Performance Management

Only available on StudyMode
  • Download(s) : 68
  • Published : March 5, 2013
Open Document
Text Preview

[pic]

HAVERING
college
CIPD Certificate in Personnel Practice

Unit 1:

PERFORMANCE MANAGEMENT

Term: 03/12/2009
Tutor: John Archer
Student: Onofrei Mihaela
CIPD number: 22916875

ASSIGNMENT STRUCTURE

TITLE PAGE ……………………………………………………………… 1

CONTENT PAGE …………………………………………………………… 2

GLOSSARY OF TERMS………………………………………………. …… 3

TERMS OF REFERENCE………………………………………………… … 4

METHODOLOGY…………………………………………………………… 5

INTRODUCTION/GENERAL BACKGROUND …………………………… 6-8

DEVELOPMENT OF EXPOSITION …………………………………………9-12

CONCLUSION ……………………………………………………………… 13

RECOMMENDATION……………………………………………………… 14

APPENDICES………………………………………………………………… 15-20

BIBLIOGRAPHY………………………………………………………………21

GLOSSARY OF TERMS

OIMM- Advisors Medium and Large Enterprise Officers

CIPD – Chartered Institute of Personnel and Development

OPJ – People Juridical Officers

OCC – Customer Advisors

OTC – Officer Customer Transaction

RCI – Raiffeisen Capital & Investment
RAM – Raiffeisen Asset Management

BO – Bank Officers

TERMS OF REFERENCE

This chapter provides an overview of performance management. The overriding aim of a performance management is to help the employee benefit. From both the individual and the company. Perspective it should be used to identify problem areas and attempt to agree steps to redress the problem. The aims of Performance Management within Raiffeisen Bank are to improve employee and business performance and ads succession planning within the organization.

The aims of the report is to share knowledge, increase learning and understanding, and help our members make informed decisions about improving practice in their organizations, we also hope the report will provide material for those supporting, training and educating HR and performance professionals through academic, consultancy and training work

• are to provide readers with an invaluable information and policy resource in respect of current and emerging practice in UK performance management. • create an enabling environment for professional development, to refresh HR improvement

The HR main strategic aim: is to create work environment which encourage high skills of persons and also team performance that are supported by documentation of all appropriate performance

The objectives

• To improve performance management policy that encourages employee performance within work place conform with this assignment • Internal and external factors in the personnel activities on the organization • To critically examine contemporary issues and trends in performance management strategies, techniques and philosophies. • Draw conclusions and make recommendations

• To explain the theoretical foundations of performance management strategies in organizations.

METHODOLOGY

Primary research

Wikipendia says that Primary research (also called field research) involves the collection of data that does not already exist. This can be through numerous forms, including questionnaires and telephone interviews amongst others. This information may be collected in things like questionnaires, magazines and interviews.

Interviews staff, with line managers in the area of policy rewards for two weeks, for example with: OTC – officer customer transaction, BO – bank officers, OPJ-people juridical officers, OIMM-advisors medium and large enterprise officers, OCC- customer advisors The reason to use primary research: interviews, is because information will be focused, objective and specific, disadvantage is that you need time for collecting that information; Questionnaires require more time for gathering information and also the disadvantage that the answers to come in...
tracking img