When Allocating Work, What Things Should Be Taken Into Consideration

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Assessment Tool 2 (AT2): Written/Oral Questions

1.When allocating work, what things should be taken into consideration

When allocating work, you need to ensure that it is goal and target orientated. The manager and employee need to set realistic goals that are achievable and also have time frames attached. It is imperative to ensure that your staff members possess the necessary skills and have undertaken suitable developmental activities to complete the work given. On occasion, the lack of such skills can lead to perceived unfairness. A team member might, for example, feel upset that he or she is not being allocated particular tasks which they feel they can accomplish. However, as a manager, if you feel that the team member lacks the skill needed for such a task, your role is to discuss the situation with the staff member to help him or her improve and gain the necessary skills. It is imperative to set goals when allocating tasks to ensure the staff member has something to work towards, and you also need to ensure the staff member has the necessary tools readily available to achieve these goals. The manager also needs to provide prompt and constructive feedback.

2.Why are performance management systems necessary and how do you think performance appraisals contribute to performance and productivity in an organisation.

A good performance management system helps direct employees toward organizational goals by letting employees know what is expected of them and how it will be achieved. Once the performance management system is set in place, employees should know clearly what is expected of them, and know what they will be assessed on. It is also an excellent opportunity for employers to praise employees on the areas that they have excelled in, and also to identify areas that need further development. Employees feel much more empowered when a realistic, measured goal is set for them. Upon completion of that goal, employees feel a sense of accomplishment. This can add to the employee’s drive to keep improving and set an even higher goal.

3.What steps might be taken if it is necessary to follow-up performance appraisals?

If a performance appraisal needs to be assessed, the necessary steps you will need to take are: •Schedule a counselling session with the employee and advise them to be ready to discuss expectations and requirements. •Carefully examine employee’s written input if he/she provides it •Discuss mission/objectives of the organization and how his/her performance can contribute to the success of the organization. •Emphasize the employee’s positive strengths!

Discuss areas that require immediate attention and what level of performance you expect for success. •Summarize key points of the counselling and give the employee the document to review and sign. •Give the employee a copy and keep the original to use for the next counselling session.

4.Why is it necessary to provide employees with regular, consistent and constructive feedback, and if performance issues are identified, how might they be documented and who might it be necessary to advise?

It is necessary to provide employees with regular, consistent and constructive feedback to ensure staff members stay on task and do what is expected of them, and also know when they are achieving expectations. Positive feedback is important to ensure that your staff members are feeling valued within the organisation and to remind them that you appreciate their efforts. If performance issues are identified, you should start with a one on one meeting with the employee to analyse possible reasons as to why their performance may have slipped. You should also create an action plan with the employee, document it, ask them to sign it, and give them a reasonable timeline to improve upon the issues at hand. Regular follow-up meetings with the employee are vital to ensure they are keeping on track and keeping aware of what is expected of them. If their...
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