Implementing A New Performance Management Process
Order ID |
53563633773 |
Type |
Essay |
Writer Level |
Masters |
Style |
APA |
Sources/References |
4 |
Perfect Number of Pages to Order |
5-10 Pages |
Description/Paper Instructions
Implementing A New Performance Management Process
4 November – 10 November
Insane Music runs a chain of retail outlets around the country. The management structure for the organization consists of the executive team, state managers and store managers. There are currently 10 stores in Queensland, 14 in New South Wales, nine in Victoria, four in South Australia, and four in Western Australia. Each store runs on a number of permanent full-time sales and administrative staff, plus a number of casual and part-time sales staff.
The management team are looking at introducing a performance management system to improve management and staff performance against business objectives and manage under-performing employees. They are also interested in incentive programs to encourage high performance.
The company’s strategic plan includes:
- increasing the number of outlets by 10 per cent (or four stores)
- creating a flagship store for performance management and to create exemplar management practices
- improving sales in each store by no less than 15 per cent through the use of incentives and bonuses.
As a business consultant, you have been asked to develop a suitable performance management system for Insane Music.
- Who would you consult with to establish the performance management system?
- What considerations within the strategic plan would you need to take into account when discussing a new performance system?
- Create at least two KPIs that could be included into the employee’s performance plan to help meet strategic and employee goals.
- How would you ensure that part-time and casual staff are involved in the performance management process?
- Explain the key features of your proposed system including:
6.
- planning processes
- monitoring and reporting processing
- managing under-performance
- employee development processes
- review process
- How would you gain organisational support to ensure effective implementation?
- Describe a strategy you would use to gain the support of a supervisor or manager for implementing a new performance management process.
- Identify the pros and cons of such an approach and develop ideas for improving your influence in such circumstances.
A medium-sized professional accounting practice hires you as a human resources consultant. The firm has three partner accountants, eight junior accountants and eight administration staff in various roles including office management and administration support (including a junior office clerk), financial control, customer service and marketing.
Two of the administration staff have concerns in relation to their respective roles. The customer service team member feels under-qualified and has no one to ask about service issues, as most staff are from a financial background. The junior office clerk wants to clarify his career goals and establish an appropriate direction, but this hasn’t been actioned by the firm.
The reason the three partners have asked for your help is that they are having trouble managing the performance of their staff. Specifically, they don’t have an effective or efficient way in which to listen to, record and use feedback from their staff. In addition, none of the partners are able to devote sufficient time to the overall performance management process and would like to pass responsibility for performance management to the administration manager.
Complete the following tasks for the partners to implement a new system.
- Develop a feedback plan for the firm. Ensure the document is professionally formatted for submission to the partners.
- Create a training guide for the administration manager so this person knows how to conduct the feedback process.
- Create performance improvement plans for the administration manager so this person knows how to conduct the feedback process.
- Create the performance improvement plans for the customer service staff member and junior office clerk respectively. In doing so, provide sources of specialist advice, training and career development options.
- Establish a brief grievance process for the firm. It should be accessible to all staff and be directed to the partners for action. Ensure you provide any necessary legislative references in your process. (You may assume the organisation has a privacy, confidentiality and anti-discrimination policy.)
Identify appropriate disciplinary or counselling actions for the following situations and list the support you could provide a line manager.
Situation |
Disciplinary action |
Support provided |
Having to be reminded two to three times a day to complete a routine task |
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Speaking briefly and curtly to customers and colleagues, especially during busy times |
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Frequently arriving late for work |
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Not answering the telephone within four rings and not identifying the department |
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Failing to meet sales targets four out of the last five occasions |
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John is an employee of 20-years standing with Smithhurst Construction. He has performed numerous roles for the company including foreman, site manager and technical training officer. John is from the ‘old school’ and is not keen on adopting new technology.
Recently the organisation automated their training and reporting systems. Smithhurst has held internal training sessions to up-skill employees but John has not attended any of these.
As John’s manager, you approach him regarding the inappropriateness of his behaviour and he agrees to undertake the performance development activities that you recommend. The HR manager informs you that company policy for external training requires ‘return on investment’ justification for every request.
- Identify performance development activities that John could undertake. Use your organisation’s polices and procedures to guide you and resources on the Internet to help you.
- Comment on the reasons behind your choice of provider with respect to company policies or development options.
“EEO (Equal Employment Opportunities) and Anti discrimination plays a vital role in performance management processes “… express your opinions.
We usually chose the best method of discussion with stakeholders while we finalise and implement the performance evaluation in workplace .Why the best methods always required to implement performance evaluation in the workplace ?
Discuss this statement in regards to For and Against and provide reasons in both cases .
Example : What if we chose the best method to implement ?or Not to chose the best method ?
Your answers should align with the For and Against the Statements
Please note : This is open discussion forum and your participation will be encouraged in this task, We will appreciate the opinions and information exchanged with other students in this Forum .
RUBRIC
QUALITY OF RESPONSE |
NO RESPONSE |
POOR / UNSATISFACTORY |
SATISFACTORY |
GOOD |
EXCELLENT |
Content (worth a maximum of 50% of the total points) |
Zero points: Student failed to submit the final paper. |
20 points out of 50: The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. |
30 points out of 50: The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately. Elements of the required response may also be lacking. |
40 points out of 50: The essay illustrates solid understanding of the relevant material by correctly addressing most of the relevant content; identifying and explaining most of the key concepts/ideas; using correct terminology; explaining the reasoning behind most of the key points/claims; and/or where necessary or useful, substantiating some points with accurate examples. The answer is complete. |
50 points: The essay illustrates exemplary understanding of the relevant material by thoroughly and correctly addressing the relevant content; identifying and explaining all of the key concepts/ideas; using correct terminology explaining the reasoning behind key points/claims and substantiating, as necessary/useful, points with several accurate and illuminating examples. No aspects of the required answer are missing. |
Use of Sources (worth a maximum of 20% of the total points). |
Zero points: Student failed to include citations and/or references. Or the student failed to submit a final paper. |
5 out 20 points: Sources are seldom cited to support statements and/or format of citations are not recognizable as APA 6th Edition format. There are major errors in the formation of the references and citations. And/or there is a major reliance on highly questionable. The Student fails to provide an adequate synthesis of research collected for the paper. |
10 out 20 points: References to scholarly sources are occasionally given; many statements seem unsubstantiated. Frequent errors in APA 6th Edition format, leaving the reader confused about the source of the information. There are significant errors of the formation in the references and citations. And/or there is a significant use of highly questionable sources. |
15 out 20 points: Credible Scholarly sources are used effectively support claims and are, for the most part, clear and fairly represented. APA 6th Edition is used with only a few minor errors. There are minor errors in reference and/or citations. And/or there is some use of questionable sources. |
20 points: Credible scholarly sources are used to give compelling evidence to support claims and are clearly and fairly represented. APA 6th Edition format is used accurately and consistently. The student uses above the maximum required references in the development of the assignment. |
Grammar (worth maximum of 20% of total points) |
Zero points: Student failed to submit the final paper. |
5 points out of 20: The paper does not communicate ideas/points clearly due to inappropriate use of terminology and vague language; thoughts and sentences are disjointed or incomprehensible; organization lacking; and/or numerous grammatical, spelling/punctuation errors |
10 points out 20: The paper is often unclear and difficult to follow due to some inappropriate terminology and/or vague language; ideas may be fragmented, wandering and/or repetitive; poor organization; and/or some grammatical, spelling, punctuation errors |
15 points out of 20: The paper is mostly clear as a result of appropriate use of terminology and minimal vagueness; no tangents and no repetition; fairly good organization; almost perfect grammar, spelling, punctuation, and word usage. |
20 points: The paper is clear, concise, and a pleasure to read as a result of appropriate and precise use of terminology; total coherence of thoughts and presentation and logical organization; and the essay is error free. |
Structure of the Paper (worth 10% of total points) |
Zero points: Student failed to submit the final paper. |
3 points out of 10: Student needs to develop better formatting skills. The paper omits significant structural elements required for and APA 6th edition paper. Formatting of the paper has major flaws. The paper does not conform to APA 6th edition requirements whatsoever. |
5 points out of 10: Appearance of final paper demonstrates the student’s limited ability to format the paper. There are significant errors in formatting and/or the total omission of major components of an APA 6th edition paper. They can include the omission of the cover page, abstract, and page numbers. Additionally the page has major formatting issues with spacing or paragraph formation. Font size might not conform to size requirements. The student also significantly writes too large or too short of and paper |
7 points out of 10: Research paper presents an above-average use of formatting skills. The paper has slight errors within the paper. This can include small errors or omissions with the cover page, abstract, page number, and headers. There could be also slight formatting issues with the document spacing or the font Additionally the paper might slightly exceed or undershoot the specific number of required written pages for the assignment. |
10 points: Student provides a high-caliber, formatted paper. This includes an APA 6th edition cover page, abstract, page number, headers and is double spaced in 12’ Times Roman Font. Additionally, the paper conforms to the specific number of required written pages and neither goes over or under the specified length of the paper. |
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