Mobilizing People

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MOBILISING PEOPLE MDP 114Q
MDP JAN 2012

3/12/2012
MDP JAN 2012

3/12/2012
EDS211A
UNIQUE NUMBER: 229768

EDS211A
UNIQUE NUMBER: 229768

TABLE OF CONTENTS
0TABLE OF CONTENTS1
1EXECUTIVE SUMMARY2
2INTRODUCTION3
2.1ZULULAND ANTHRACITE COLLIERY (PTY) LTD (ZAC)4
2.2ST JOHN4
2.3CHEP5
3PERFORMANCE APPRAISAL5
3.1EFFECTIVE PERFOMANCE APPRAISAL SYSTEM5
3.1.1DESIGN INPUT6
3.1.2TRAINING APRAISERS6
3.1.3FORMAL AND INFORMA METHODS6
3.1.4APPRAISAL SYSTEM EVALUATION7
3.2EVALUATION OF THE THREE COMPANIES7
3.2.1ZULULAND ANTHRACITE COLLIERY (PTY) LTD (ZAC)7
3.2.2ST JOHN8
3.2.3CHEP9
4REWARDS SYSTEMS12
4.1THE AIMS OF REWARDING EMPLOYEES12
4.2REQUIREMENTS FOR AN EFFECTIVE REWARD SYSTEMS12
4.2.1Attract talented employees13
4.2.2Retain talented employees13
4.2.3Motivation13
4.2.4Legal considerations13
5PERFORMANCE APPRAISAL AND REWARD SYSTEMS14
5.1ZULULAND ANTHRACITE COLLIERY14
5.2ST JOHN14
5.3CHEP14
6IMPROVING PERFORMANCE APPRAISAL AND REWARDS SYSTEMS15
6.1OBSERVATIONS AND RECOMMENDATIONS15
6.1.1ST JOHN15
6.1.2CHEP16
7CONCLUSION17
8LIST OF SOURCES17
EXECUTIVE SUMMARY
Grobler et al (2011:293), describes performance management as a process which significantly affects organisational success by having managers and employees work together to set expectations, review results and reward performance. In www.wikipedia.org; it is said that performance management includes activities that ensure that goals are consistently being met in an effective and efficient manner. 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. Performance management should be done within a specified framework, which comprises logical steps that must be followed to complete the process: Step 1:there must be an agreement on objectives to be met

Step 2:there must be feedback on the performance of the agreed objectives. Step 3:there must be an agreement on the evaluation of performance. Step 4:there must an assessment of competencies, personal qualities, professional and technical competences. Behaviour and qualities that are in the achievement of objectives must be identified since behaviour enable the appraisee to be more effective. Step 5:the appraisee’s future plans and aspirations must be identified as well as the required professional experience needed to achieve those aspirations. Step 6:Development actions must be specified for progress purposes.

Performance Contracting

Agree Performance Criteria & Job Accountabilities & Objectives Monitor & Evaluate Performance
Feedback & Appraisal
Develop & Improve Performance
Performance Contracting

Agree Performance Criteria & Job Accountabilities & Objectives Monitor & Evaluate Performance
Feedback & Appraisal
Develop & Improve Performance

Figure 01: Performance Management Cycle.
There are indeed various performance management tools used to achieve organisational goals. However for the purpose of the assignment our main focus will be performance appraisals and rewards systems employed by various organisations to ensure that their goals are consistently met in an effective and efficient manner. INTRODUCTION

The following is to evaluate the Performance Appraisal process of a company as key component of overall management systems, enabling employer to determine and monitor performance expectations, manage the development and align people with values, business goals and strategies. This is an ongoing process involving employee, direct manager, 2nd level manager and Human resources department in continuous cycle of improvement of performance and capability. PA is the process that helps develop the relationship with the employer and employee by sharing results,...
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