Roles of Managers in Managing People Performance

Discuss about the Managing People Performance for Knowledge and Skills.

The manager’s roles to assign work, evaluate performance, provide feedback, supervise follow up, reinforcement excellent performance and deal with performance improvement requirements. They play a significant role in each and every process. When allocating resources, it is important to consider that tasks and duties should be distributed on a fair basis taking into consideration the employee experience, expertise, knowledge, skills and loads (Briscoe, Tarique and Schuler, 2012). It is also important to consider the following.

Goals and objectives: The tasks and duties should be target oriented. Managers and their workers need to set their goals and objectives which are relevant and realistic. The managers need to break the large goals and objectives into smaller goals and targets so they can become more significant and milestones. It will also make easy monitoring and controlling process within the organization. The managers and leaders need to set long term goals and objectives in the firm and assign roles and responsibilities in each employee (Salvendy, 2012).

Competence: The managers needs to focus on the competence, skills, experience, skills and abilities of the employees while assigning the tasks and duties among the employees. Competencies and skills are taken into consideration while drawing up actions and assigning tasks and duties among the workers. It will help to improve and boost the performance of the workers as well as organization (Camisón and Villar-López, 2014).

Operation need: When drawing up a work plan, it is essential to monitor on the goals and objectives of the action plan. Action plans describes that what will be done, how it will be done and by whom it will be done in the organization. The action plans also indicates that what needs to be done and who is liable for the various implementation aspects of the plan.

Efficiency: A plan shall be implemented in the best possible way with the least of waste of time and efforts. It means using all the knowledge, information, experience and skills in a hassle free manner. Also, the managers need to assign tasks and duties effectively and appropriately to increase and enhance the commitment, involvement and enthusiasm to accomplish the objectives and returns (Scullion and Collings, 2011).

Cost effectiveness: To maintain costs, the managers need to use resources in an effective manner so that maximum use of resources can be possible. The employees should learn the process through which optimum utilization of resources can be done effectively. In this way, it will avoid and reduces waste of resources. It is also essential to negotiate the best possible prices for the resources (Rummler and Brache, 2012).

Importance of Realistic Goals and Objectives

Consultation: Consultation is a key factor in the development of an operational plan. It is an important to consult with people who use the resources to analyze and determine the better deployment and acquisition techniques and tools. The workers who use effective and unique resources on regular basis in order to accomplish their work will be able to measure and identify the issues and problems. It will also help to increase and enhance the efficiency and effectiveness of the resources. If the managers and leaders consult with workers, it helps to maintain a good image in the marketplace. All these work are done by the managers to gain competitive advantages in the global market (Goetsch and Davis, 2014).

Along with this, the managers need to develop and build KPI’s and KRA’s to meet the needs and requirements of the firm. KRA’s and KPI’s are important part of the organizational planning process. KPI’s helps to manage and measure the progress towards goals and objectives. Along with this, KPI’s are originated for the long term goals and it focuses on the efficiency and effectiveness of the organization (Parmenter, 2015). The managers and leaders need to develop and implement effective performance management systems. Performance management system is an essential to identify, evaluate and develop workers and teams work performance within the organization. Performance management system may be defined as the process by which department of the commerce involves its workers as individuals and group of members to improve and enhance the organizational effectiveness in the attainment of goals and mission. Performance management is a much complicated function of HRM, as it entails activities such as goal setting, progress review, and communication, feedback and coaching for improved performance, implementation of employee development programs and rewarding attainments. Along with this, performance management process is used by the managers to improve and enhance the productivity and performance of the workers. It also helps to create a positive working environment in the organization (Kenny, 2012). The performance management process includes the followings:

Planning: It is the first stage of performance management system which helps to attain the desired goals and objectives. In the planning stage, employers explains employees that how their performance and productivity directly impact on the goals and objectives. Under this stage, effective and unique planning is done by the managers and top management to improve performance and accomplish the long term mission and vision. It is a never ending process in performance management and it is completed with great and effective care. Planning helps to encourage commitments and understanding goals and objectives by linking the workers work with the firm. It includes key value drivers of stakeholders. Under planning, effective goals and objectives are described and explained by departments, organizations and individuals. In planning process, the employees and managers are included in a joint participative procedure and set the firm objectives as well as specific goals for the individuals (Andreeva and Kianto, 2012).

Evaluating Competence to Boost Performance

Assessment: Managing performance and productivity is the second factor of the performance management system cycle. It is an annual evaluation of the worker’s performance and productivity. Generally, managers take feedback from employees from co-workers and employees to measure their efficiency and effectiveness. Assessment also includes a review of the previous year’s estimation and an assessment of skills and knowledge.  Assessment and evaluation is significant to judge and measure the performance and actions of the employees. This stage helps in maintaining positive approach at the workplace. Along with this, it helps in updating and revising initial goals, standards and objectives. This stage ensures that managers and leaders manage the productivity effectively. It also ensures that managers themselves are aware of the impact of their own actions and behavior on the employees that manage and are motivated to analyze and identify positive behavior. Under this stage, actual performance is compared to the desired outcomes so that result can be measured and an effective plan can be set according to the weaknesses of the workers. This stage also provides a feedback mechanism to the workers. To improve and enhance the feedback, goals and objectives, the managers should also monitor on the communication among the workers. It is essential leaders and managers to build a fully integrated strategy and approach that enables the various forms of communication to contribute the success and growth of the company. Additionally, performance assessment is related to the learning events (Thornton III and Byham, 2013).

Recognition: Recognition and rewards are significant to maximize the productivity of the workers in order to attain outcomes and results. Along with this, performance management system helps in making unique and effective decisions. Rewards and incentives motivate the employees to perform tasks and duties effectively and efficiently. The employees feel happy at the workplace through recognition and motivation. Recognition and rewards helps in improving and developing trust, loyalty and morale among the workers. It reduces stress, anxiety and tensions of the workers. Motivating employees are able to focus on their tasks and duties effectively and efficiently. By providing rewards and recognition to the workers, the firm is able to face enormous challenges and risks. The firm should offer unique growth opportunities to perform goals in a hassle free manner (Cardy and Leonard, 2014).

Career development: This stage promotes and encourages future development and improvement of the workers. It helps to meet the needs, requirements and desires of the business or firm. Furthermore, it enhances and improves the strengths of the workers and work to avert the areas of weakness. It also helps to build an effective communication between management and workers. In this phase, coaching and development training is provided to boost the capabilities of the workers. It is the liability of the managers to identify and initiate the training and development coaching to improve and enhance the individual productivity. Performance management is an integrated and strategic approach to deliver sustainable success by improving and enhancing the productivity of the employees. The career development must be designed to improve the performance on the current job and then prepare the workers for promotion and transfer. In this way, the managers have been able to improve the capabilities of the employees. In addition, advanced and innovative technologies can be used y initiating the performance management system within the organization (Gruman and Saks, 2011).

Focusing on Efficiency and Consultation

Apart from performance management system, there are various ways through which the managers can improve performance and employee engagement of the workers that have been stated below.

Communicate clear expectations and goals to the firm employees: The majority of the workers want to be a part of a compelling future, and they want to know whether the work is suitable or not. Clear goals and objectives help in motivating and encouraging the workers at the workplace. The managers and leaders should explain and clear the long term mission and vision to enhance their productivity and efficiency (Mone et al, 2011).

Share information and knowledge: The managers should keep communication hopeful and truthful with workers to share various types of information, they do not afraid to share bad news. By sharing numbers with workers, the managers can increase and enhance the sense of ownership of the employees. In this way, it can be a significant tool to manage employee’s performance and outcomes (Daley, 2012).

Encourage and persuade open communication: Open communication helps the employees to express their ideas and opinion without any criticism. By using open communication, the managers can easily address the issues and concerns of the employees. Along with this, open communication also helps in conducting business activities and operations successfully and effectively. If the employers do not communicate with workers then it can damage and harm the employee engagement and image of the company (Locke and Latham, 2013).

Actively promote organizational effectiveness, values, reputation and ethics: Actively encourage organizational reputation, effectiveness, ethics and values, it will help to fulfill the needs and requirements of the employees. It will help the workers to feel good about their leaders and managers.

Culture: The employers encourage workers to find a personal fit with the company culture. Along with this, managers need to focus on the environment and working culture of the firm to motivate the employees for doing work effectively and well. Apart from this, encouraging people can easily identify and evaluate the risks and challenges of the market. In this way, the leaders enhance and boost the potential and capabilities of the workforce.

Let staff tell their own stories: The managers should encourage and inspire the workers to tell their own stories about what they are doing to make unique and dynamic strategies for the success of the firm. It will help to reduce and avert issues and challenges which are raised at the workplace.

Cost Effectiveness and Resource Optimization

Trust: The leaders should maintain trust among the workers to maximize the productivity and performance in the organization. The employers must constantly watch and control on the efficiency and effectiveness of the workers to make effective decision within the organization. These effective decisions may influence the strategic direction of the firm.

Build engagement: The employee engagement is must to improve and manage the performance of the workforce at the workplace. Therefore, the employers should develop and boost employee engagement to increase and enhance the revenue and returns in the firm (Berman et al, 2012).

Encourage innovation: Innovation shall be done by the managers to improve the productivity of the workers as well as organization. The managers should innovative processes, strategies and policies to conduct the business activities in a hassle free manner. Through innovation, the employees are able to perform roles and responsibilities in a better way.

Create a strong team environment: If the organization wants to gain long term competitive benefits and improve efficiency of the workers then the leaders should make unique and strong working environment at the workplace. With the help of strong and unique working environment, the workers are able to participate in decision making process. Also, it will boost and encourage confidence of the employees in the organization (Harrison, 2011).

Sense of belonging: This will help to increase and improve employee engagement in the firm. Sense of belonging and other non-work activities help in making good relationship with workers within the organization. Furthermore, it shall be noted that strong and dynamic relationship between leaders and employees help in attaining the desired mission and vision of the company.

Feedback: It plays a significant role in improving and increasing the outcomes and results of the organization. Providing someone with a little recognition on what they are doing well can go a long way toward boosting and developing the morale of the workers. Along with this, feedback is a two way communication process as it provides an opportunity to share opinion, ideas and find effective solutions.

Provide support employees in their growth and work: The managers or leaders can provide support to the worker’s growth and work by enhancing and providing education, training and development coaching, learning opportunities, cross cultural training, and any other interactions that support employee’s personal development and growth.

Share and collaborate on problem solving: The managers should maintain reciprocal relationship with employees to enhance their performance and effectiveness. By maintaining strong relationship with people, managers are able to handle and resolve their grievances and issues related to the workplace. Also, it will help in maintaining effective communication and cooperation among the employees at the workplace.

Building KPIs and KRAs for Organizational Planning

Delegation: Delegation of authority and responsibility is an effective tool to motivate and encourage people towards their jobs and duties because of delegation of authority expands managerial span of control. Delegation of authority is good for the employees to provide growth opportunities to them. Along with this, it increases trust among the workforce to do job correctly and also it maximizes their ownership of the tasks and duties.

Incentives: The managers and leaders who want their workers to be engaged recognize that incentives and rewards must be distributed based on the objective criteria. In this way, different employee can be motivated by different things.

In this way, the managers can motivate the employees for doing work in a hassle free manner. Further, it will also help to improve and encourage the performance of the team. Now it is assumed that firstly employers assign tasks and duties among the workers. The tasks and duties assign to the workers by considering the skills, capabilities and potential of the workers. It will encourage people for attaining success and growth within the organization.

In the next stage, the top management assesses and evaluates the productivity and performance to analyze and identify their efficiency and capacity. If there is any variation find in performance and productivity of the staff, effective measures can be taken by the top management and managers. It will help to generate more and more profitability within the organization. Furthermore, it will also help to stay in the rivalry market. Finally, feedback is collected by the firm to analyze and review the efficiency of the team. In this way, it can be said that performance management is a vital tool to measure the performance of the employees. Differentiation between potential and ineffective employees can be possible through effective and unique performance system. HRM plays an empirical role to maintain sustainable performance management system in the organization.

There are various advantages of performance management system that have been discussed below.

Performance based conversations: Managers get busy with day to day business activities and responsibilities and they usually neglect the important interactions with employees that provide the opportunity to coach and render work elated to work. A performance management process forces managers and leaders to discuss the productivity and performance issues with the workforce. It also improves behavior of the workers at the workplace (Burke, 2017).

Targeted staff development: It is the responsibility of the top management and managers to prepare the workers for increasing roles and responsibilities.  Unique and effective performance management system can help to identify and analyze the employee development opportunities and it can be an important part of the succession planning process (Dumas et al, 2013).

Developing and Implementing Effective Performance Management Systems

Encouragement to staff: Performance appraisals shall be celebration of all the wonderful things an employee does over the course of a year. It can encourage and motivate the workers form improving their performance in the organization. Encouraging workers can focus on their own work and responsibilities to complete the goals of the company.

Rewards staff for a job well done: Under performance management system, rewards and incentives are given to potential workers to attract more candidates. It will motivate and encourage the workers to perform at higher-level (Armstrong and Taylor, 2014).

Under performers identified and eliminated: It is very complex task to identify and eliminate the underperformers within the organization. An effective performance management process help in identifying and documenting underperformers and allowing for a smooth transition if the relationship need to be terminated in the firm.

Allows employee growth: An effective performance management system can help the workers reach their full potential and capability which can be a positive experience for the both the managers and employee. A good and effective manager takes pride in supervising a worker grow and develop professionally. Now it is assumed that performance management is a quickly maturing business discipline which helps in improving the overall value of an organization. It is a series of organization processes and applications designed to utilize the completion of business strategy. Performance management system is essential for the managers and leaders to develop and boost the morale among the employees. Along with this, it helps in getting better results and outcomes from the whole organization by managing and understanding within an agreed framework. Moreover, performance management system plays a significant role in the organization for handling organizational productivity, managing employee performance and for integrating the management of worker as well as organizational performance. By using performance management system, the managers are able to know and understand the quantity and quality of work (Briscoe, Tarique and Schuler, 2012).

It is necessary to consult relevant groups and individuals about the work to be allocated and the resources they will need because it is essential that correct and appropriate resources are put into place in order to attain long term goals and objectives. It will also help to beat the competitors in the marketplace. Furthermore, it is important to find and evaluate the best methods, techniques and tools of distribution, disbursement and management of resources. Also, it is essential to track the long term resources to determine the needs and requirements of the firm. Along with this, it helps in maintaining cost of the company. By consulting with individuals, it gives them ownership and permits them to participate in attaining the goals and targets as it also makes aware them. Apart from this, planning can be done effectively and efficiently by consulting teams as well as groups. The organization can easily get to know that what processes, plans and policies can be used to accomplish the long term mission and vision. Moreover, optimum utilization of resources can be done easily by consulting with teams and individuals as well. If the company do not consult with teams and other employees then the organization has chance to fail in the planning process. As a result, it will affect the growth and success of the firm adversely. If the firm wants to attain its desired objectives and targets it needs to consult with individuals and teams within the organization (Bar-Tal, 2012).

The Performance Management Process: Planning, Assessment and Recognition

The resources that might be required in business include human resources, training resources, financial resources, natural resources, educational resources, physical resources, capital resources, technology resources, land resources and management resources.

If the resources are not available then the firm is unable to fulfill their duties and obligations in order to attain expected and desired outcomes and results.

The work plan should be correlated with operation plan in the organization. The operational plan may be defined as a process of planning strategic goals and objectives to attain long term mission and vision of the firm. The main aim of the operational plan is to provide organizational personnel with a clear picture of their responsibilities and tasks with attaining long term goals and objectives. In addition, operational plan is essential for the implementing the strategies and policies (Kerzner and Kerzner, 2017).

Work plan plays a significant role in each and every organization. A work plan is an outline and sketch of a set of goals, objectives and processes by which a team or person can attain those goals and objectives by understanding the scope and criteria of the tasks and work. Work plan can either be used in professional or academic life. By using work plan, the firm has been able to meet the requirements of the firm (Slack, Brandon-Jones and Johnston, 2013).

There are various keys that should be considered when allocating work to individual employees have been discussed below.

• Work priority need to be considered.
• The managers need to analyze and evaluate the skills of the workers.
• Person’s availability is must while allocating the resources among the employees.
• Development opportunities shall be provided to individual worker to perform tasks and duties.
• The interest of the workers is checked and analyze by the top management to assign work among the workers (Furnham, 2012).

Work shall be allocated after considering the resources and the potentials of the workers. Along with this, employees must be fully briefed and given them opportunities to ask questions and make recommendations. In addition, they shall be aware of the level of expected outcomes and results. Moreover, supervision can be done by the managers while allocating tasks and duties (Cardona and Morley, 2013).

A code of conduct is a set of rules outlining the social norms, rules, values, religious, responsibilities and proper practices for an individual. A code of conduct is a set of principles, values, and rules of behavior and standards that guide the system, procedures and decisions of an organization in a way that contributes to the welfare of its key stakeholders. It also helps to protect the rights of the stakeholders within the organization (Collins, 2012). Along with this, code of conduct is written for workers of the firm which protects the business. A code of conduct influences the behavior and actions of employee in large extent. It also helps in making effective decision in the organization. If the code of conduct is followed by the workers then it helps to make a financial image in the competitive market. A comprehensive code of ethics can provide extra protection against the illegal activities (Galy, Cariou and Mélan, 2012).

There are various ways to check that teams and individuals are aware of the performance standards, codes of conduct and work output expectations have been stated below.

• Monitoring and controlling of work processes.
• Financial controlling
• Support performance measures
• customer service levels
• Non-financial performance measures
• Quality outputs and inputs
• Following rules and standards
• Conducting formal interviews
• Maintaining strong and open communication
• Maintaining good relationship

Key performance indicator is a quantifiable measure and alternative used to evaluate the success and growth of an organization, and employee in the organization. By using key performance indicators, the firm can check performance and productivity of the workers on regular basis within the organization. Furthermore, the organization uses key performance indicators to track its goals and objectives as it also determine that how best practices are going in the organization to attain better results. When two companies make a contract with their clients, the two companies can agree on specific KPIs to tract and handle the success and growth (Rodrigue, Magnan and Boulianne, 2013). Revenue improvement, increased customer satisfaction, cost reeducation and process cycle time improvement are main example of performance indicators. Along with this, business process, service level agreement, service quality, efficiency, compliance and budget are main key performance indicators which are used by the companies. Key performance indicators affect the efficiency and productivity of the firm. These indicators help to know and evaluate the progress of the firm. These indicators also provide support to the investors to make unique decision for future success and growth. It also helps to make unique and dynamic strategies and policies for the organization. Apart from this, customer satisfaction can be possible through effective key performance indicators. It also satisfies the needs, requirements and desires of the employees. In today’s era, key performance indicators are becoming an important part of any business and trade aiming for growth and success. Cost saving can be done through performance indicators within the organization. Moreover, the company can maximize its profitability and reduce risks and challenges of the market by using key performance indicators. By initiating key performance indicators, the employees can feel happy and enjoy their work and tasks at the workplace (Marr, 2012).

A contingency plan is a course of action that is designed and developed to help an organization respond effectively and efficiently to a significant future event or situation that may or may not happen at the workplace. On the other hand, risk assessment is a process of evaluating and identifying the potential risks and threats that may be involved in a projected activity and operation (Turskis, Gajzler and Dziadosz, 2012). There are three steps to develop and build contingency plan in the organization that have been discussed below.

Complete a risk assessment: To develop a contingency plan, risk assessment and evaluation is essential in the organization. It will help to identify and evaluate the all types of incidences that will cause the plan of action. By using risk assessment, planning can conduct effectively and smoothly in the workplace.

Develop the plan: When an employee is developing a contingency plan, there are enormous things needs to be kept in mind that have been discussed below.

• In the plan, the firm needs to outline the time periods to keep worker on tract. It will help to delegate roles and responsibilities among the workers.
• The managers need to ensure that plan is simple and smooth.
• Along with this, the management seeks opportunities to reduce risks and challenges in the workplace.

Maintain the plan: After preparing the contingency plan, there are many steps that should be followed are discussed below.

• The top management ensures that employees are aware of the plan and they provide regular training to keep workers updated.
• The managers need to review and evaluate the plan regularly.  

There are various aspects of risks assessment and contingency development plan that have been discussed below.

• By using risk assessment, the firm has been able to identify and measure the risk of the firm. In this way, the company can assess threats of the competitors.
• It also helps to reduce future uncertainties and events.

On the other hand, contingency development plan helps to minimize damages which could help to increase production and outcomes. It is an effective tool to reduce bad public relations and it ensures credit availability. In addition, contingency plan helps in reducing loss of production in the workplace. A well documented and effective plan allows the workers to move quickly intro recovery mode rather than waiting for instruction. By implementing a contingency plan, the company can evaluate and measure all possible ramifications in the event of disaster.  In this way, the firm can take enormous advantages by implementing and initiating the risk assessment and contingency development plan. Contingency plan also helps to overcome the competitors in the marketplace (Zwikael and Ahn, 2011).

KRA’s and KPIs should be developed to implement performance management plan in the organization. Planning and system testing is done by the top management to initiate the performance management plan. Monitoring and controlling is done by top management while implementing management plan in the firm. Along with this, code of conducts and rules are set by the human resource management before initiating management plan. In addition, top management and managers collect feedback and review to analyze and judge the performance and efficiency of the workers. Proper training and development session are held by the management within the organization. In this way, the company can easily implement performance management plan at the workplace. 

The performance management is essential to maximize returns and develop skills, knowledge and potential among the workers. It helps in ignoring discrimination among the employees at the workplace. Furthermore, performance management and evaluation help to provide valuable feedback and develop future development requirements, desires and needs. It gives an understanding of how an individual is performing tasks and how well they think that they are doing well.   It also outlines improvement which may be needed in the organization.

Monitoring and evaluation may be defined as a process to help in improving productivity and achieving outcomes. The objectivity and credibility of the monitoring and evaluation depend on the independence of the evaluators. Furthermore, it offers consolidated and significant source of information in the organization. It also improves and reveals issues, mistakes and hurdles and offer paths for improvements and learning. Along with this, it provides a basis for testing and questioning assumptions. Performance monitoring and evaluation can be initiated to analyze and evaluate the efficiency and potential of the workers. If any variation find out during the monitoring process then effective measurement can be taken within the organization. By using performance monitoring and evaluation system, the managers and top management can maximize the growth and success. In this way, it can be said that performance monitoring and evaluation is called continuous process (Newcomer, Hatry and Wholey, 2015). 

It is an important function of human resource management and managers to recognize the employee contribution. If the managers provide recognization to the employees contribution it helps in motivation and encouragement. It also ensures that there is a favorable and positive organizational climate at the workplace. There are various ways to recognize worker contribution have been detailed below.

• The managers need to develop and build a comprehensive system of employee recognition which helps to inspire people in the organization.
• In order to make a worker recognition program effective, managers have to know and understand the needs, requirements and desires of the employees for attaining the results of the firm.
• A great and effective way to recognize employee is by rendering them some extra benefits. These extra benefits could be bonus, incentives, rewards and incentives which would make employees feel that their hard work and effort is paying off.
• Introduce various training and educational programs that could enhance and encourage efficiency and knowledge of the workers.

The employee recognition is important to increase individual productivity and outcomes and retention of quality employees can be increased. It reduces employee turnover and absenteeism within the organization. Great satisfaction and enjoyment at work is one of the significant benefits of employee recognition. Along with this, the employees can get higher satisfaction and loyalty scores from the customers in the marketplace. Additionally, teamwork and collaboration can be enhanced through employee recognition. Furthermore, it helps in maintaining open communication to run the business activities in hassle free manner (Welch, 2011).

In an organizational context, feedback is a process to send ideas, information and opinion to an entity about its prior behavior and action so that the entity or individual may adjust its future and current behavior to attain desired goals and results. Feedback is occurred when an environment reacts to a behavior and action. Feedback is essential and vital wherein the employee and leader discuss best possible ways effectively and efficiently work together to accomplish the organizational goals. Feedback can be either in formal or informal in the firm. Informal feedback is more flexible and elastic than formal feedback because it is free from all types of formalities and issues (Burke, 2017).

Informal feedback is significant to develop rapport with workers and learn them in an ongoing manner. It provides direction and assistance to an employee for doing work efficiently. Informal feedback system is used by the managers and supervisors as well at the workplace to increase profitability. It helps to make employees more reflective and aware about their learning and development. Along with this, management sometimes is unable to send all information by formal system. Hence, informal system covers this entire gap in the organization. Under informal feedback, the workers can discuss their problems and issues freely and they can solve it. For this, work and task can be done properly and it boosts efficiency of the worker. Coordination and cooperation in informal feedback leads to improve and enhance interpersonal relationship that is vital to carry out the business operations and activities smoothly. By using this system, employees are able to inform their managers about their demands, issues and the ways to build the implementation system of the tasks and duties. As a result, it provides an opportunity to send the suggestion to their top management. In this way, system plays an empirical role to complete the tasks and duties properly. Under this system workers can disclose their needs, emotions and sentiments to others without feeling any hesitation (Baker et al, 2013).

To conduct the effective performance appraisal, the firm should develop and design a legally valid performance review process and set the standards for performance appraisal. It will help to conduct unique and attractive performance appraisal within the organization. Furthermore, the managers should schedule the first performance review and evaluation for six months after the employee starts employment and work (Anstey, Riggar and Walker, 2017). There are various reasons to initiate performance appraisal system in the organization which has been discussed below.

Make employees feel valued: The employees feel valued and praise with the help of effective and unique performance appraisal system.

Resolve grievances: The appraisal provides a great opportunity to address and resolve the concern of the workers.

Set new goals: It also helps in setting new goals and objectives in the firm (Goel, 2012).

The managers and workers need training and development coaching to understand and know whether how the system works, how they can contribute and what the outcomes of the appraisal should be. They should understand and be involved in setting appropriate performance rules and standards. The managers and employees need to understand how the performance appraisal process suits with the company’s expectations and procedures for the future productivity. Apart from this, workers should attend the review with a self evaluation. In addition, a review shall be an effective and dynamic tool for improving and enhancing worker productivity and satisfaction. Managers should receive training and development coaching to keep files relating to strengths and weakness of the employees. Additionally, the employees are able to discuss issues related to workplace by receiving training in the organization (McDermott, 2016).

Performance management system is an effective and dynamic tool to analyze and evaluate the productivity, efficiency and effectiveness of the workers. No company can explore and expand the business activities without effective and talented workforce. To analyze the performance of the workers, performance management system is initiated by the HRM within the organization. There are various components of performance management system including performance planning, ongoing performance, performance appraisal meetings, data gathering, documentation, observation and performance coaching. The selection of the workers for transfers, promotions and other actions can be possible through an effective performance management system. Additionally, it also helps in improving and enhancing the efficiency and potential of the ineffective and poor workers who are unable to perform roles and duties successfully. Moreover, employees are motivated and inspired with the help of effective performance management process in the organization. Under this system, managers and supervisors set long term goals and objectives, monitor their productivity, give regular feedback and conduct performance reviews. Using monitoring and controlling, the employees can better understand and know that what the skills they need to develop and improve. Performance feedback also fulfills the basic human needs and requirements, which leads to higher morale and self esteem. Furthermore, a dynamic performance management process can enable managers and leaders to better understand and evaluate the strengths and weaknesses of the workforce. Also, the employees are able to understand their job roles and responsibilities within the organization by using performance management system. Using an optimal and unique PR system, managers can easily administer and handle the actions and tasks fairly. In this way, performance management system provides a right platform to the workers to perform assigning tasks and duties successfully and smoothly.  

On the other hand, performance evaluation is an important tool which is used by managers and top management to measure the productivity of the workers. The managers can assess employee’s strengths and weaknesses in the firm. Performance evaluation brings a manager and employee on the same table. This means it helps in reducing and eliminating the differences and issues that are raised at the workplace. Performance evaluation also provides support for handling and resolving the issues and conflicts. It also helps to measure and asses the overall worth of the particular employee in the organization. The performance evaluation also provides a chance for the workers to make care for him that could lead to increase additional advantages. In this way, performance evaluation provides significant benefits to the workers as well as managers (McDavid et al, 2012).

The main aim of the human resource management is to develop effective performance management system in the organization. Each and every company should be performance management system to analyze the skills, potentials, knowledge and experience of the employees. This system helps to maintain reciprocal relationship between employee and employer as it also increases and enhances productivity of the workforce. If the company does not maintain a dynamic performance management system then it cannot meet its desired mission and vision. Reduction in issues, barriers and conflict is one of the significant benefits of performance management system at the workplace. Along with this, it helps in boosting and improving loyalty and trust of the employees. Absenteeism and culture issues can also be reduced by using unique performance management system (Shields et al, 2015).

Informal feedback is the form of passing comments and order like great job on birthday cake, Tim. The guest will happy with it. On the other hand, formal feedback comes in the form of a meeting or appraisal about productivity and performance. Formal and informal feedback plays an empirical role in the organization to maintain unique relationship with employees. No company can grow its business in the market without using effective and unique feedback (H. Mulder, 2013).

It is necessary to resolve and handle the performance issues to accomplish the long term goals and targets. Documentation is also essential to promote the growth, to let the workers how they are progressing and succeeding and to provide motivation to the workers. If the performance issues are measured and evaluated, the top management and HRM might need to be assisted and advised regarding the performance issues. They communicate with workers to understand the cause of the issues and barriers. In this way, performance issues shall be identified and documented to provide evidence for performance plan implementation and future growth. In this way, upper management and HRM play a vital role to identify the issues and challenges in the firm. Along with this, the firm has been able to meet its objectives and targets in a hassle free manner. Documentation is an evidence of issues and barrier which is raised in the workplace. Furthermore, documentation helps to provide regular feedback about the performance of the employees (H. Mulder, 2013).

Sue works for you in a busy, customer focused technology support center. Her position requires her to answer the telephone, handle face to face enquiries regarding technical difficulties, user her knowledge and experience to solve problems and finally to communicate solutions to customers. Until recently you considered sue to be very capable. You received   good feedback from other staff and customers about her technical ability and customers generally. Recently, however, you have received a number of complaints about her from one of your colleagues and from several customers. The complaint relates to her terse and harsh interpersonal and her lack of responsiveness and deal with problem.  In this case open communication is build and developed by the firm. Along with this, one-on-one conversation in private shall be done as it can become best option for the employees. Apart from this, suggestion would be given to the employees regarding the complaints. In addition, an honest, casual and open approach should be initiated within the organization. Open and casual approach helps in detecting issues and conflicts among the employees. Feedback must be collected to improve and judge the performance of the workers. In this way, issues and problems can be resolved.

Coaching is form of development in which a person and individual called a coach provides supports to the employees in order to achieve goals and objectives by providing training and development guidance. Mentoring is done by talented and skilled person within the organization for improving and enhancing the efficiency and effectiveness of someone in the workplace. It is a process of assisting to the employees by using a number of procedures and processes. On the other hand, coach develops and builds specific skills and development. It may include the level of personal interaction that a mentoring roll would deliver. Mentor maintains close relationship with workers to accomplish the common goals. In addition, various strategies and plans are used by mentor for providing knowledge and experience to the workers. Mentoring indicates a reciprocal relationship between personal support and encouragement. In this way, the company can get better results and outcomes. On the other hand, various coaching session and programs are held by coach to improve the efficiency and effectiveness of the employees (Dolores Vidal et al,  2012).

On the job coaching is provided to the employees for increasing and enhancing the job satisfaction and morale. If issue is raised in the firm due to lack of understating and communication, then on-the-job coaching is provided by the mentor and coach at the workplace. Furthermore, on the job coaching is provided to get better results and outcomes within the organization. Along with this, on the job coaching plays a key role in decreasing turnover in the organization. In addition, if there is absenteeism occurred then on the job coaching is held by mentor at the workplace. In this way, the mentor and coach help in motivating and inspiring the employees successfully. Moreover, if the company introduces new technology and brings changes within the organization then on the job coaching is initiated by the mentor and coach. It will also help in employee engagement and open communication. Therefore, mentor and coach are responsible to provide proper guidance and assistance to the workers.

It is significant to record and track the performance and productivity of the workers to make a unique image globally. If the company is unable to maintain proper record of the employee’s performance then various issues can be dealt by the firm. The significance of document and record performance has been detailed below.

• To determine that how business is performing and managing
• To evaluate and identify the productivity levels
• To render evidence, facts and solutions for future
• To identify and measure the training and development needs and improvement
• To evaluate that whether actual productivity matches with standard performance, if there is any variation find out then effective measures can be taken.
• Assist and analyze income, transfer and promotion
• To improve and enhance the productivity of the workers.
• To analyze and identify the backgrounds of the employees

Performance improvement plan is designed to facilitate constructive and effective discussion between the employees and employer to analyze and clarify the exact productivity and performance. Firstly, the managers need to find out the problems that whether the problem is related to behavior or performance. Identify and measure the standards and norms that need to be improved and evaluated. The organization clearly defines the areas that need to be improved. After setting the goals and objectives, identify and analyze the need of the mentoring, support and coaching and establishes an evaluation date. Furthermore, measure and analyze the performance and productivity against the expected standards and results. Along with this, the company should analyze the ways and methods through which the performance can be rewarded and recognized. In addition, explain the process and procedure that must be followed by the workers. Moreover, excellent and effective performance can be identified and evaluated by praise and acknowledgement. On the other hand, rewards and incentives shall be offered by the firm to implement performance improvement plan. Training and development coaching shall be provided by the managers and leaders. It will help to appreciate the hard work and efficiency of the workers. Mentoring and coaching programs and sessions must be held by the company to initiate the performance management plan within the organization. It will also help to provide support and assistance to enable the workers to perform tasks and roles effectively. In addition, counseling session can be conducted by the firm to improve performance management plan. Furthermore, the firm should explain the disciplinary actions that can be taken if a worker performance and productivity does not improve. All these procedures must be documented while implementing a performance improvement plan (Duckworth et al, 2011).

When an organization developing and improving process, plans and procedures, HR need to take advice to resolve the issues and challenges in the firm. They should provide support and guidance to expertise for eliminating the challenges and hurdles within the organization. HR maintains a relationship between managers and employees to conduct business activities successfully. They draw up satisfactory results and outputs that can be benefited the employees and employers as well. Furthermore, HR can also keep discussion on track and clarify the barriers and issues with employees. They are also responsible to maintain a positive working environment in the organization. Along with this, they also ensure and protect the rights and interest of the managers and employees. If the constant performance management and counseling are failed to handle and resolve the issues and hurdles, HR can be interfered for resolving these issues and problems. In addition, they can take further action to overcome the rivalries globally. HR makes unique and dynamic policies and procedures for doing work in a hassle free manner (Bouskila-Yam and Kluger, 2011).

It shall be noted that motivation is one of the significant benefits for the workers and mangers that are provided by the HRM. They maintain close relationship with workforce to handle the conflicts and obstacles at the workplace. It helps to maximize the outputs and returns of the firm. Moreover, training and development session and seminars can be held by HR to manage performance improvement plan. Effective recruitment and selection are done by human resource management to select right and potential candidate within the organization. In this way, the firm can meet its long term success and sustainability in the global market. On the other hand, performance appraisal can be done by HR to encourage the productivity of the employees. In this way, HR renders enormous benefits for the welfare of managers and employees in the organization.

Performance appraisals play an integral role in each and every company to enhance the efficiency of the employees as it also increases outputs of the firm. Human resource management and upper management help in conducting performance appraisals within the organization. Along with this, HR is responsible to provide appraisals and incentives to the employees. All documentation shall be done for collecting facts and evidence within the organization. Apart from this, performance goals and objectives must be analyzed and identified to determine and evaluate whether they are being attained or not. If there is needed new goals and objectives shall be set the human resource management (Daley, 2012).

The company can provide motivation to the workers for their excellent performance. Along with this, rewards, incentives, bonus, monetary and non-monetary benefits can be provided for their effective productivity and performance. It will help to enhance and inspire the employees for performing roles and responsibilities in a hassle free manner (Musgrove, 2011).

A good and effective performance system must aim for improvement in the worker performance and productivity. The human resource management should provide opportunities for growth and development in the workplace. It helps in encouraging the workers as it also provides growth and personal development opportunities. Along with this, an effective performance management system also offers opportunities for mentoring, coaching and counseling and analyzing the need and requirement for training. It shall be noted that it provided diversify tool for employee growth and success within the organization. HRM also analyzes and measures the production capacity of the worker at the workplace maximize the production of the firm. In addition, various disciplinary actions and steps must be taken by top management and human resource management to maintain favorable culture at the workplace. This culture will lead to attain long term vision and mission. If the managers and top management decide that an employee is so poor and unable to perform roles and responsibilities effectively then strict actions can be taken by them. There are various things need to develop and implement performance plan that have detailed below.

• The history and abilities of the workers.
• Timeframes and training opportunities and growth
• Possible future outcomes and results
• How performance and productivity can be measure
• Determine motivation tools and techniques.
• Analyze if any disciplinary action has been taken.
• Feedback can be collected
• Rewards and incentives can be provided

All these things help to improve and implement the good and effective performance system within the organization. It also helps the firm to make a unique image in the market that helps to differentiate from its competitors. Long term goals and targets can be achieved with the help of good performance system. Feedback provides support to maintain effective performance system in the workplace (Olsson and Roxå, 2013).

An employee is going through a nasty divorce. As a result of the divorce, the workers can no longer afford to pay for child care for their 4 and a half year old child. The child will be starting school in 4 months time and the school offers free after school care for working parents. The employee has been distracted at work, making more errors than usual. They have had a lot of time off and often have to leave work early to care for the child. Previous to this the employee’s performance was excellent. In this case, the company shifts the employee’s hours for providing take care to the child. It is necessary to support them because they are a significant and valued employee. Along with this, delegation of some of their task to other person may be helpful for the employee. It will reduce the work pressure of the employee.

An employee’s performance is identified as being unsatisfactory. The reasons for the worker’s poor performance are not satisfied. The employee will focus on their tasks and duties widely to attain desired goals and objectives. It can be one of the best approaches for the worker and employer as well.

It is true that counseling can be integrated if the performance and productivity does not improve. Counseling is the process ad provision of professional guidance and assistance in handling and resolving personal and psychological issues and challenges. If the employees are unable to improve performance, then counseling sessions are held by the company to improve and boost the employee’s performance. Counseling provides guidance and knowledge to do work effectively. Furthermore, it develops and improves the confidence and morale of the workers at the workplace for doing tasks and duties (Sue and Sue, 2012).

If the employee is unable to perform tasks and duties then unique disciplinary actions can be taken by the firm. Guidance and training sessions are held by the company to improve the performance. If employee does not improve performance then warning letter can be issued by the firm (Wadhwani and Bucheli, 2014).

In first condition, the managers and leaders to focus on the training and development coaching which help to boost and develop the confidence of the employees. Dismissal needs to be looked to improve the employee’s performance and outcomes. Along with this, termination can be done by the firm. In addition, managers and top management consult with HR to improve and develop the productivity and performance of the workers. For this purpose, all the documentation process shall be done and presented as evidence for making effective decisions. Apart from this, unique and effective strategies such as performance management system, performance appraisals would be initiated by the managers and upper management.

An employee’s behavior and actions at work has become erratic and their performance and productivity has slipped markedly. They have on occasion, attended work smelling of alcohol and behaving as though intoxicated. When the leaders speak to the worker, the worker admits that they have a problem and issue with alcohol but does not know where to turn to get help. In this condition, awareness plays a significant role to aware the workers in order to eliminate and reduce the side effects of alcohol. They should focus on hygiene factors to maintain a favorable environment. In addition, the top management should offer some time to the workers to give a chance to them for eliminating and averting these issues. Guidance would be provided to the workers in the workplace.

A worker’s performance and productivity has been measured as being unsatisfactory and the employers are unable to improve the performance of the workers. Although, training and learning sessions were held by managers but there has been no improvement in the productivity of the workers. In this case, managers should provide more training to the employees and they should ask the causes of failures. In this way, managers should retrain the employees for improving the performance and productivity. Delegation of tasks and duties shall be done properly to enhance the performance of the workforce. Along with this, managers should sit with workers to understand their grievances and issues related to the workplace. All these functions would be performed by the managers if the employees are unable to perform tasks and duties well.

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