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n this part of my assignment I will find out the performance of Beechwood School, and how they measure and manage the employees. Staff performance is crucial to the success of an organisation.

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Introduction

Prepare handouts to describe various ways in which staff performance can be measured. Introduction: - In this part of my assignment I will find out the performance of Beechwood School, and how they measure and manage the employees. Staff performance is crucial to the success of an organisation. Good management is about being able to motivate staff to work to the best of their ability. Measuring Performance: - The following table shows industries and example with individual performance indicator as well as organisational performance indicator. Industry Example of individual Performance Example of organisational performance indicator Manufacturing A machinist's output, e.g. number of t-shirts produced per day Increased profit and market share Retail Sales achieved each week, e.g. the value of double-glazed windows sold Increased profits and market share Customer service The number of customers dealt with per hour by a call centre operator Customer satisfaction ratings Education, e.g. college or school Student retention and achievement, i.e. the number of students staying on and passing their exams Schools are ranked by examination league tables Health service, e.g. a hospital The number of successful operations, the number of patients seen in a day Health authorities are judged by the length of waiting lists Transport, e.g. a coach or railway company, an airline The percentage of services running to timetable, the number of passengers carried Customer satisfaction. Poor performing companies may lose their franchise The police The number of arrests Forces are judged on the crime clear-up rate (successful prosecutions) Fully realised, performance management is a whole process, bringing together many of the elements which go to make up the successful practice of people management, including in particular learning and development. But for this very reason, it is complex and capable of being misunderstood. This factsheet cannot go into all the details, but it gives an overview so that readers will have a better understanding of the fundamentals when they undertake the necessary further reading. ...read more.

Middle

For example, a new casher will need to know how to work the till and procedures for accepting cheques. Training method includes following; * Lectures, video demonstrations. * Case studies involving role pay or discussion. * Simulations using software - engine drivers with Eurotunnel are given a simulation of the channel tunnel crossing. Skill training: - Skills can be transferable or job specific (non-transferable) Transferable skills, once learnt, may be applied in many different situations. The key skills of Application of Number, Communication and Information Technology are examples, Business letter-writing skills, business calculations; the use of standard business software (Microsoft) can be used in a variety of situations and industries - to request information, to apologies for a faulty product, to calculate percentage change, and so on. Non-transferable skills are narrow skills that are job-specific and apply only to a particular situation. They often require specific knowledge of a firm's procedures and processes, e.g. a person needs to learn how their particular business completes its invoices and files them. Another business may do this differently if he/she changed jobs he/she would need to learn the new system. Promotion - judged on ability to meet targets: - Promotion to higher level posts in the hierarchy will naturally increase responsibility and should also bring higher rewards. However, where an employee either lacks personal confidence or the necessary training or experience, responsibility can become a burden. Managing Performance at Beechwood School: - Beechwood School has always relied on the performance of the human resource. Performance management is about establishing a culture in which individuals and groups take responsibility for the continuous improvement of business processes and of their own skills, behavior and contributions. It is about sharing expectations. Head teachers can clarify what they expect individual and teams to do; likewise individuals and teams can communicate their expectations of how they should be managed and what they need to do their jobs. ...read more.

Conclusion

An employee may feel they would like to attend a particular course in the coming appraisal period, but if it does not meet a business need the manager may need to persuade them to undertake different training. Aims and objectives help in improves employee engagement because everyone understands how they are directly contributing to the organisations high level goals. If people who care think an employee care they are more likely to buy; or because employee wants future generations live healthy. The bigger a business grows the more money it makes. Diversity makes it less likely to be outclassed in one specific area by a competitor. Also bigger companies create more jobs for employees which helps the economy. Aims and objectives help managers to judge the performance. Therefore it is important that aims and objectives are measure accurately. Aims and objectives enable managers to identify weakness. Conclusion: - Monitoring performance means measuring performance and providing feedback to employees. Agency appraisal programs are required to provide ongoing appraisal, which includes, but is not limited to, conducting one or more progress reviews during each appraisal period. In addition to a once- or twice-a-year progress review, which is sometimes a formal part of the appraisal process, supervisors and employees are encouraged to discuss performance informally and often. Determining how to monitor performance is an important step in developing performance plans. You may have worked through the previous six steps of the process presented in this handbook, developed what you thought were great elements and standards, and then found that monitoring performance on an element is impossible, or too costly, or too time-consuming. If this happens, think through other specific measures that indicate performance-measures that are as specific as possible. Therefore measuring performance is important to motivate the employees, provide a focus for appraising staff, and Enable managers to identify weakness, provide a practical basis for remedial actions and staff development, and Give specific criteria for managers to judge performance ?? ?? ?? ?? P5, M3 and D2 ...read more.

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