Performance Management m151d

1;Q. What is performance? Ans. Performance can be seen as delivering outputs on time, within budget, and according to specification. Tovey and Uren suggest performance relates to carrying out of a work task, duty or objective. it is implied that it will be done to a satisfactory level. By this definition performance includes:  Inputs-the skills, knowledge and expertise of individuals to do their work.  Process-the behavior individuals display while doing their work.  Outputs-the final specific & measurable objectives. 2Q. KPIs.............................................? Ans. 1We can reduce time, answer no more than 3 minute. 2. get correct address, name, and date of birth and . 3Q. You have designed three key performance......................................? Ans. Before the start of training, you must inform team that you have arranged appropriate time, place and day for them. . 4Q: What are the three stages of Performance Management? Ans. . PLAN :review job descriptions, performence reports, and any relevant awards or codes of conduct. aimed at achieving specific goal(s) or objective(s) within a specific timeframe. It explains in detail what needs to be done, when, how, and by whom, and often includes best case, expected case, and worst case scenarios. Manage To control something, such as a project, team of people, or idea. Although each employee managed their own day to day projects, the CEO managed the entire office, and all major decisions had to go through him. Review conduct final performance appraisal. review performance results against set objectives. Acknowledge and reward excellent performance. dentify areas of improvement and possibilities for further training. Q:-5 What is a performance management system? Ans:-Just like a sports team, if an organization expects to perform well they must manage their performance. The main goal of a performance management system is to help raise employee performance and, in doing so, the productivity and growth of the organization. A complete performance management system needs managers to: Link’s people’s performance goals in line with the goals and strategies of the organization.  Set the standards and levels of performance that are expected to be met.  Monitor people’s performance.  Work with the employee to improve or build their performance.  Identify any possible barriers that are limiting performance and remove them.  Reward excellent performance and quickly address poor performance. Such evidence compiled through proper performance management can potentially prevent costly legal Battles that can occur if the process escalates into formal arbitration proceedings. Q:- 6:List the four groups who are involved in Performance Management? Ans:-Manage can be responsible for managing the performance of individuals or teams of employees. While the focus is on the individual and how they can improve a number of other people can be involved in the formal process of monitoring and setting the boundaries for how performance is being managed. They may include: Your Team  You as a supervisor

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Human resource professional Union representatives

Relevant workplace documents:There are a number of documents that outline the tasks and responsibilities of the employees’ jobs and the performance goals and measurements they are expected to reach. Examples of these workplace documents are: Code of conduct  Policies and procedures  Job descriptions  Industrial awards or workplace agreements  Performance managements plan. Question 7: List three pieces of legislation that are related to performance management? Ans:-Relevant awards and legislation:

Workplace Relation Act(1996)

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Workplace Health and Safety(1995)

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Awards/Enterprise Bargaining Agreements/Union Collective Agreements.

Q:- 8: Define GROW and provide two possible questions for each stage of the process? Ans:-GROW:-In the world of performance management number of different workplace coaching models exist. Grow is a simple but effective model for running coaching sessions. Grow is an acronym that stand for goal-current reality-options-will. Goal:-Things can change, and the employee’s goals may need to be revisited and reviewed. Current reality:-Getting to the root cause of problems means asking the team member about what is happening and how the problem is affecting them. Often managers can leap to a conclusion about solving a performance problem. Important information that can help to solve the problem is often missed. Options:-Once you and your team member have explored the current reality, its time to start exploring that alternatives for solving the problem. it should be a two-way process so encourage the team member for their ideas and views about what might be done. Will:-By this stage you will have examined the current reality and canvassed the options for what could be done. the team member should now have a clear idea of how to deal with the situation. the final step for you as a coach is to get them to commit to talking action. 

So how will you take this forward?

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How are you going to achieve this?

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What obstacles could prevent this happening?

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What else will you do?

Q:-9: Case Study 1 You are managing ‘Mike’ who was recently promoted to the role of team supervisor. Absenteeism has been a serious issue for Mike’s new team and you encouraged him to conduct weekly meetings to keep on top of this difficult situation. In your third monthly review of Mike’s team performance you are pleased to see that staff absenteeism has dropped by approximately 14%. Your manager calls you into his office and indicates that you have done a great job with the team. You need to call Mike in and give him some positive on his performance. What steps would you take to provide positive to Mike? Assessment Task 2 BSBMGT502B Manage people performance Ans:-Giving effective requires giving your perceptions and feelings in a non judgemental manner to someone else so they can use the information to examine their own behavior. that setting performance goals is a collaborative process between the employee and manager. When a specific problem occurs, or to you want to reinforce desired behavior .positive is best used when an employee is doing well, and you are trying to reinforce and encourage a particular behavior or result from your employee. The process for giving positive is:Identify the specific behavior Describe the behavior’s positive impact Look for ways to build on the behavior Encourage the employee to share his or her views.

Question 10: Case study 2 Louise and David are working together on an important project on time management. Louise missed a project deadline and the whole project now is behind schedule by a week. This is the third time in a month that Louise has missed a deadline. Louise is a new graduate and has been working on the project for the past two years as part of her post graduate study. Louise has had problems with time keeping in the past and has received one written warning already. As her manager, you have been monitoring Louise’s performance over the past month and having lots of informal chats with her about the project and her progress. She has made several improvements regarding her time keeping skills and communicating with project managers regarding her progress in line with your coaching. However by pushing the project out further, product testing has been delayed by a further month because the project Louise is working on is vital to product testing The company made the commitment to its client that product testing would be started two weeks ago. Your client has just ed you regarding the status of product testing. You had to inform the client that

the testing had not started but had identified the critical factor. You email Louise to set up a meeting for later this afternoon to talk about the project she is working on. Louise arrives to the meeting on time. What steps would you use to give constructive ? Ans:-Performance issues should be identified and acted upon early. people often need to constructive criticism to know where they need to improve. While discussing performance issues can at first feel challenging, if employees are used to receiving regular it makes it easier to deal with any problems as they arise. The process for delivering constructive is:

Identify the specific result or behavior that needs to change

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Describe the negative impact it is having

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Focus on the issue, not on the person

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Discuss the available solutions and agree on the best approach

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Agree upon next steps, including a timeline for action and follow up

These are affecting his performance goals which include:

Being on time for work-he is required to open up the office for other staff

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Achieving a 5% increase in internal customer satisfactions.

You are required to provide apex with constructive about his current performance and explore ways of achieving the performance goals. Note that this may require you to revise the performance goals for alex.

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Question 11: What are the legal consequences for managers and organizations for not keeping records of any activity surrounding performance management?

Answer: 1.Employee feels a lack of recognition and acknowledgment for their work. 2. A lack of understanding can exist about ho people’s job contributes to the goals of the organization. 3. There is confusion about people’s roles responsibilities 4. Employees either don’t’ know or don’t understand the performance expectations and requires standards of behavior. 5. Managers feel they have to micromanage their employees to get things done 6. Employees often keep repeating the same mistake 7. Poor performance is inconsistently acknowledged and addresses across the organization 8. Individual or team targets are not met. 9. Small problems aren’t addressed early enough before becoming bigger problems. 10.A culture of sae-goating or blaming exists when things go wrong ,rather than a culture of addressing the causes and looking for ways to improve 11. The risk of possible damages and legal’s costs for both managers and the organizations exists for not adequately managing their duty of care for their employees. 

Question 12: How would you provide assistance to an employee who: a) has problems doing their job? b) needs to develop skills to be considered for a promotion?

Answer: a) There are following role which can be provided assistance to employees 1.Acting as a role model by freely giving their personal goals. 2. Guiding the employee to further their personal goals. 3.Discussing possible solutions to difficulties or issues. 4. Helping the employee to reflect on their thoughts ,beliefs ,feelings and behavior. 5. Freely sgaring their own experience and knowledge to help the employee develop their own talents. 6.Halping the employee to build confidence in using their on judgments and problem solving abilities. b)The training can be in small groups or one on one.The time spent with employees will help to build their confidence and communications skills by ing them meaningfull discussions about their performance .

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Question 13: Nick and Tony have been fighting at work. List all the steps you would follow to discipline both employees.

Answer: 1.We happens to be nearby and breaks up the fight. 2. Later I will try to resolve to the issue and make understand both parties.