Iwa Design Case Study
iwa Design Pte Ltd – Performance Management iwa Design Pte Ltd was identified as the reference organisation and her performance management system specifically in the areas of appraisal system will be reviewed and discussed in this report.
Background of iwa Design iwa Design Pte Ltd is a locally based family run small medium enterprise that was founded by her Chairman in 1986 which specializes in interior fit-outs and design consultancy and provides comprehensive range of turnkey fit-out solutions to our retail and commercial clients. iwa Design was solely managed and run by her founder Mr Lim since 1986 whom possesses traditional mind-set and methods in dealing with daily operation and human resource matters. Therefore appraisal system was …show more content…
Identify and prioritize the particular challenges iwa Design is currently facing
- To convince the top and line management the impact of not having formal performance management process and its ability to achieve its objects and results.
- In order to do so, require collective wisdom of line managers and HR managers to produce a proposal and implementation process.
2. Identify objective for implementation of performance management
- Objectives should relate to the challenges identified and iwa design’s goal and strategy for the year and subsequent years. Each objective should have a stipulated dateline to ensure that Company goal has been attained.
- Objectives enable iwa Design to measure the success of the implementation of performance management practices.
3. To layout the key objectives of Performance Management processes.
a. Goal Alignment – Align individual goals and values with the overall goals and values of iwa Design.
HR and line manager have to develop interdepartmental goal that create a lower platform for subordinates to achieve in order to meet vision of iwa Design. This also allow subordinates to create their individual goal with the assistance of line manager in order to meet the departmental goal at the end of each year. With the guide of SMART goals that assist both line manager and subordinates to ensure that goal setting will be specific and relevant to one job grade, measureable, achievable within one financial
Background of iwa Design iwa Design Pte Ltd is a locally based family run small medium enterprise that was founded by her Chairman in 1986 which specializes in interior fit-outs and design consultancy and provides comprehensive range of turnkey fit-out solutions to our retail and commercial clients. iwa Design was solely managed and run by her founder Mr Lim since 1986 whom possesses traditional mind-set and methods in dealing with daily operation and human resource matters. Therefore appraisal system was …show more content…
Identify and prioritize the particular challenges iwa Design is currently facing
- To convince the top and line management the impact of not having formal performance management process and its ability to achieve its objects and results.
- In order to do so, require collective wisdom of line managers and HR managers to produce a proposal and implementation process.
2. Identify objective for implementation of performance management
- Objectives should relate to the challenges identified and iwa design’s goal and strategy for the year and subsequent years. Each objective should have a stipulated dateline to ensure that Company goal has been attained.
- Objectives enable iwa Design to measure the success of the implementation of performance management practices.
3. To layout the key objectives of Performance Management processes.
a. Goal Alignment – Align individual goals and values with the overall goals and values of iwa Design.
HR and line manager have to develop interdepartmental goal that create a lower platform for subordinates to achieve in order to meet vision of iwa Design. This also allow subordinates to create their individual goal with the assistance of line manager in order to meet the departmental goal at the end of each year. With the guide of SMART goals that assist both line manager and subordinates to ensure that goal setting will be specific and relevant to one job grade, measureable, achievable within one financial