Leadership and Management Development Programme Assessment Module 02 Michael Harman Curriculum Leader (Engineering and Motor Vehicle YCC) Performance Management Assignment (Unit 5003) Michael Harman Contents Introduction 3 Identifying and agreeing Performance Objectives 4 - 5 Assessing performance and provide feedback 6 Understanding Performance improvement 7 - 10 Applying Discipline and Grievance Procedures 11 - 12 Summary 13 Reference 14 Introduction Unit Aim The aim of this assignment is to explore the key areas of ‘Performance Management’ in relation to Policies and Procedures followed by the Grimsby Institute. The assignment consists of 4 main objectives which are as …show more content…
The full document relating to Appraisal Procedure at Yorkshire Coast College can be found at: http://venus-ex.grimsby.ac.uk/policies_and_procedures/Procedures%20and%20Forms/Appraisal PolicyV1 Learning Objective 3 .1 Performance Improvement Cycle When we consider the requirements of performance Improvement, then we must first gain an overall understanding: The cycle shown above, demonstrates a ‘closed loop system, where problems can be identified, rectified and reviewed in a continuous state. This is one method that can be used to ensure that Employers and employees are: ‘’in the right seat on the right bus’’ Performance improvement is the concept of measuring the output of any particular educational process or procedure which is currently being used by the college and may be subject to quality (OFSTED for example), then modifying the process or procedure to increase the output, increase efficiency, or increase the effectiveness of the process or procedure. This process can lead to great success if accepted and used correctly in all departments of the college. This concept of performance improvement can be applied to either individual performance such as a student or organisational performance such as a class. Within the Grimsby Institute Group, performance Improvement is the concept of organisational change management in which the managers and governing body of the Institute put into place and manage a programme which measures the current level of
Performance management can be defined as a systematic process, which helps an organization by improving the effectiveness of its
Performance Management is both a strategic (about broad issues and long-term goals) and an integrated (linking various aspects of the business, people management, individuals and teams) approach to delivering successful results in organisations by improving the performance and developing the capabilities of teams and individuals.
The Performance Measurement is a way to either measure or give a understandable value to what has been done compared to what was supposed to be done. It applies to all aspects in the working environment, such as procedures, critical activities and processes. In other words, first you set pre-defined goals and give away tasks and responsibilities to other workers, then at the deadline you can compare the achieved results to what the original goal was at the beginning. It is also useful to evaluate not only the final result, but even all the actions taken to get that particular results and the way the actions have been taken as well.
Using performance management in supervisions with staff ensures that goals are consistently being met in an effective and efficient manner. Performance management in this case focused on a staff member, but also has a direct impact on the performance within the department
Understand the purpose of improving own performance in a business environment and how to do so
Performance management is essentially about creating a strong communication with the people around you in your working environment. It helps a manager monitor and assess how well their employees are
Performance Management
Measuring performance means when a business will measure the quality of the activities that are passing and the quality of the services provided to the customers by employees. It involves creating a simple, but effective, system for determining whether organizations meet objectives. It’s also a process of collecting and reporting information regarding the performance of an individual, group or organizations. It can
The first port of call, or initial point of contact, for performance management is usually the
Performance management is a tool that managers use to ensure that their companies remain at the top of their competitive edge. The Chartered Institute for Personnel Development (CIPD, 2008), defines performance management as a method by which individuals and teams are managed in a way that achieves high performance at an organisational level. The individuals within the organisation share an understanding of the achievement goals of the organisation. In order to achieve this, a general strategy is created, with each individual within the organisation understanding his or her role and requirements within such a strategy
* The individual’s performance and development should be seen as a joint partnership between the line manager and the individual. Development of goals and objectives which are incorporated into individual job descriptions, person specification and work situation’s provide performance level criteria.
employee. This is part of day to day management and is intended to ensure that
The literature review brings up some interesting common themes and issues that run through the existing literature, research and definitions of performance management. These common themes will focus on features of performance management and its application in an organisation.
Armstrong M. and Baron A. (2005) _Managing Performance: Performance management in action_. London: CIPD in Foot, M. and Hook, C. (2008) Introducing Human Resource Management, 5th Edition, Pearson Education Limited, Harlow, England, pp. 239.
I have experience in performance management and understand the performance appraisal or a disciplinary process. It aims to improve organisational, functional, team and individual performances. Effective performance management measures the progress being made towards the achievement of the organisation's business objectives. It does so by planning, establishing, monitoring, reviewing and evaluating organisational, functional, team and individual performance.