Unit 16 p5
Unit 16 – Human Resource Management in Business
Assignment 5
► Hand out date: 1st June
► Hand in date: 15th June
P5 explain how employee performance is measured and managed
M3 explain how the results from measuring and managing performance inform employee development
D2 assess the importance of measuring and managing employee performance at work.
For your final task in your new role as recruitment consultant of ‘Dave’s Management’ you have been asked to investigate and write a report on how different organisations measures and manages the performance of their employees.
They would also like you to explain how the results from measuring and measuring performance help with employee development.
To conclude the report they would like you to assess the importance of measuring and managing employee performance at work
Further Guidance:
Measuring performance:
►Performance indicators (achievement against targets);
►Goal theory;
►SMART (specific, measurable, achievable, realistic, time-bound)
►Targets eg sales targets, growth targets, financial targets, waiting times, pass rates, punctuality, attendance
►Benchmarking
Managing performance:
►probation;
►appraisal;
►supporting employees eg mentoring, monitoring, buddying;
►occupational health;
►managing workloads;
►delegating authority;
►responsibility;
►capacity; competence;
►autonomy;
►linking rewards to performance;
►discipline;
►employee development (training, learning, job rotation, accelerated promotion, personal, professional)
To achieve a PASS:
You will need to appreciate that the maximum contribution is required from each employee at work.
Jobs often have specific performance criteria associated with them, so sales staff may have to generate £50,000 of sales per month. This may be because there is a business objective showing a sales target of £6 million for a sales team of 10 people.
Individuals need to be monitored to ensure they are working effectively and meeting targets and
Assignment 5
► Hand out date: 1st June
► Hand in date: 15th June
P5 explain how employee performance is measured and managed
M3 explain how the results from measuring and managing performance inform employee development
D2 assess the importance of measuring and managing employee performance at work.
For your final task in your new role as recruitment consultant of ‘Dave’s Management’ you have been asked to investigate and write a report on how different organisations measures and manages the performance of their employees.
They would also like you to explain how the results from measuring and measuring performance help with employee development.
To conclude the report they would like you to assess the importance of measuring and managing employee performance at work
Further Guidance:
Measuring performance:
►Performance indicators (achievement against targets);
►Goal theory;
►SMART (specific, measurable, achievable, realistic, time-bound)
►Targets eg sales targets, growth targets, financial targets, waiting times, pass rates, punctuality, attendance
►Benchmarking
Managing performance:
►probation;
►appraisal;
►supporting employees eg mentoring, monitoring, buddying;
►occupational health;
►managing workloads;
►delegating authority;
►responsibility;
►capacity; competence;
►autonomy;
►linking rewards to performance;
►discipline;
►employee development (training, learning, job rotation, accelerated promotion, personal, professional)
To achieve a PASS:
You will need to appreciate that the maximum contribution is required from each employee at work.
Jobs often have specific performance criteria associated with them, so sales staff may have to generate £50,000 of sales per month. This may be because there is a business objective showing a sales target of £6 million for a sales team of 10 people.
Individuals need to be monitored to ensure they are working effectively and meeting targets and