ABC PERFORMANCE MANAGEMENT SYSTEM

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ABC PERFORMANCE MANAGEMENT SYSTEM

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ABC PERFORMANCE MANAGEMENT SYSTEM 1

ABC PERFORMANCE MANAGEMENT SYSTEM

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ABC PERFORMANCE MANAGEMENT SYSTEM 2

Introduction

The ABC is a Company that has provided an ideal environment which enables employees to
performance to the best of their capacity. The Company constantly consults with its employees
to allocate resources and work as well as to offer effective coaching and training. The company
has new three year strategic plan and which has redefined the company’s vision, mission and
goal. The company vision is to produce first choice products for designers, customers as well as
architect building homes of high quality and commercial buildings. The company mission is to
be the leading supplier of quality windows and doors products in the region by offering its
customers with innovative services and goods will fully satisfies and anticipate their
requirements.

Performance Management and Review system of the Company

The company has new three year strategic plan and which has redefined the company’s vision,
mission and goal.
The company vision is to produce first choice products for designers, customers as well as
architect building homes of high quality and commercial buildings.
The company mission is to be the leading supplier of quality windows and doors products in the
region by offering its customers with innovative services and goods will fully satisfies and
anticipate their requirements.
The company’s goal is to completely understand its customers’ requirements and deliver greater
customer service since customers to it always come first. To attract as well as maintain




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innovative, customer-focused staff who can support the company’s expansion plan and reward
performance equitably and fairly. Retaining employees together with managing and enhancing
their performance are also huge priorities to the company.
In terms of manufacturing the company intends to apply best-in-class windows and doors
manufacturing procedures to maximize the quality of all its products.
In design, the company seek to develop and keep a product range which demonstrates modern
architectural, colours, designs and materials.
In terms of operation the company seek to attain best-in-class ordering, warehousing and
distribution practices across its entire operation.
Alignment of organizational goal performance management
The company has aligned its goals with performance management so as to achieve them. In
endeavouring this, the company has ensured that the work environment is appropriate for all staff
to perform to the best of their capacity. This has included consulting with the staff in allocation
of resources and work together with provision of effective coaching and training.
The objective of this is to help staffs understand organizational goals, performance standards as
well as the code of conduct. This has also ensured performance of staffs has maintained
operational standards. It has also been of benefit in ensuring proper allocation of tasks with a
group of staffs by choosing the ideal personnel for the right task.
Review Systems

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The company reviews the work performance of all its employees regularly. This review
encompasses regular informal responses from staff’s immediate supervisor together with a
formal performance appraisal conducted annually.
The objective of conducting these regular appraisals will be to achieve the following results:
staffs will clearly get to know what is required of them and how their performance is seen by
their immediate managers or supervisors. They will also be supported to attain their maximum
work potential within genuine time frames. Supervisors and managers will cultivate, implement
and keep realistic and equitable performance standards in their areas of work.
Review on Organization’s Performance Measurement and Feedback Systems
The ABC Company has provided an ideal environment which enables employees to performance
to the best of their capacity. The Company constantly consults with its employees to allocate
resources and work as well as to offer effective coaching and training.
The Company’s policy objective is geared towards ensuring employees are in a position to better
understand organizational goals, performance standards and organizational code of conduct. The
policy ensures that employee performance always maintains operational standards. The policy is
also instrumental in assisting the allocation of work appropriately with teams or groups of staffs
by choosing the right personnel for the right work
Procedure for Performance Measurement
The performance measure of the company is conducted by managers and staffs. Managers have a
task to offer a clear statement of performance standards and goals to their respective
subordinates. The setting of performance goals is done by both the staffs and managers in
accordance to the company’s goals. The allocation of task is always based on individual staff

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qualification and expertise. The company always carries out performance standards and
documents them, where employee performance is rated on a scale that evidently demonstrates
whether performance is satisfactory. Prior to the commencement of each particular task, staffs
are notified about the expected performance of that particular job. Managers have a duty offer
support services to all their employees in collaboration with the Human Resources Department.
The allocation of resources must be done with the consultation of the staff during the allocation
of work.
Feedback Procedures
The General Manager has a duty to make appraisal and recommendation to staffs below him. For
instance the general manager in charge of operations has the duty to make performance appraisal
for the plant manager and recommend further action to the Human resources department. The
general manager in-charge of operations has to receive feedback from the general manager
human resources department before taking any move to terminate an employee contact. For
instance, Alex who is a plant manager has had unsatisfactory overall rating from general
manager in-charge of operations. The general manager has to write to general manager in HR
department informing him of the conduct and overall rating of Alex. The HR general manager
has to give feedback to general manager in-charge of operations before the he can take any
action against Alex. The general manager in-charge of operations, then recommends Sarah who
has received beyond expectation ratings on her last performance review report, for promotion to
the post.




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Review of Performance Documentation System

The Company has a policy statement that clearly states that work performance of all staff is
subject to regular review. This review needs to comprise of regular informal feedback from the
staff’s immediate supervisor as well as a formal performance review carried out annually.
The objective of conducting regular work performance review is to achieve some organizational
goals which include the following: Employees will be in a clear position to understand what is
required of them and how their performance is regarded by their immediate supervisors.
Employees are highly encouraged to reach their maximum work potential within convincing time
frames. Supervisors and managers will cultivate, implement and maintain reasonable and
realistic performance in their areas of work. Finally, managers and supervisors will have a
chance to manage poor or unsatisfactorily performance.
The manager or supervisor rates his/her employee on ten different areas which include:
leadership, Interpersonal relations, Effective communication, Managerial skills, Customer
service, Cost management and budget administration, Employee relations, Planning and
organization, Professional and technical skills and Quality orientation. When all these are rated,
the manager or supervisor then makes the overall final rating based on all these areas. The
manager also makes the overall comments regarding the employee and gives further
recommendation about the staff.
In rating the staff the manager or the supervisor can give an outstanding performance to the staff.
This entail that the employee performance is of excellent level and far exceeds the position’s
requirement. The supervisor can rate the staff with “Exceeds Expectation” rating. This entail
that the staff’s performance exceeds many of the position’s requirements. The supervisor can rate

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the staff with “Achieve Expectation” rating. This shows that the employee performance has
constantly met position’s requirements. The supervisor or manager can rate the staff with “Needs
Development” rating. This shows that the employee partly meets the position’s requirement and
that improvement is needed in several areas. The supervisor can rate the staff with
“Unsatisfactory” rating. This shows that the employee performance does not in any way meet the
minimum position’s standards and is less than satisfactory.

Performance Improvements and Developments Plans

The company is committed to constant improvement and supports its employee to continue to
grow and progress. The company is also committed in offering its entire staff with the training
and improvement activities needed to enable effective on-job performance. For the staff who are
presently performing beyond standards, the company also offers training as well as development
activities in order to continue enhancing them and preparing them for progression.
The goal of this policy is to make sure that all staffs of the company are offered with appropriate
development and learning activities so as to continue enhancing them as well as preparing them
for advancement.
Job exact training is offered by individual departments. Staffs will be offered equitable and fair
access to training so as to obtain skills pertinent to their present positions and Company
requirements. So as staffs is accepted for a specific job training course, staffs will be evaluated
for suitability against criteria which encompasses, but not limited to: Experience, Current
performance, Availability, Identified skills gap, Performance appraisal, Customer service
retention and absenteeism.

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The performance of an employee is very critical and hence has to be reviewed and where
possible necessary adjustments taken so as to improve on his/her performance. Where a staff
work performance is unacceptable or unsatisfactory, there should be implementation of
performance counselling procedures by the staff’s immediate departmental manager or
supervisor. There should be consideration of suitable improvement planning and counselling
before terminating an employee’s contract. In the event that the performance of the employee is
such that it would be irrational to continue employment, even as counselling takes place, then
there is need to consider summary dismissal.
The objective of the organizational performance improvement and development policies is to
attract and maintain innovative, customer-based staffs that are able to support the company’s
growing business and recompense performance equitably and fairly. The policy also seeks to
retain employees along with managing and enhancing their performance.
The policy also seeks to implement a reasonable and fair process whereby a staff’s substandard
performance is recognized and discussed with the staff. There should be strict adherence to any
dismissal procedure and performance counselling.

Review of Misconduct and Termination Process

The company has termination policy which assists it to recognize unacceptable performance and
behaviour and ensure natural justice and procedural fairness when carrying out investigation into
claims of poor performance and misconduct.
The supervisor of the staff may officially report in writing through the appropriate senior person,
if suitable, to the authorized personnel, that the staff may have been guilty of misbehaviour. In
the circumstances that such a report being given, the supervisor is required to: inform the staff of

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the intent to make the report. Offer the staff with a copy of the report during the time of its
submission. Notify the staff that he/she is entitled within ten business days of being issued with
the report, to give a written reply to the authorised personnel.
For instance, Alex who is a plant manager has had unsatisfactory overall rating from general
manager in-charge of operations. The general manager has to write to general manager in HR
department informing him of the conduct and overall rating of Alex. The HR general manager
has to give feedback to general manager in-charge of operations before the he can take any
action against Alex. In this case in point procedural fairness has been observed by relevant
personnel.

Conclusion

The company has well established performance management and review systems. This has
enabled the company to align its goals with performance management so as to achieve them. The
company is also committed to constant improvement and supports its employees to grow and
progress. The company is doing through offering its entire staff with the training and
improvement activities needed to enable effective on-job performance. Lastly the company has a
well-established and clear termination policy which assists it to recognize unacceptable
performance and behaviour and ensure natural justice and procedural fairness when carrying out
investigation into claims of poor performance and misconduct

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