Miss
Why measuring performance is important:
A summary of the ways in which performance management techniques could be important to an organisation should be followed by learner judgement of whether they actually believe they are valuable. All judgements should be justified.
They could be important because they:
1. are a motivator for employees
2. provide a focus for appraising staff
3. enable managers to identify weaknesses
4. provide a practical basis for remedial actions and staff development
5. give specific criteria for managers to judge performance. This task focuses on staff performance measurement systems.
P5: Prepare hand-outs to describe the various ways in which staff performance can be measured.
M3: Explain how the results from this process can be used to plan staff development.
D2: Assess the importance of measuring and managing staff performance at work.
Measuring performance: performance indicators (achievement against targets); goal theory; SMART (specific, measurable, achievable, realistic, time-bound) targets eg sales targets, growth targets, financial targets, waiting times, pass rates, punctuality, attendance; benchmarking
Managing performance: probation; appraisal; supporting employees eg mentoring, monitoring, buddying; occupational health; managing workloads; delegating authority; responsibility; capacity; competence; autonomy; linking rewards to performance; discipline; employee development(training, learning, job rotation, accelerated promotion, personal, professional)
This task focuses on staff performance measurement systems.
P5: Prepare hand-outs to describe the various ways in which staff performance can be measured.
M3: Explain how the results from this process can be used to plan staff development.
D2: Assess the importance of measuring and managing staff performance at work.
Measuring performance: performance indicators (achievement against targets); goal theory; SMART (specific, measurable, achievable, realistic,
A summary of the ways in which performance management techniques could be important to an organisation should be followed by learner judgement of whether they actually believe they are valuable. All judgements should be justified.
They could be important because they:
1. are a motivator for employees
2. provide a focus for appraising staff
3. enable managers to identify weaknesses
4. provide a practical basis for remedial actions and staff development
5. give specific criteria for managers to judge performance. This task focuses on staff performance measurement systems.
P5: Prepare hand-outs to describe the various ways in which staff performance can be measured.
M3: Explain how the results from this process can be used to plan staff development.
D2: Assess the importance of measuring and managing staff performance at work.
Measuring performance: performance indicators (achievement against targets); goal theory; SMART (specific, measurable, achievable, realistic, time-bound) targets eg sales targets, growth targets, financial targets, waiting times, pass rates, punctuality, attendance; benchmarking
Managing performance: probation; appraisal; supporting employees eg mentoring, monitoring, buddying; occupational health; managing workloads; delegating authority; responsibility; capacity; competence; autonomy; linking rewards to performance; discipline; employee development(training, learning, job rotation, accelerated promotion, personal, professional)
This task focuses on staff performance measurement systems.
P5: Prepare hand-outs to describe the various ways in which staff performance can be measured.
M3: Explain how the results from this process can be used to plan staff development.
D2: Assess the importance of measuring and managing staff performance at work.
Measuring performance: performance indicators (achievement against targets); goal theory; SMART (specific, measurable, achievable, realistic,