• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12
  13. 13
    13

I am required to critically evaluate the extent to which my employer, The Organisation, reviews the performance of its employees and suggest ways in which this might be improved.

Extracts from this document...

Introduction

INTRODUCTION As part of the Business Management 2 Module of the BA (Hons) Business Studies Degree I am required to critically evaluate the extent to which my employer, The Organisation, reviews the performance of its employees and suggest ways in which this might be improved. For this purpose I will evaluate the specific areas of the performance management framework employed by my employer focusing particularly on appraisal interview and training and development policies. I will attempt to identify their strengths and weaknesses and assess their effectiveness with the overall performance management system. Armstrong and Baron (1998) in discussing performance management systems said that in recent years they have become a valuable tool in providing an integrated and continuous approach to managing performance. The use of such systems can be traced back to Taylor in the early 20th Century when they were used as a means to justify individual employee wage increases at a time when it was felt that money was the only incentive required for an employee to improve or continue to perform well. The recognition of the potential of Performance Management Systems as a tool for motivation and development was one the most important developments in Human Resource Management. DEFINITION Robert Bacal (1999) defined Performance Management as "an ongoing communication process, undertaken in partnership, between an employee and his or her immediate supervisor that involves establishing clear expectations and understanding about the jobs to be done". ...read more.

Middle

THE ORGANISATION's performance appraisal system is not a reward management system as local authorities are governed by the Local Government Miscellaneous Provision (NI) Order (1972) which states that Council's cannot ?. If poor performance is identified as a result of the performance management system the Human Resources Section has indicated that Disciplinary Proceedings would not be initiated against the employee. It is their policy to investigate why poor performance has happened and to address these issues through training or developing the individual further in an attempt to help them achieve their agreed performance. The Human Resource Manager stated that she is loathe to take disciplinary measures unless absolutely necessary because once a person has been disciplined they become very unmotivated and it is difficult to make them feel valued again. In July 2002 THE ORGANISATION completed an Investors In People Positional Audit as a preparation for the formal Investors In People assessment. The current PDP system was evaluated and it was found that there are inconsistencies in how the PDP reviews are being conducted. It was pointed out that is essential that there is a consistent approach and application across all areas. The appraisal system must become an important aspect of the overall business planning process and all managers must display support. People need to receive feedback on what has been approved from the completed PDPs and evaluation of the outcomes is a key aspect of development. ...read more.

Conclusion

Communication is somewhat lacking in THE ORGANISATION but it is one of the functions of the Employee Development Team to improve communication, but this cannot be done without the support of its management team. Over recent years THE ORGANISATION has increased its emphasis on the development of people throughout the Council. The opportunity to receive development is and continues to be appreciated by its employees. People do feel that there is a genuine commitment to support development strategies and activities from the top of the Council's management structure. It has been highlighted that there are inconsistencies in how the PDP reviews are being conducted within THE ORGANISATION. It is essential that a consistent approach and application across all areas is adopted. Appraisal must become an important aspect of the overall business planning process and all managers must display support. All appraisors within the Council should be trained to understand that feedback from the PDP reviews is a key aspect of the system otherwise the purpose is defeated and people become unmotivated. The attitude of the Human Resource Manager towards under performance identified at appraisal interviews is to be commended as Charles Handy (1989) said performance management is about "applauding success and forgiving failure", he suggests that mistakes should be seen as learning opportunities, which is the ultimate goal of the appraisal interview, not an opportunity to reprimand, but an opportunity to find ways of improving performance and highlighting areas where the individual needs help and encouragement. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Gulf States Metals Inc. (GSM) is a large nickel refinery plant that has suffered ...

    and a sacrificing of knowledge, skills and loyalty (Reichheld, 1993; 1996). GSM appears to be suffering from the aftermath of the shredding that occurred three years ago. Employees seem to be demoralised on the basis of comments made by middle managers and supervisors.

  2. Rights and Responsibilities of Employer and Employee

    Most women will qualify for statutory maternity pay or maternity allowance. Alternatively if an employee is been employed by the NHS for more than a year he or she is qualify for 13 weeks of unpaid parental leave to be taken before the new-born is five.

  1. A REPORT INTO HUMAN RESOURCE MANAGEMENT AT SAINSBURY'S

    * Personnel departments that focus on the well-being of workers are central to business success. The problems with Mayo's theory are: * The experiments themselves were far from scientific as only small groups of workers were observed, and subsequent experiments have failed to confirm the findings.

  2. Managing Human Resources in Marks & Spencer.

    Along with the letter of application the employees would send their Curriculum Vitae (CV). An example of a letter of application can be found in the appendix. Curriculum Vitae A Curriculum Vitae (CV) shows a person's achievements, hobbies, interests and past-times.

  1. Analysis of a Contract Specific Organisation

    start of the Initial Period and following our appointment: * Review the existing PPM contracts including associated Asset Registers * Review the existing PPM programmes, and Works status against those programmes * Hold an introductory meeting with each Term Contractor * Identify any issues concerning the contracts and bring them to the attention of the Authority METHOD P.22 3.

  2. To what extent can theories of motivation help managers manage employees in a modern ...

    Content Theories: Maslow's need-hierarchy theory (1943): Maslow presented employee's needs into five different levels. These are physiological, safety, social, ego, and self- actualizing. He argued that these needs are in a flow of hierarchy and that lower level needs had to be satisfied before the next higher level need would motivate employees.

  1. Produce a case study comparing two business organisations, investigating the extent to which each ...

    Their biggest asset is, and always has been, their people and they will ensure that the environment they work in is a positive one that embraces change, whilst remaining customer focused. The Human Resource team is responsible for the implementation of a complete Performance Management Framework and cutting edge training packages to provide long lasting and measurable benefits.

  2. Investigate about the important roles that management plays in achieving my chosen organisation aims ...

    Survival as a business: Planning and monitoring will help Tescos to achieve this objective by surviving as a business. Basically with planning, management can plan work according to the main objectives and overall targets of the business and prepare budgets for the different departments so that the money is spent according to each department's needs and overspending will be avoided.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work