Regular appraisal helps WPA to improve the performance of the workforce; feedback is given regularly which allows WPA to easily identify if there is a problem, WPA also have a staff suggestion theme called ‘think’ this allows the employees to discuss and forward their views so that they are heard. The motivation of the employees are improved as if an employee is working well they may be grateful for some encouragement and a work of thanks, however on the other hand if the employee is not doing so well they need to be told and they need to know what is expected, if the performance is low WPA provide training and support and if it is consistently below the standards of WPA then they use a capability procedure. Training needs are identified, if an employee is not working as well as they should they will benefit from some further training, the appraisal system allows this to be identified clearly. Promotional aspirations are also identified including salary increases or bonus rewards, WPA use a banding system which is identified using the appraisal system. And finally WPA are able to set objectives for each employee, if the employee is performing badly the appraisal system can identify where the employee is having trouble, this can then be improved and monitored.
WPA use performance reviews including appraisals to help manage the performance of the employees. WPA reviews each new employee every 1, 3 and 6 months and tests them after 1 and 6 months. They do a formal appraisal at least once a year using the personal review scheme (see appendix 7), WPA use this for a rounded approach and look at the performance, skills and behaviour of the employee. Everybody works to targets and quality standards; the performance is measured to the target using ‘activity logs’ and software.
- Measuring the out – target setting
Measuring the output in WPA allows targets to be set, these targets can be set nationally, locally or in the company, WPA set their targets for inside the actual company, quality for the whole organisation is calculated and can then be displayed as a percentage, WPA present this on the wall in the company. WPA also currently uses a training cycle to set targets for individuals and groups, they plan, act, do and review.
Motivation is very important, it is vital in WPA that the staffs are highly motivated, WPA aim to do this by giving their employees rewards, leadership, and performance management, development in their careers, a good working environment, team activities, recognition, responsibility and involvement.
ABRAHAM MASLOW – HIERARCHY OF NEEDS
