource Management, 53(6), pp.835-849.