16.What type of training is required to make adequate use if performance management system?

In order to make performance management system adequate, HR manager should concentrate on providing guidance and training on how to collect valid evidence concerning job performance by using appropriate appraisal tools and techniques. provide training to managers in perfomance interviewing so that they can provide good feedback to employee, which will reinforce productivity and promote employee development

15.What guidelines for framing and communication performance feedback would you recommend to a manager about to conduct formal performance reviews for the first time?

First i will told him to be poswitive,constructive and solution  specific and not general (clearly state events/facts that occurred) 

•         Focus on specific behaviour, not on the person or the intentions

•         Share observations and be constructive

•         Explain consequences of this behaviour

•         Ask for individual’s view

•         Ask the person how she will correct the behaviour

14.Outline the importance of giving feedback?

1.in order for a company to work effectively feedback should be given,and this act as a 2 way communication between employees and employer

2.providing feedback can help employees to know their performance and if wrong employees can make better effort to improve,And this is consider as a good feedback 

But sometime the are also negative feedback

13.when developing a PMS ,managers need to choose between various or features of design available to them.Outline at least four such options.Your discussion should also outline the strenght and weakness of the various performance management methods?

Before designing a PMS some point should be consider = 

1.well show the objective of the company specially to employees .     

2.managers should take in consideration with the performance of employees

3.before the manager should encourage self management and empowerment.

4.He should not forget to eliminate the barriers of communication,inorder to communicate with the employees.

5.there should be training 

6.there should be performance appraisal 

7.focus on future performance

However designing a PMS consiste of weakness because it has been noted that using annual evaluations as the sole performance management tool can actually worsen a situation in which the assessment is mediocre or negative.

12.what role can HR play in improving organization performance?

In order to imporve organisation performance the human resources manager should follow different  step,he should design ,implement . 

1.Another thing the HR should do is to make sure that employee are going toward  and having the same objectiveof the business.

2.He should ensure that activities to ahieve goal should be put first

3.The HR should give support in terme of document 

4.The should ensure that employees  and managers are obtaining training inorder to work more effectively the hr should guide and consell managers on the pm process

5.he/she should ensure fairness and equity at all step at all step of performance

6.He/she should createan environment where employee feel at ease and from part of theory Y (HERBERG"S THEORY)

 

 

 

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11.How can PMS assist with the up-skilling and development of an employee?

During an appraisal meeting or even during the monitoring process, the performance of an employee is observed, taking into consideration the WHAT and the HOW:

·  what work he has achieved and what is his performance  (Results),

·   how he is working, in what way he is doing things (Attitude & behaviours)

 These observations will help to identify performance gap which will give lieu to training and development needs.  Appropriate training will be defined to cater for up-skilling of the employee. 

 

10.How can performance management system be improved ?

first Performance management (PM)is activities that help the company to meet their objective but objective should be SMART(specific,measurable,achievable,realistic and have a dead line,in addition goals should be achieve in an effective way. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.

after this bref explanation on PM,let see how it can be improved.

• The performance management has to be continuously reviewed= has to be check

  • it has to be adjusted = has to be re design

    • it has to be implemented = which include the act of accomplishing some aim or executing some order

      PM can also be improve by collecting data ( which can be obtain by intreview,survey or observation,the survey can include

      ·        The accuracy and relevance of information and data collected for appraisal.

      ·        Reactions of employees and supervisors on appraisal systems

      ·        The timeliness and content of appraisal reviews

       

 

 

 

 

 

9.why is the necessary for organizations to have a grievance procedure?

1. it is necessary to have grievance procedure in an organization because it bring fairness, consistency ,justice and equity in other word it serves as a check on the arbitrary actions of the management because supervisors know that employees are likely to see to it that their protest does reach the higher management

2.most of the time all the complaints of the employees would be taken in consideration by supervisors, for these supervisors may not have a proper to held this problem, and they may lack authority. Moreover,there may be both personality conflicts and other causes.

3.Grievance procedure help to avoid stress,help to avoid destroy the moral of employee and also help to avoid destroying the willingness to cooperate with the company because if an explosive situation develops,this can promptly attended to if if a grievance handling procedure is already in existence. 

4.it also establish good relationship within the company,no.4 can be join to no.1....it include fairness

 

 

 

 

 

 

8.Explain the disciplinary action process?

First a chart to have an idea and explanation will follow

 

Before frighting an employee,the company should follow some steps to avoid problem with the trade union .

the HR manager has to ensure that employees are performing satisfactorily in order to attain the objectives of the business.However ,poor performance,in disciplinary misbehavior,gross misconduct have to be deal appropriately.In other words disciplinary actions can be taken and these should follow certain procedures like :

1.Oral warning : an oral warning will be given to the employee by his/her employer

2.written warning : In case the problem persist ,there would be a written warning

3.second written warning : if the problem continues then the employee will received a second return warning by the line manager

4.suspension : as a fourth step there would be a temporary suspension of the employee

5.Disciplinary board : next he/she will be convince for disciplinary heading in front of a disciplinary board .the employee will be allow to be accompany by someone. 

6.Result  : in case being guilty he runs the risks of being dismiss,however he/she will be given a right to appeal.it is important for the business to follows the procedures appropriately before dismissing an employee.however a fair treatment should be provided.in case the employees believes that he/she has been unfairly dismiss then,the business may face pressures from the trade union or even legal action.

HERE A SHORT VIDEO TO HAVE BETTER EXPLANATION !

 

 

 

 

 

7.what is the basic purpose of staff counselling ?

first counselling is a way to help people  to sort out issues and reach decisions affecting their life.

and the purpose of counselling are as follows

    

   1. counselling act as a support to employees

    2. it help workers to find a solution to their probleme it can be personal one or probleme within the company

    3.it will also help to increase the performance of the employee and skill because finding a solution within counseling this will help employee to fell free and be motivated  

    4.counselling act as a tools of communication,an example if the manager need to communicate to worker about new issues

my own conclusion= if think that counseilling is a *win win situation because when counseilling is given to workers,the worker fell free and is more able to work it is benefit for the employee but also for the company because this can increase the performance of the employee.

*win win situation= benefit for both parties

 

6.why  is accurate and complete documentation so important in performance management,particularly when dealing with employee under performance ?

complete documentation is really important,specially when dealing with performance management because firstly it help to assess the performance of the employees Accurate and complete documentation is very important specially when dealing with performance management because firstly strong and concreat prouf sholud be collected in order to show the employee.

second reason is that if the company has to dismiss the employees and if trade union interfere so the company need this document showing the poor performance of the worker.  

and the third one,decision making will depend mainly on the documentation which has been made. for example if the employee should counsel, suspended or dismiss or if the employee need training

Example of a complete document

5.Is it possible to conduct meaningful performance appraisal without accurate and up-to-date position description and performance indicators?

Fristly the job description is a documents containing the day to day task,the duties and responsibilities of an employee,so related to the question it won't be possible to conduct a meaningful performance appraisal because   if the Manager does not have accurate and up-to-date job description and performance indicators.  The appraisal meeting will be useless because the employer will not know what performance plan has been defined,the employer must know what is the role and responsibilities of the worker,what is his/her task to know if the employee is doing his/her work

In addition the performance indicators will give an idea of how much the effort the worker should give. 

4.identify examples of financial and non financial reward?

Financial reward is also known as monetary reward what include Bonus,commission and piece rate 

And non financial reward refers to reward which does not include money directly car allowance,air ticket,medical care free and more other.

3.List and briefly explain the objectives of appraisal interviews?

  the first one is : 

1.Give chance to employee : this include giving employees the chance to defense him-her again poor evaluation

2.increase communication ; appraisal interview include interview between the employee and the manager,discussing about the various problem may personal problem of the employee

3.Help to improve employee performance : the appraisal interview will help to to know where is the problem if the employee is not performing well,and by this the manager will know what type of training should be given to the employee .

HERE IS AN EXAMPLE OF HOW AN INTERVIEW APPRAISAL HAPPEN

 

                                                      

  

 

2.what is code of conduct?

when we mention code of conduct it refers to way that we should act in the workplace,another word that can be us is being ethical at work,A code of conduct is also a set of rules containing the responsibilities  an individual, party or organization,an example of code of conduct is the way we should be dressed in workplace and an example of code of conduct at school is that we should not smoke

1.what is performance management?what is the different between performance management and performance appraisal??

A performance appraisal needs to be a series of constructive, developmental discussions, between line managers and their reports and performance appraisal form part of performance management ,performance appraisal is also to know the capacity of the employee whereas Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization,in addition performance management is also a continuous process which clarify job responsibilities