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1.List characteristics of a learning organization

2.Outline policies and legislation relevant to performance management in your organization (if you do not have access to one, please seek a friend/family organization).

3.Explain models for giving feedback and options for skill development

4.Describe options in the design of performance management processes.

5.Outline role of performance management in relation to broader human resources and business objectives.

6.Who are five of the key stakeholders in a performance management system?

7.What key features do you think a performance management system should have? Why?

8. Why are performance feedback plans developed? What goes into the planning process? 

  • System Thinking
  • Shared Vision
  • Mental Models
  • Team Mastery
  • Personal Mastery 

Google’s policies and legislation for performance management

Google’s policies and legislation for the performance management relates to the involvement of group managers to give the reviews of performance on tentative ratings and the final reviews of the overall performance takes place at the end of the year with the motivation aspect and prospects to bring more improvements in performance. 

Feedback Sandwich relies on the positive feedback where mangers highlight positive aspect first then negative later whereas; Situation, behavior feedback is related to the feedback where feedback relies on the behavior in particular situation. Pendleton’s feedback model relates to the reinforcing the behavior by giving the positive feedbacks to the employees. 

While designing a performance management process managers requires to identify the area of job, its responsibilities and skills. It requires the proper analysis and identification to decide the performance benchmark and assign the rewards and compensation to the benchmarks. The feedback system in performance management system requires to design on bi-monthly and on annual basis, the scorecard system helps to record the performances to give the performance reviews. The learning and development operations and programs are implemented after the implementations of performance management (Moynihan and Pandey, 2010) 

Performance management helps the business organizations to attain the longer term organizational objective by maintaining the performance of the employees. Performance management helps the managers to eliminate the risk where chances of performance failure is minimized by monitoring and controlling the performance boundaries of the employees. The main perspective of implementing performance management is to enhance the leadership implications and motivate the employees by rewarding them through proper benchmarking and feedback system.   It requires the proper analysis and identification to decide the performance benchmark and assign the rewards and compensation to the benchmarks. Performance management plays an important for the human resource management to design the employee motivation program to identify the need of employee motivation and on the other hand, it also helps to develop employee learning and development programs to train the employee and polish their skills. Performance management plays a significant role in organizational success and helps to achieve the long term goals along with the organizational sustainability. Performance management helps the managers to eliminate the risk where chances of performance failure is minimized by monitoring and controlling the performance boundaries of the employees. The feedback system in performance management system requires to design on bi-monthly and on annual basis, the scorecard system helps to record the performances to give the performance reviews (Moynihan and Pandey, 2010) 

  • Employees
  • Managers
  • Customers
  • Suppliers
  • Business owners 

Feedback Sandwich

Performance management system should be having the flexibility in changing the bureaucratic rules of the organizational structure where employees should be allowed to show their skills and talent while performing the particular project. The main perspective of implementing performance management should be relying on to enhance the leadership implications and motivate the employees by rewarding them through proper benchmarking and feedback system.   It requires the proper analysis and identification to decide the performance benchmark and assign the rewards and compensation to the benchmarks. 

Performance feedback plans are developed by the human resource management to support the performance criteria of the employees. It helps the employees to assess their own performance by getting the feedbacks. Feedback planning system takes place when managers decides to highlight the weak and strong areas of performance by day to day monitoring of the employees. The main aim of performance plan is to administer the issues like deviation and risk of performance failures. Performance management plan helps to bring the flexibility and change the bureaucratic rules of the organizational structure where employees are allowed to show their skills and talent while performing the particular project.   

  1. System Thinking
  2. Personal Mastery
  3. Team Mastery
  4. Flexible flow of information
  5. Mental Models
  6. Adaptability
  7. Shared Vision
  8. Initiating Change
  9. Use of innovation
  10. Decentralized management 

Discrimination workplace is faced by many employees where discrimination came up with the difference of caste, color, language, gender and nationality whereas; Australia is having the most diverse workforce at the workplace where on daily basis employees on executive to managerial and managerial to labor level facing the issues like discrimination. Queensland's anti-discrimination law helping the business companies to design their policies with the measures of equal rights and responsibilities of each employee hired in the company. The Law emphasized on the equality and social rights of employees that requires to diminish the racism from the corporate world of Australia. The diverse work force have diverse and multidimensional issues where anti-discrimination law helps the business management of the company to design the working policy and culture where each employee should be treated with respect and given equal opportunity to show their hidden talents. However, discrimination has caused many issues in corporate world as many Australian companies are filed by the social institutions of human rights for discrimination. The legal obligations should be followed inside the organizations as it helps the employee to stay ethical and management can also diminish the threat of conflicts. Australian companies are filed by the social institutions of human rights for discrimination where anti-discrimination law will helps the business companies to reduce the issues and bring social equality.

Situation, behavior feedback, and Pendleton’s feedback model

Grievance procedures included the dispute or conflict resolution inside the business companies which is faced by the employees, customers, competitors, stakeholders or suppliers. The procedures helps the hierarchical boundaries to settle down the dispute by using their authorities. The procedure generally consist the stages to settle down the conflict among the parties by understanding the actual cause of the problem and using the ways of compromise or settlement among the parties. The procedures does not required to be specifically formal but it can be informal as well where conflicts can be solved with informal conversations and discussions among the management and employees. The procedure requires the management to act as moderator to handle the situation and bring the best outcome. 

The organization you work for does not have a performance management system. They know that you have some knowledge in this area and have asked you to put together a report about what should be done when designing and implementing a performance management system.

The following report is presenting the overall criteria of performance management for the chosen company McDonalds where management will be using the implementations for the performance management models and feedback systems. The reason of implementing performance management is to identify the performance gaps set the KPIs. The overall aim of this report is to present the insight and significance of using performance management system in organization. The implementation of performance management will help the management of McDonalds to administer the performance issues and maintain the service quality at front line where employees are facing issues with customer.

Performance management helps the business organizations to attain the longer term organizational objective by maintaining the performance of the employees. Performance management helps the managers to eliminate the risk where chances of performance failure is minimized by monitoring and controlling the performance boundaries of the employees. Performance management system should be having the flexibility in changing the bureaucratic rules of the organizational structure where employees should be allowed to show their skills and talent while performing the particular project. Business Company’s sustainability in global and domestic level is gained by the implementations and utilization of performance management as it helps the organization to adapt change and bring effectiveness in employee performance with high dedication and motivation (Moynihan and Pandey, 2010)

The implementation of performance management will help the management of McDonalds to administer the performance issues and maintain the service quality at front line where employees are facing issues with customer. The implementation of performance management will help the McDonalds to minimize the performance failures and bring positive change in employee’s performance and customer services which will help to reach the customer satisfaction level in long run. The implementations of performance management will help to control the chances of risk for McDonald’s overall performance by enhancing the performance of the employees whereas; Gruman and Saks (2011) stated that It will helps the company to bring ethical sustainability as well as increase the good will in the market where employees who will be trained by assessing the gaps in training and skills to deliver the quality services to the customers.

Designing a performance management process

According to Walker, Damanpour and Devece (2011) the implementation of performance management system will help the company to become sustain in competition and bring effective changes by the time. Performance management will change the organizational culture of McDonalds where employees and managers will co-operate with each other. The feedback system for the performance of employees will become more fluent and frequent where employee will be able to take ownership of their work. However, in the case with company with zero-time contract will also help the management of McDonalds to train the part time or freelancer employees with the enhancements in contracts. The overall orientation of implementing performance management system is to bring change and enhance the overall organizational performance to bring sustainability.

The legislation of performance management related to workplace requires the management to assess and monitor the performance of each employee including the employees in upper hierarchy. The assessment and evaluation of performance should be done through proper reporting and recording system of everyday performances to prepare a performance review whereas; it also implies the management to consider the human rights as to administer the employees’ rights at the workplace. The legislation requires the management to focus on anti-discrimination law where employees’ performance will be assessed without discrimination color, gender or race (Van Dooren, Bouckaert and Halligan, 2015). The legislations of performance management also related to the motivation of employees where company will be implying to offer fair value of exchange to their performances through offering salaries and other benefits. While designing a performance management process managers requires to identify the area of job, its responsibilities and skills. It requires the proper analysis and identification to decide the performance benchmark and assign the rewards and compensation to the benchmarks. The feedback system in performance management system requires to design on bi-monthly and on annual basis, the scorecard system helps to record the performances to give the performance reviews. The learning and development operations and programs are implemented after the implementations of performance management.

The utilization of performance management system will help the organization to set the Key Performance Indicators (KPI) to meet the performance expectations. It requires to prepare a set of quantifiable measures that will be used by the management of McDonalds to gauge the performance of the company. KPI also known as the success indicators; defining key performance indicators will help the company to assess the performance on particular criteria (Pan and Wei, 2012). The key performance indicators for McDonalds will be; customer quality services, employee motivation and bringing change. As learning organization McDonalds will be motivating employees where upper management will cater that through training and employees will able to provide quality services to the customers.

Importance of performance management system for organizational success

As per the analysis of Pan and Wei (2012), the following ways will be suitable for Mcdonalds; Feedback Sandwich relies on the positive feedback where mangers highlight positive aspect first then negative later. The feedback sandwich will help the management of the McDonalds to evaluate the performance by using performance management methods of monitoring and assessing on weekly, monthly and yearly basis where this method will be helpful for the company to bring positive and affective change in employees. By monitoring the weekly and monthly performance of employees management will enable to identify the crucial gaps in the performance. The feedback system for the performance of employees will become more fluent and frequent where employee will be able to take ownership of their work. However, the case with company with zero-time contract will also help the management of McDonalds to train the part time or freelancer employees with the enhancements in contracts.

According to the significance described by Mengand Minogue (2011) the following ways will be suitable for McDonalds; weekly meetings and discussions will be helpful for the management of McDonalds to administer the issues related to performance. The employee will be engaged by management where managers will allow the employees to show their opinions, creative ideas and problems they are facing. The motivational sessions like where success stories will be discussed as the mentor of the employees will help to engage them. Performance management system will help the company to become sustain in competition and bring effective changes by the time. Performance management will change the organizational culture of McDonalds where employees and managers will co-operate with each other. The feedback system for the performance of employees will become more fluent and frequent where employee will be able to take ownership of their work. However, the case with company with zero-time contract will also help the management of McDonalds to train the part time or freelancer employees with the enhancements in contracts. The overall orientation of implementing performance management system is to bring change and enhance the overall organizational performance to bring sustainability. The opinions of employee should be given importance in the session where employee feel associated as an important part of the organization so they can communicate and raise their points in the sessions. 

The formal sessions will be began with weekly meetings of the performance management where employees will allowed to report their performances and managers will share their views as well. The two formal meetings will be conducted for performance management sessions on monthly basis and in year 24 sessions will be conducted to administer the issues at workplace. Memos will be announcing the dates and time of the meetings or formal sessions that will be help the employees to show at the right time and participate (Meng and Minogue, 2011)

Flexibility and bureaucratic rule changes in performance management

As per the analysis of Van Dooren, Bouckaert and Halligan (2015), it has been analyzed that daily performances for McDonalds will be recorded by the employees, customers and management. The employees will record the performance on daily bases along with the issues they faced in written form. The managers will be recoding the performance of the employees on online portals or balanced scorecards that will be helpful for the management to identify the performance gaps. The overall performance reports will be sum up by the line managers and reviews will be prepared on papers with feedbacks to the employee that will be discussed with the employees on individual basis. The daily feedbacks and guidance will help the employees to administer the actual issues of their performance. By monitoring the weekly and monthly performance of employees management will enable to identify the crucial gaps in the performance. The feedback system for the performance of employees will become more fluent and frequent where employee will be able to take ownership of their work.

Providing feedback is the most important factor for McDonalds where it implies the management to provide the feedback of the performance by situational, behavior model. The model implies the management to provide feedback to employees on weekly basis; the daily feedbacks and guidance will help the employees to administer the actual issues of their performance. By monitoring the weekly and monthly performance of employees management will enable to identify the crucial gaps in the performance whereas; Van Dooren, Bouckaert and Halligan (2015) stated that the feedback system for the performance of employees will become more fluent and frequent where employee will be able to take ownership of their work. However, the case with company with zero-time contract will also help the management of McDonalds to train the part time or freelancer employees with the enhancements in contracts. However, in the case with company with zero-time contract will also help the management of McDonalds to train the part time or freelancer employees with the enhancements in contracts. The overall orientation of implementing performance management system is to bring change and enhance the overall organizational performance to bring sustainability.

In the views of Van Dooren, Bouckaertand Halligan, (2015), the following ways are suggested for McDonalds to deal with performance gaps; by the help of performance management the managers will be able to identify the gaps and issues faced by the employees. The training and development sessions like seminars, training sessions and workshops will be helpful to administer the gaps. The unskilled staff will be trained on time by identifying the gaps in performance through KPIs and balance scorecard system. The implementation of performance management system will help the company to become sustain in competition and bring effective changes by the time. Performance management will change the organizational culture of McDonalds where employees and managers will co-operate with each other. The feedback system for the performance of employees will become more fluent and frequent where employee will be able to take ownership of their work. By monitoring the weekly and monthly performance of employees management will enable to identify the crucial gaps in the performance. The feedback system for the performance of employees will become more fluent and frequent where employee will be able to take ownership of their work. Providing feedback is the most important factor for McDonalds where it implies the management to provide the feedback of the performance by situational, behavior model. The model implies the management to provide feedback to employees on weekly basis; the daily feedbacks and guidance will help the employees to administer the actual issues of their performance. 

Performance feedback plans

The best performance will be bring by the training and development programs that will help to administer the quality performance and quality services at the work place. The performance of the employee where they will meet the criteria of KPIs requires the management to compensate by increasing the salaries and giving promotions to the employees. In this way, the employees will be more motivated in long run and show their engagement and loyalty to the McDonald’s in long run. Offering employees rewards is always helpful where it implies the managers of McDonalds to acknowledge their performance providing them verbal appreciations and incentives.

Addressing poor performance at times is a harsh procedure and employees also loses the motivation to work where it implies the management of McDonalds to administer the poor performance of the employees by day to monitoring procedures where Situational, Behavior Model will help to address the poor performances. The on time feedbacks with counselling and guidance will be the type of feedback where employees will try to make their performance right. The gaps of performance are the reasons of poor performance where it implies the management to re-train the staff and keep them motivated by assigning particular rewards to the performance. The best performance will be bring by the training and development programs that will help to administer the quality performance and quality services at the work place (Van Dooren, Bouckaert and Halligan, 2015)

According to Bond. and Drake (2014) the following ways should be used by the company; the termination procedures will be designed by the human resource management of the McDonalds where management implies to design the code of conduct. The employees will be obligated to follow the code of conduct at the work place. The termination relies on the; poor performance where employees may not learning or creating hurdles, breaching the contracts will terminate the employees, using the private information and giving it to the competitor will also terminate the employee and most importantly misbehave and misconduct will not be tolerated at the workplace with co-workers and customers. Employee will be terminate by management after giving a testimony and half salary. The legislation requires the management to focus on anti-discrimination law where employees will be terminated without discrimination.

Feedback Sandwich relies on the positive feedback where mangers highlight positive aspect first then negative later. The feedback sandwich will help the management of the McDonalds to evaluate the performance by using performance management methods of monitoring and assessing on weekly, monthly and yearly basis where this method will be helpful for the company to bring positive and affective change in employees (Moynihan and Pandey, 2010). The training and development sessions like seminars, training sessions and workshops will be helpful to administer the gaps. The unskilled staff will be trained on time by identifying the gaps in performance through KPIs and balance scorecard system. The implementation of performance management system will help the company to become sustain in competition and bring effective changes by the time. Performance management will change the organizational culture of McDonalds where employees and managers will co-operate with each other. The feedback system for the performance of employees will become more fluent and frequent where employee will be able to take ownership of their work. By monitoring the weekly and monthly performance of employees management will enable to identify the crucial gaps in the performance.

Discrimination workplace and anti-discrimination law in Australia

The management and owner of the business of McDonalds requires invest in learning and development programs where sessions, training and coaching lessons, seminars, speaking sessions. The gaps of performance are the reasons of poor performance where it implies the management to re-train the staff and keep them motivated by assigning particular rewards to the performance. The best performance will be bring by the training and development programs that will help to administer the quality performance and quality services at the work place. The employees will be coached by the managers and simulators will be prepared where employee will participate in a hypothetical situation in order to learn practically (Moynihan and Pandey, 2010)

It implies the management of McDonalds to administer the poor performance of the employees by day to monitoring procedures where Situational, Behavior Model will help to address the poor performances. The on time feedbacks with counselling and guidance will be the type of feedback where employees will try to make their performance right. The gaps of performance are the reasons of poor performance where it implies the management to re-train the staff and keep them motivated by assigning particular rewards to the performance whereas; Moynihan and Pandey (2010) stated that the best performance will be bring by the training and development programs that will help to administer the quality performance and quality services at the work place. The employees will be coached by the managers and simulators will be prepared where employee will participate in a hypothetical situation in order to learn practically. Performance management helps the managers to eliminate the risk where chances of performance failure is minimized by monitoring and controlling the performance boundaries of the employees. Performance management system.

Management of the McDonalds implies to bring flexible working policies and benefits for the employees to keep them engaged at workplace where; employee engagement will help the management to bring effective changes and improvement by the time. The feedback will be given on frequent basis and change leadership should be implement that supports the change will help the McDonalds to bring innovative customer services and productive employee performance.  

References

Bond, G.R. and Drake, R.E., (2014). Making the case for IPS supported employment. Administration and policy in mental health and mental health services research, 41(1), pp.69-73.

Gruman, J.A. and Saks, A.M., (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), pp.123-136.

Meng, X. and Minogue, M., (2011). Performance measurement models in facility management: a comparative study. Facilities, 29(11/12), pp.472-484.

Moynihan, D.P. and Pandey, S.K., (2010). The big question for performance management: Why do managers use performance information?. Journal of public administration research and theory, 20(4), pp.849-866.

Pan, W. and Wei, H., (2012), October. Research on key performance indicator (KPI) of business process. In Business Computing and Global Informatization (BCGIN), 2012 Second International Conference on (pp. 151-154). IEEE.

Van Dooren, W., Bouckaert, G. and Halligan, J., (2015). Performance management in the public sector. Routledge.

Walker, R.M., Damanpour, F. and Devece, C.A., (2011). Management innovation and organizational performance: The mediating effect of performance management. Journal of Public Administration Research and Theory, 21(2), pp.367-386.

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