Scribd
Upload
59 views5 pages

Perfomance Management Plan

The document outlines a performance management plan with three phases: planning, check-in, and review. The planning phase involves setting objectives, identifying success behaviors, and creating development goals. The check-in phase consists of regular feedback sessions. The review phase summarizes contributions and plans for improved performance. The document also provides guidance on coaching employees, with tips such as focusing on one or two aspects of performance and advising employees ahead of meetings.

Uploaded by

herrajohn
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
59 views5 pages

Perfomance Management Plan

The document outlines a performance management plan with three phases: planning, check-in, and review. The planning phase involves setting objectives, identifying success behaviors, and creating development goals. The check-in phase consists of regular feedback sessions. The review phase summarizes contributions and plans for improved performance. The document also provides guidance on coaching employees, with tips such as focusing on one or two aspects of performance and advising employees ahead of meetings.

Uploaded by

herrajohn
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 5

PERFOMANCE MANAGEMENT PLAN

DEFINITION

Performance Management plan is a tool designed to assist in setting up and managing the process of
monitoring, analyzing, evaluating and reporting progress towards set organizational objective.

Performance Management Plan effectively a process for what u will do if an employee is not performing
at an acceptable level. In most cases, having regular performance appraisal and informal catch ups with
your will be enough to keep things on track.

Developing Performance Management Plan

In developing Performance Management Plan, there are three phases followed to complete
performance management cycle;

Phase one: planning

I. Setting performance objectives


Employees and managers to clarify expected outcomes for the year and set objectives that link
employee’s job to department and entire the organization. Objectives define what employees
are expected to accomplish. Managers and employees should aim to define SMART objectives
 Specific
 Measurable
 Attainable
 Relevant
 Timely

II. Identifying behaviors for success


In addition to objectives which focus on end results other factors of performance should be
considered. Understanding the approaches and behaviors that employees can use to perform
the job is often as important to success as end results.
For example, if success in meeting an objective such as to “maximize company’s profit” requires
strong interpersonal skills, then the employee should know he/she has to build solid
relationship, collaborate and incorporate ideas and suggestions made by colleagues.
III. Creating development goals
Managers and employees should work together to create development plans as part of the
annual performance management process.

Phase two: check-in

Once performance objectives are set, managers should check-in regularly with employees to discuss the
status of the objectives and provide feedback based on observations of an employee’s performance. It is
equally important to provide feedback on areas of success and those requiring improvement .check-ins
also provide the opportunity to adjust objectives as year unfolds.

Effective coaching

Coaching is a method of providing feedback. It helps shape performance and increase the likelihood that
employee’s results will meet expectations. a coaching session generally focuses on one or two
aspects of performance rather than the overall review that takes place in a formal end-of-year
review.

Key elements of coaching

 Coach to focus attention on any specific aspect of the employees performance


 Observe the employees work and solicit feedback from others if appropriate
 Take the time to understand why performance is successful or needs improvement
 Advice the employee ahead of time on issues to be discussed
 Involve the employee in identifying success and solutions
 Discuss alternative solutions
 Agree on actions to be taken
 Recognize success and improvements
 Document key elements of the coaching session
 Schedule follow up meetings to measure results

Phase three: review

The performance review summarizes the employee’s contributions over the entire appraisal period
(usually one year) it may occur as often as is necessary to acknowledge the employee for
accomplishments and to plan together for improved performance

Preparing for review

Much of the hard work of reviewing performance should be carried out before the formal meeting. Prior
to the meeting managers can encourage employee involvement by asking the employee to:

 Prepare a self evaluation and/or


 List accomplishments and identify area for improvements and/or
 Provide names of key clients who can give feedback on the employees performance
 Propose work-related and professional objectives for the next review period.

Managers should review employees:

 Objectives for the review period-level of accomplishment and progress


 Any charges that have occurred in objectives during the year
 Professional development over the review period
 Input provided by key clients and colleagues
 Previous performance review

I chose to select assessment scenario(4) concerning Sydney who has been missing to report to work,
calling in at last minute has developed a pattern on Mondays and Fridays and also has been in
rehabilitation in the past for alcohol abuse .

1. The real issues in Sydney’s scenario are absenteeism and reporting late to work
particularly on Monday and Friday.

A day off from work is anything but a free day. Absences carry hidden cost that can affect organization’s
productivity and revenue.

2. The goal in this scenario is “to keep Time” in aiming to adhere to the SMART
objectives, Sydney has to embrace time keeping.

In this scenario the most appropriate performance management plan is the first phase of
performance management cycle which is planning. The employee (Sydney) has not adhered
to time frame and therefore his performance will be below the organizations target having
great impacts on general productivity.

The following corrective actions are key for this scenario:

 Verbal warning: advising Sydney of the consequences if his performance problem is


not corrected
 Written warning: which states that his conduct is unacceptable, development of an
action plan for improvement and a written warning of termination?
 Suspension: time off without pay will also serve as a warning for Sydney
 Discharge: If the conduct persists termination of employment becomes the last
available option for Sydney.
3. Temptations as a human resource employee relations specialist will face and how to
resist. This includes things such as being lured to take bribe by the employee facing the
disciplinary action. In this case the relations specialist must display high level of
professionalism and put such an employee into further disciplinary action.
4. Basic performance feedback practices
 Obtaining permission from the employee(Sydney) to engage in the discussion
Tell your employee ahead of time that you need to talk to them without giving
them too much notice. Employees will appreciate having some time before they
are brought into discussing a sensitive topic
 Choosing the best time to deliver the feedback
It is important to ask employee if you can give them feedback because it shows
respect for the individual and make sure she is willing to listen to you. Let her
determine when, on the next day, they want to have the conversation but make
it mandatory. Then when you want to start the conversation use the question
like, “may I give you some feedback.”

 Selecting the place for the conversation.


Find a quiet and a private place. Most people have heard the advice to “praise in
public but correct in private.” That is a good advice and essential to follow when
giving critical employee feedback. If a one-on-one or too private of a setting you
at a risk of harm or does not work for any reason, it is okay to choose whatever
setting is appropriate.
5. The real issues in Sydney’s scenario are absenteeism and reporting late to work
particularly on Monday and Friday.

The goal in this scenario is “to keep Time” in aiming to adhere to the SMART objectives,
Sydney has to embrace time keeping.

The following corrective actions are key for this scenario:

 Verbal warning: advising Sydney of the consequences if his performance problem is


not corrected
 Written warning: which states that her conduct is unacceptable, development of an
action plan for improvement and a written warning of termination?
 Suspension: time off without pay will also serve as a warning for Sydney
 Discharge: If the conduct persists termination of employment becomes the last
available option for Sydney.

6. My own insights
Employee relations is a critical component of each and every organizational setting and
it has to be equipped with best skills both quality man power and technical skills to
handle labor issues critically.
Employees are very sensitive to handle and needs to be heard if the organization is to
realize great achievements.
On the other hand, employees should avoid conducts that goes against the principles
and organizational ethics, they should keep time and deliver quality results timely under
minimum supervision.
REFERENCES

1) Dave Ulrich, (2012) Hr from outside in


2) Brian Becker, (2001) The Hr Score Card
3) Travis Bradberry, (2003) Emotional Intelligence

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy