Leadership and Management Development Programme
Assessment Module 02
Michael Harman
Curriculum Leader
(Engineering and Motor Vehicle YCC)
Performance Management Assignment (Unit 5003)
Michael Harman
Contents
Introduction 3
Identifying and agreeing Performance Objectives 4 - 5
Assessing performance and provide feedback 6
Understanding Performance improvement 7 - 10
Applying Discipline and Grievance Procedures 11 - 12
Summary 13
Reference 14
Introduction
Unit Aim
The aim of this assignment is to explore the key areas of ‘Performance Management’ in relation to Policies and Procedures followed by the Grimsby Institute.
The assignment consists of 4 main objectives which are as follows: …show more content…
Performance efficiency is the ratio between effort expended and results achieved. The difference between current performance and the theoretical performance limit is the performance improvement zone.
3.2 Discuss the indicators of poor performance
For every hundred men hacking away at the branches of a diseased tree, only one will stoop to inspect the roots.
– Chinese proverb
The success of any work based project is largely dependent on the relationship and general ethos that exists between the manager and his / her team and how affective they are when dealing with performance issues within that team.
In order to deal with any form of Performance problem, the manager would need to determine the root of the problem first. Some key indicators that can lead to performance problems are: * Excessive Absenteeism – casual days off, normally before or after a weekend. * Missing deadlines set by management - Staff member has agreed a deadline which he / she knows to be impossible. * Poor quality work – Identified at a quality stage and traced to the individual * Noticeable effect on the output of rest of …show more content…
Evaluate methods that support performance improvement
Ability: This method of performance can be adapted, improved or overcome by the implementation of the following guides: 1. Resupply : Does the tutor have correct resources to complete the task, make changes / modifications where identified. This would be the least intrusive method. 2. Retrain: Provide additional training to staff, ensure that they have the necessary skill set to do the job. 3. Refit: If the above methods have failed, then look at allocating certain sectors of the job to others , remembering that your goal is to retain the employee, meet operational needs of the Institute and provide meaningful and rewarding work to everyone involved. 4. Reassign: When none of the above show required result, then look at reassignment of the project by means of decreasing the demands on Responsibility, Technical Knowledge and Interpersonal skills. 5. Release: The final option for lack of ability scenarios where all avenues have been looked at.
Retaining the said employee could lead to potential negative consequences within the rest of the
Assessment Module 02
Michael Harman
Curriculum Leader
(Engineering and Motor Vehicle YCC)
Performance Management Assignment (Unit 5003)
Michael Harman
Contents
Introduction 3
Identifying and agreeing Performance Objectives 4 - 5
Assessing performance and provide feedback 6
Understanding Performance improvement 7 - 10
Applying Discipline and Grievance Procedures 11 - 12
Summary 13
Reference 14
Introduction
Unit Aim
The aim of this assignment is to explore the key areas of ‘Performance Management’ in relation to Policies and Procedures followed by the Grimsby Institute.
The assignment consists of 4 main objectives which are as follows: …show more content…
Performance efficiency is the ratio between effort expended and results achieved. The difference between current performance and the theoretical performance limit is the performance improvement zone.
3.2 Discuss the indicators of poor performance
For every hundred men hacking away at the branches of a diseased tree, only one will stoop to inspect the roots.
– Chinese proverb
The success of any work based project is largely dependent on the relationship and general ethos that exists between the manager and his / her team and how affective they are when dealing with performance issues within that team.
In order to deal with any form of Performance problem, the manager would need to determine the root of the problem first. Some key indicators that can lead to performance problems are: * Excessive Absenteeism – casual days off, normally before or after a weekend. * Missing deadlines set by management - Staff member has agreed a deadline which he / she knows to be impossible. * Poor quality work – Identified at a quality stage and traced to the individual * Noticeable effect on the output of rest of …show more content…
Evaluate methods that support performance improvement
Ability: This method of performance can be adapted, improved or overcome by the implementation of the following guides: 1. Resupply : Does the tutor have correct resources to complete the task, make changes / modifications where identified. This would be the least intrusive method. 2. Retrain: Provide additional training to staff, ensure that they have the necessary skill set to do the job. 3. Refit: If the above methods have failed, then look at allocating certain sectors of the job to others , remembering that your goal is to retain the employee, meet operational needs of the Institute and provide meaningful and rewarding work to everyone involved. 4. Reassign: When none of the above show required result, then look at reassignment of the project by means of decreasing the demands on Responsibility, Technical Knowledge and Interpersonal skills. 5. Release: The final option for lack of ability scenarios where all avenues have been looked at.
Retaining the said employee could lead to potential negative consequences within the rest of the