Manage People Performance | Assignment Help
Introduction
When giving a task to the individuals or groups the most important task for the manager is to make sure that the task is given to the correct person or group so that the task can be carried out properly. Amongst the employees in the company the person or a group that is best suited for the task and can handle the complexities of the task effectively. Once this person or group is selected by the manager it is very important that the selected candidate(s) know everything about the task They should have a proper understanding of the task so that they can start doing the task effectively. He/she should also know what and how much resources are available so that the plan to use those resources can be made in such a way that the resources do not get wasted.
Work plans
Planning the way you are going to work is very important for the organization. This helps improve the quality of the work and the work gets more productive. The first step in the plan for work is that the goals and objectives of the work are properly set up so that the individual or the group is clear about what they have to achieve at the end of this work or what should be the result of this work. Then the responsibilities should be divided, and each team member should be assigned with a responsibility that best suits him/her. This way every member is valuable for the group in his/her own unique way (Bennett et a., 2010). The next thing to keep in mind is the time you are given to compete the task, completing the task on the given time is very important so project timelines need to be set up, and it is important to make sure these timelines are met. After that we must see how much resources do we have. Weather the resources are there, or we have to buy those resources for the task, to manage these resources effectively it is important to establish a budget an discuss how will the resources be utilized.
Distributing work
Allocating work to the individuals or the groups can be a difficult task as it requires a lot of effort. The best way to do so is by first identifying what are the strengths of each of the individuals or the groups and then giving them task according to their strength. If an individual is good at logistics it would be ridiculous if we give them work related to the creatives department of the task, he will be uncertain about his work and the quality of his work will also be compromised as a creative person will do the task in a much better way. The allocation of resources to each specific individual or group in an efficient manner will also play an important part on the cost side as it will make sure that the resources are only available to those who need these resources and have the capability to use these resources in a cost effective manner. These steps will hep us ensure that the outcome is focused towards the goal and objectives set in the work plan (Bermon et a., 1999).
Performance indicators and staff consulting
The staff to whom the task is to be assigned should be gathered in a meeting prior to the task and in that meeting it should be made sure that all the staff members get a clear picture about the task and how they will be analyzed and what will be the performance indicators on which they will be analyzed. Apart from this, mails can also be sent to the individual staff members who will be doing the task to tell them how they will be analyzed. There are different ways in which the performance of the staff can be analyzed, these include figures such as revenue per employee in which the total revenue is divided by the number of employees who were involved in doing that task. Other factors such as the rate at which the task is completed by the employees and weather an employee has worked overtime or not for the completion of the task, these factors show how much dedicated the employee was towards the task (Gabčanová, 2012).
Risk Analysis
Risk analysis is the study of the uncertainty in doing a task or some work. It is the process of determining how much risk are we going to face if we do this specific task There are different ways in which we can conduct risk analysis in which four of them are the major ones. The delphi technique is like casual brainstorming but the difference in it is that it makes use of an expert opinion while evaluating risks. SWIFT analysis is a team base analysis in which the team investigates what will be the impact of the changes in the current operations. Decision tree analysis is used to figure out the best course of action if any uncertainty is present in the outcomes. Once the outcomes have been established, a course of action may be selected from them base on different factors. Bow tie analysis is one of the most practical techniques available, in this method the causes and the consequences are noted and then each of the cause is then taken care of separately to avoid the consequences (Aven, 2012).
Conduct performance management
While conducting performance management it is very important that the managers are properly equipped with the attributes needed to develop goals, give appraisals to employees along with the motivation that is needed for the employees to work harder, along with that the managers should also be able to give feedback and accept it so that the performance of every person involved can be analyzed by the human resource department (Bermon et a., 1999). They should also have the ability to conduct appraisal meetings. It is very important for the managers to identify the individuals who are the top performers in the organization and then reward these employees accordingly. If there is not much difference in terms of rewards between the top talent of the industry and the average employee, then your organization has a great chance of losing the top performers. Not only rewarding the top performers is important but making sure that the low performers are not left out is also the attribute of a good performance manager. The factors that are leading to the poor performance of the employees should be identified and they should be worked upon so that the poor performers can be polished and made into bright employees. Feedback is very important in performance management because the human resource department might be working properly, but this cannot be said with tenacity until and unless a feedback does not say the same. Instead of waiting for the year end to tell the employee about his performance, the feedback should be continuous this will help the low performers the most as they will be able to get the help in the areas in which they are weak (Fu, 2003).
Monitor and evaluate performance
There are a number of ways through which the performance can be monitored and evaluated. Physical inspections is the best way to analyze the performance because it is the most authentic way in which the inspector cannot get mis guided and the inspections are reliable. Apart from that the revenue generated per employee is also an important way to evaluate the performance of the employees. The check in and checkout counters can be set up in the office to monitor the work rate of the employees, along with that the computer screen of the employees can also be monitored with the hep of software to make sure that the employees are working as they are expected to. Feedback from individuals about other employees in the company can also prove to be helpful in evaluating an employee (Dimitropoulos, 2012).
Providing informal feedback to staff regularly
Informal feedback can be awarded to high performers in the form of goody bags and gift which will indicate them that their performance has been good, and the management are happy from them. Poor performers can be visited frequently by the human resource department to make sure if they need help with anything, if they do, then doing the needful will give them the feedback that they need to work harder.
Actions for poor performance management
In firms where there is poor performance the most feasible way to deal with it is by boosting up the confidence of the poor performers. There are some ways in which this can be done, the poor performers should be watched closely and a sense of togetherness should be developed in the organization so that it gets easier for the high performers to help the low performers and it will also get easier for the poor performers to approach the high performers and the managers if they need assistance or want to learn something new (Bennett et a., 2010). Apart from that the human resource department should stay in close touch with these poor performances so that they do not lose hope. A mental health doctor should also be given to the employees because maybe the poor performance of the employees is due to bad mental health and providing them with a doctor might hep them in their performance.
