By reviewing the performance graph and pie chart of each employee the sales manager can review the team’s performance at regular basis and the daily target report also helps in reviewing this. The appraisal of the employees who have achieved daily target and also to announce regarding incentives and gifts at the end of the month helps to appraise team’s performance on a regular basis .
The informal feedback can be provided by announcement in an informal group, by discussing the particular matter in a group, then word-of-mouth spreads the information among the members during the period of performance .
The sales leader should talk about the particular situation of an employee with the head of the department as he/ she is the senior of the department. In next action, the sales leader should address this issue to the human resource manager as the HR manager is responsible for providing training to the particular employee .
The strategies that can be implemented in order to assist the employees in workplace with the aim to improve their work performance includes – to provide reasons to employees to believe, by showing care for the employees, by recognizing the good, by learning the value regarding ‘fringe’, by promoting them and by bringing fun within the workplace .
Two staff development options that can be implemented within the organization include – providing training and to appraise the employees and to reward them.
In order to assist the sales team leader, Kiran, one employee can guide the new sales employees in a perfect way and can also concern with the trainers regarding the issue.
As a sales manager one should contact with the management department of the organization for support.
Two issues regarding the Senior Staff member within a department store might be theft and under performance .
2a. Taking actions for under performance:
It has been found that there are six operational risks within the organization in the next quarter. Firstly, due to delayed deliveries of suppliers, a risk might arise regarding insufficient levels of stocks for quarter April – June. This is a medium risk having major impact and rare likelihood. Secondly, no audit took place for 6 months that leads to an issue in accuracy of the balanced inventory that has been brought forward to 4th quarter. For this, the risk is low and the impact is insignificant and has a rare likelihood. Thirdly, due to lack of proper training in the procedures of security, a risk arises as the shrinkage level increases over past two years. The particular risk rating is medium and has a moderate impact and possible likelihood. Fourthly, as the new employees are in learning process, they slow with service provision. The risk rating is low, has insignificant impact and rare likelihood. Fifthly, due to increased numbers of new employees, the rate of turnover also increases as the new employees’ unproven sales record . Here the risk rating is also low, the impact is insignificant and the likelihood is rare. Lastly, as the last training and development session of the organization over 6 months ago, the employees have the ability to cross sell. The rating of risk is low here, has an insignificant impact and also has rare likelihood.
The performance management can be designed in a systematic way and this can also be implemented within the sales team easily. A detailed step-by-step approach generally supports the effective design and also affects the implementation of the system of performance management . In addition to this, this helps in ongoing monitoring and reviewing of the practices. The performance management can be designed in the following way:
Step 1: Introduction to designing and implementation of a system of performance management
Step 2: Designing of a system of performance management
ïƒ¼ Setting the objectives of individual performance
ïƒ¼ Performance measurement
ïƒ¼ Methods of evaluating performance
ïƒ¼ Consulting regarding design of performance management
ïƒ¼ Determination of process of performance management and development of documentation
Step 3: Implementation of Performance management system
ïƒ¼ Performance feedback
ïƒ¼ Mentoring and coaching
ïƒ¼ Pilot test of the process of performance management
Step 4: Monitoring and reviewing of the system
The performance management helps to measure the performance of every individual and also helps to measure or differentiate between the standard performance and the actual performance of the employees. This reviewing guides the management team to provide training and development to its employees in order to enrich and enhance their performance. This even helps in achieving objectives of an organization.
This performance management and reviewing process should be conducted after every quarter in order to enhance the financial position of the firm at the end of the financial year.
The deviation result of the actual performance from the standard performance of the employees should be provided to the employees in order to fulfill the gap. If the employees have any concerns or questions then they should consult with the human resource managers.
1a. The immediate need of the hour is to improve sales figure by a huge margin so as to achieve record breaking targets. For this to happen, the entire workforce needs to be motivated and trained so as to achieve what is planned . The entire process should be within the legal framework and in accordance with the regulations passed by the government.
1b. The employee will be allotted points depending upon his /her ability to perform. A certain benchmark will be implemented so that sales do not go below that figure. These points will then be added up to form monthly target points. Employees achieving their targets will be offered incentives while those who do not will be sent to proper training sessions .
1c. The employees will also be allowed to speak regarding their own performance and how they themselves can improve. A proper feedback shall be obtained to find out whether the appraisal method is to lenient or not.
1d. It needs to be clarified to the employee what is expected of him/her and how far he/she is from reaching those targets. If need be, proper extensive training may be provided, working timings may be tweaked in response to the customer rush at the store. Compensation may also be discussed and salary may be incentive to achieve better performance.
1e. Employees who have overachieved need to be given proper incentives and a pay rise in case of continuous good performance. Proper working conditions should be in place for everyone and as such utmost care must be taken to recognize their contributions.
1f. Coaching staff may be appointed for those who have constantly under achieved or have not reached their targets due to the lack of proper skills. Employees who will undergo training will have to be under proper surveillance so as to determine the effectiveness of the program.