Assessment task 1
Formative assessment
(b) Give a list of at least 10 resources that might be required in a business organisation
Ans. An employee’s consultation can assist manager to identify the requirement as most of the staff performing the job and they know needs and better able to define the job than anyone else. They use resources on the daily basis to complete the task and able to identify the problems that might be arises during the project and they able to suggest improvement that will increase resources efficiency and effectiveness. The jobs quality is completely depending on the resources they require to competence of the task. They now the job and the resource required to produce a quality output. Consultation making them feels as a part of the job and as well as making aware that, they contribute towards the big picture goal achievement of the organisation.
(b) The list of ten resources that might be required in a business organisation is as per following
Reference: BSBMGT502 Manage people performance (participant guide) page 11/12
Ans. To make the organisation’s process work properly, management must have a plan that drive work operations. Planning is the process to identify the work, goal and targets and then determine what/when/by whom and how it will be done.
Work plan are operational plan and the purpose of these plans is to give the organisation a clear view of their task and responsibilities. The work plans are line with goals and the objectives contained with the strategic plans. All the organisation weather it big or small have number of planning functions, these processes are intending to achieve specific outcomes. Its provide for the relationship of a boarder longer-term strategic ‘road map’ translate into achievable annual actions.
Ans. The most important thing is to identify the priorities or critical activities, resources so the best use is made of what is available. While work allocation everything must be on a fair basis on taking amount of employee experience, knowledge and workload as well. This process might involve verbal instructions and agreements, or Witten instructions, which outline the task and the responsibilities of the employees towards the allocated work.
The few points that need to be addressed while allocation of the work as per following
Ans. The code conduct is a set of rules outlining the responsibilities of or proper practices for an individual or an organisation. It contains description of the principle, values, standards and rules.
A code of conduct on its own will not necessarily affect work practices. It is established the standards by which staff and management conduct themselves towards other staff, colleagues, government authority and the general community and perform their duties and obligations. If the code is not applied in the business, employee might not even aware of the company’s code of conduct and they not able to understand the organisations ethical issues and the frame work of the organisation.
Ans.
The better a job that you can do to convey your expectations and the company’s expectations to your work force, the greater a chance you have of avoiding problems. All too often, assumptions are made as to the quantity and quality of work that is expected from team and individual workers. The manager assumes that the worker knows what is expected of them, and the worker assumes that the manager is satisfied with their level of work. Due to a simple lack of communication, the work is not done in a satisfactory manner, tempers flare, and workplace problems arise.
Any job has performance standards, whether they are written or not. Even if there are written performance standards, it is possible that the “normal expected level of performance” is different from what is written in the standard; possibly, because the needs have changed, but the standard was never rewritten.
As a manager, it is your responsibility to ensure that your workers understand the performance standard to which you are holding them. This performance standard must clearly state the level of performance you expect from them, both a qualitatively and quantitatively. Without stating both, one employee might seek to do “perfect” quality work, thinking that is what you want, but not getting enough of it done. Another might try to be as much done as possible, but at an unacceptable quality level.
Answer
Job Description
Marketing managers are responsible for the development, implementation and execution of strategic directions concerned with the particular product. The main purpose of his task is to make sure that potential customers are attracted and the old ones are retained within the brand offerings (Marler and Fisher 2013).
KPIs
Two methods of consultation are:
Answer all parts
Answers
The chosen organization is HSBC Bank.
HSBC Bank is a British banking and financial services activity whose traces go back to Hong Kong. The bank is the world`s 7th largest bank by holding and the largest in Europe. The name HSBC has been derived from the initials of Hongkong and Shanghai Banking Corporation. Hence, the company continues to see both Britain and Hong Kong as its origin nations. The Bank has adapted to the current technology and has branches all over the globe. The bank employs over thousands of employees globally
|
Issues |
Risk |
Consequences |
Likelihood |
priority |
Monitoring time |
Accountability |
|
Poor performance |
Reflects on performance evaluation |
The employee may get dismissed |
High |
Important |
4 weeks |
During performance appraisal |
|
Unable to meet targets |
Reflects on companies productivity |
The revenue of the firm may reduce |
Medium |
Very important |
4 weeks |
Monthly reports |
|
Increased errors |
Reflects on company`s output |
Lower`s company goodwill |
High |
Very Important |
Monthly |
Monthly reports |
|
Dissatisfied customers |
Reflects on long term of the business |
Lowers company goodwill |
High |
Very important |
Weekly |
During feedback |
Template 2
|
Risk |
Control measure |
|
Poor performance |
Undertaking evaluation and training to improve the skills at regular intervals |
|
Increased errors |
To evaluate the output and reduce errors |
|
Dissatisfied customers |
Providing training to employees and undertaking feedback and making the customers happy |
|
Unable to meet targets |
Setting reasonable targets, ,motivating the employees |
Template C
Contingency plans
|
The office assistant contingency plan |
||
|
Contingency plan: Company name: Name of the person developing plan: Who was consulted as part of this plan? Name: Position: Name: Position: |
||
|
Risk no. 1 identified: Increased errors |
||
|
Strategies/activities to minimise risk |
By when |
By whom |
|
Providing training |
Every two months |
Supervisor |
|
Setting up measures to analyse performance |
Every week |
Manager |
|
Risk no.2 identified: Dissatisfied customers |
||
|
Strategies/activities to minimise risk |
By when |
By whom |
|
Train the employees in problem solving skills |
In 2 weeks |
Trainer |
|
Senior management dealing with extremely dissatisfied customers |
relative |
Manager |
Answer
The designed performance management process is given below:
Answer
Managers and employees should be receiving training to handle review performance because performance review forms an essential part of managing human resource in an organization and it helps to keep the employee motivated. Managers should be provided with training so that they can conduct the appraisal in a proper mannerism (Jiang et al. 2012). They should not be biased while conducting the training as the promotion of the employee depends on it.
Answer
The performance monitoring and evaluation should be a continuous process because human nature is not static. The behaviour and performance of the employees change with time. It is often influenced by the external as well as the internal factors affecting the business environment (Hendry 2012).
Answer
Feedback forms an essential part of any communication especially communication in a business. Feedback can be referred to as the reply given by the receiver of the message to the sender. This feedback acts as a confirmation from the receiver to the supplier reflecting that he has understood the communication and states his view or agreement/disagreement with it. Formal feedback can be given when the feedback is given in the mail or during a meeting whereas informal feedback can be given when the person is engaged in an informal conversation and gives his view.
In a short paragraph for each, answer the question. You need to address these complaints. What performance areas will you investigate?
Sue would be approached in a one to one manner. She will be called by the manager and approached with the problem in hand. She will be given a chance to justify her actions.
I would take confidential feedback from the co-workers and try to accumulate information from the customers Sue has dealt with. This has to take place confidentially because; the reputation of Sue has to be protected.
This issue can be resolved by counselling Sue. There has been a change in her behaviour due to certain reason and therefore the management has to conduct counselling to help her.
Answer
Mentoring takes place when a person in an organization guides and helps the other person in order to help him to understand the system of the organization. On the other hand, a Coach is a guide with a teacher like position who guides an employee and provides him with necessary skills in an organization.
A mentoring relationship can last for a longer period of time and takes place in an informal environment (Daley 2012).
Answer
The documentation and recording of performance is considered to be extremely important because it is important to keep a track of the performance of the employees.
The documentation is important because:
Answer
The HR expertise may be beneficial to manage employees who are negotiating for performance improvement because in Human Resource the understanding of the employee context is considered important for this purpose, when negotiating with the employees for their performance improvement, the HR expertise will help to understand the reasoning behind the negotiation of the employee and the factors behind the understanding (Bratton and Gold 2012).
Answer
The procedure that needs to be followed in order to implement a performance improvement plan is as follows:
Answer
When an employee does not perform well, his efforts are usually criticized and he has to often undergo a training procedure to gain those skills back. However, when the employee performs well he or she needs to be motivated and they need to be appreciated for the effort they have put in. Some of the ways to recognize excellent performance are:
The procedure followed should be that their performance needs to be evaluated and then measured with others and also measured with the set standard. If the set standard has been surpassed then the employee must be rewarded.
Explain what you consider the benefits of mentoring and coaching to be and explain how it can be used to support performance improvement.
Answer
Mentoring and coaching should be used as they are effective method in order to teach the employees and accustom him to the various rules and regulations in the particular organization. Mentoring is beneficial because:
Answer
Counselling is an important part of human resource management as well as managing people at work. Counselling refers to stabilizing the mindset of the employee. The need for counselling arises when the performance of the employee has degraded suddenly or the performance of the employee has not been improving. In counselling, the person is often consulted with a professional psychologist who helps him and eases the pain, which the employee is going through (Beardwell and Thompson 2014).
Answer
This policy establishes four types of formal disciplinary action:
Answer
Many times in an organization, when an employee suddenly starts to perform poorly then he is often assisted in order to improve the performance. This assistance is a short-term help, which is provided to the employees to bounce back. The examples are provided below:
What should you do in the following situations? Answer all three scenarios
Scenario 1.
An employee is going through a nasty divorce. Because of the divorce, the employee can no longer afford a pay for childcare for their four and half year-old child. The child will be starting school in a four-month and school offer free after school care for working parents. The employee has been distracting on work, making more error than usual. They had a lot of time off and often must leave work early to care for the child. Pervious to this the employee’s performance was excellent.
Answer
This employee needs to take a counselling and the issue at hand needs to be resolved. In case the employee is a performer, the company can offer to pay for the child`s fees so that the burden is let off the employees mind (Truss, Mankin and Kelliher 2012).
Scenario 2.
An employee’s performance has been unsatisfied for a long time the employee and their manager create an employee development plan, which has been carried out. The employee has been given ample training and coaching. Verbal and written warnings have been given but there has been no improvement in the employee’s performance.
Answer
The employee needs to be confronted and the reason behind the poor performance in spite of the training given needs to be analysed. If the employee reflects no improvement and continues to perform poorly then a suspension actions needs to be taken against him.
Scenario 3.
An employee’s performance is identified as being unsatisfactory. The reasons for the employee’s poor performance are unclear.
Answer
A committee needs to be set up which will analyse and undertake the responsibility of finding out the reason for the given poor performance (Wood and Kispál-Vitai 2014). Necessary actions will be taken against the employee once the due reasons for the poor performance need to be discovered.
Project
What things need to be taken into considerations when allocating work and drawing up work plans?
The following things need to be considered when allocating work and drawing up work plans:
Develop KRAs and KPIs that meet the organisations needs
KRIs are present in order to advice the management and the shareholders of the organization when the organization is performing well or not. There are various areas where the organization lags behind and it is the work of the Key Result Indicators to measure where the organization is going wrong (Purce 2014). The KPIs help to determine the actions that will help to lead to the required results. The Key performance Indicators set down certain performance standards, which help to determine where the organization is going wrong and how this can be improved in order to achieve the goals successfully.
Develop and implement effective performance management systems
Effective performance management systems play an important role in determining the benchmark performances that the company needs to adhere to (Berman et al. 2012). It also determines the deviation of the performance of the enterprise from the set standards. Effective performance management systems help the organization to stay in track. Is why it is extremely necessary to have an effective performance management system as it helps to manage the performance of the firm?
Have a code of conduct (or a code of ethics or behaviour) for the organisation –
Ethical behaviour is of upmost importance in an organization. The ethical behaviour of an organization helps to carry forward the organization and it also helps to manage the organization during the tough times. Therefore, a code of conduct is extremely beneficial as it helps to understand the mannerism an organization functions. Ethics goes a long way in maintaining the sustainability of the organization therefore code of conducts describes the rules that need to be followed by all the employees in a firm in order to achieve success.
Regular monitor and evaluate the wok of the employee
It is extremely important to monitor and evaluate the work of the organization so that it is observed that they have abided by all the performance measures and are producing error free products. The employees have certain targets to complete and hence, it is extremely important that these targets are met by and for this purpose the performance of the employees need to be measured.
Give effective feedback and reinforcement to employee and acknowledge good work –
Encouraging the employees is considered to be an important part of the organization. If the employee is able to perform well then it is the duty of the managers to encourage him.
Have system in place to manage poor performance
As mentioned previously, it is extremely important to manage the performance of the employees in work place, when the employees perform poorly then it is extremely important to manage their poor performance and understand the reason behind their poor performance.
Understand the organisation’s termination policy and the legislations to which it relates
Sometimes due to the misconduct of the employees they make be asked to leave the organization. Sometimes there arises certain misunderstanding and argument between the boss and the organization and due to this, it may be that the employee is asked to leave the organization. That is the reason it is extremely important to make sure that the employees understand the termination policies so that they do to create any legal action against the employer later.
References
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill Education.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary approach. Pearson Education.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012. Human resource management in public service: Paradoxes, processes, and problems. Sage.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management, pp.120-125.
Hendry, C., 2012. Human resource management. Routledge.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), pp.1264-1294.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), pp.1069-1089.
Marler, J.H. and Fisher, S.L., 2013. An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), pp.18-36.
Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management. Routledge.
Truss, C., Mankin, D. and Kelliher, C., 2012. Strategic human resource management. Oxford University Press.
Wood, G. and Kispál-Vitai, Z., 2014. Strategic Human Resource Management. Strategic Human Resource Management: An International Perspective, p.72.
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