Ms.Caroline Byrne

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Higher Diploma in Personnel Management 2011-2013

Module: Managing and Leading People

Title of Assignment: Management Report

Lecturer: Cathriona O’Keeffe

Name: Caroline Byrne 111138408

Word Count: 2,551

Submission Date: 6.2.2012

Plagiarism Declaration
I herby acknowledge that I have read and understood the above definition of plagiarism. I declare that all material found from other sources used in this piece of assessed work whether directly quoted or paraphrased has been clearly identified and attributed to the sources from which it came by means of foot note or endnote reference

Signed: ________________________________________________________

1.Senior management have indicated that the introduction of a performance management process, which would stimulate improved performance within the organisation, is an area they wish for me as HR manager to explore?

Findings outlined below:
Performance management provides a mechanism for improving business performance by ensuring team members are clear about their work priorities and how these relate to our company’s overall business strategy. Performance management can be described as a holistic approach to bringing many of the elements that make up a successful practice of people management, including learning and development. Therefore I as HR manager propose to introduce a performance management scheme that will allow for individual and organisational growth and will be applied with consistency and fairness throughout the organisation. We will adopt a systematic approach to performance management using performance goals, measurement and feedback.

Armstrong and Baron define performance management as
“A process, which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved”

The first step in our performance management scheme will be to introduce a performance appraisal. The performance appraisal will be a two-way communication process whereby a team member agrees targets with their manager and understand their work responsibilities. It will provide an opportunity to reflect on past actions and also how both the team member and manager can improve performance for the coming year. While the manager and team member agree on performance objectives and standards they will also discuss and agree on learning and development actions for the forthcoming year, these development needs will be divided into the following three sections:

Personal Development
This is aimed specially at the team member improving their competency to perform their role

Departmental Development
Development, which may be required for the department as a whole to achieve the targets, set out e.g. team leader development programme.

Organisational Development
Development required for many departments to improve the performance of the overall organisation e.g. improves internal intranet system so information is more accessible. (Copy of appraisal form in appendices)

I as HR manager believe that the performance appraisal system will enhance performance as team members will work, learn and achieve more when they are given: * Adequate feedback as to how they are performing

* Clear attainable goals
* Involvement in the setting of tasks and goals

The performance appraisal will be the key cornerstone in growing healthy working relationships and for that reason it is imperative that all managers conduct the appraisal of their own team members. Full training from an external provider will be given to all managers and team leaders. The cost of this training from a reliable provider is €800 a day and the training programme would run for two days so as all managers and team leaders are able to attend. Therefore the full training...
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