People performance
When allocating work on a fair basis, the following points need to be taken into consideration:
* The objective/goal of the task to be carried out. * The skills, knowledge and experience of individual staff members. * The resources available to complete the task. * The overall workload of both the individual staff members and the practice as a whole. * The required timeframe for the task to be completed.
2. Why are performance management systems necessary and how do you think performance appraisals contribute to performance and to productivity in an organisation?
Performance Management systems are necessary to both monitor and evaluate the practices work flow and goals and to ensure the best productivity from staff by setting clear goals and providing the opportunity for staff training and development.
When correctly designed and implemented as a genuine attempt to help employees reach their full potential, regular performance appraisals can be a great motivational tool that contributes significantly to the organisations success.
Acknowledging a staff members strengths and efforts makes them feel confident and appreciated, while helping them identify their weaknesses. It allows us to put strategies in place and develop training plans to strengthen these areas.
A satisfied and efficient team makes a happy and productive workplace which goes a long way towards increasing the success and profitability of a business.
Performance Criteria 1.1. Consult relevant groups and individuals on work to be allocated and resources available 1.2. Develop work plans in accordance with operational plans 1.3. Allocate work in a way that is efficient, cost effective and outcome focussed 1.4. Confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals 1.5. Develop and agree performance indicators with relevant staff prior to commencement of work 1.6. Conduct risk analysis in
* The objective/goal of the task to be carried out. * The skills, knowledge and experience of individual staff members. * The resources available to complete the task. * The overall workload of both the individual staff members and the practice as a whole. * The required timeframe for the task to be completed.
2. Why are performance management systems necessary and how do you think performance appraisals contribute to performance and to productivity in an organisation?
Performance Management systems are necessary to both monitor and evaluate the practices work flow and goals and to ensure the best productivity from staff by setting clear goals and providing the opportunity for staff training and development.
When correctly designed and implemented as a genuine attempt to help employees reach their full potential, regular performance appraisals can be a great motivational tool that contributes significantly to the organisations success.
Acknowledging a staff members strengths and efforts makes them feel confident and appreciated, while helping them identify their weaknesses. It allows us to put strategies in place and develop training plans to strengthen these areas.
A satisfied and efficient team makes a happy and productive workplace which goes a long way towards increasing the success and profitability of a business.
Performance Criteria 1.1. Consult relevant groups and individuals on work to be allocated and resources available 1.2. Develop work plans in accordance with operational plans 1.3. Allocate work in a way that is efficient, cost effective and outcome focussed 1.4. Confirm performance standards, Code of Conduct and work outputs with relevant teams and individuals 1.5. Develop and agree performance indicators with relevant staff prior to commencement of work 1.6. Conduct risk analysis in