For a performance management system to be effective, it must have the following five key elements. The first key element is planning and expectation setting. It is essential to note that the reason why the performance of employees is managed is to reach specific expectations. The second element is monitoring (Mone & London, 2018). For performance management to be successful, the activities must be monitored. The third element is development and improvement. The element comes in place to make sure that the performance of the employees is enhanced as well as improved (Jones & Martain, 2013). The fourth element is the periodic rating. The periodic rating element is aimed at making sure that the stages of performance are monitored to make sure that the system is headed in the right direction. The last element is reward and compensation. The element is aimed at appreciating the outstanding performance of some of the employees
The performance management system must make sure that all the employees are performing their duties as they ought to (Mone & London, 2018). At the same time, it should help the organization to meet its goal through the contribution of every employee. The performance management should also help the company to identify the employees who are dedicated to the success of the company.
The performance management system contributes to the objectives of Citistores by monitoring the input of the employees in different operations of the company. It is imperative to note that it is through managing the performance of the employees that the company can meet its objectives.
The performance management system is aimed at making sure that the employees perform in line with the expectations and the goals of the company. When it comes to the human resource department, the case is not different (Mone & London, 2018). The human resource department makes sure that the operations and the performance of the employees are aligned with the organizational goals. Therefore, the performance management system comes in place to reinforce the agenda of the human resource department.
What is your understanding of ‘Key Result Areas (KRAs),' ‘Key Performance Indicators (KPIs)' and ‘Performance Standards' and what role do each of them play in the performance management system?
Key Result Areas are the specific jurisdictions that employees are responsible for affecting through their output. These are designated areas where the employees should perform their responsibilities and meet the organizational goals. Key Performance Indicators are the measurements that are supposed to measure the performance of the employees (Jones & Martain, 2013). They are essential because they dictate if the employees are performing in line with the organizational goals or not. Performance Standards are levels in which the performances of the employees should reach. Performance Standards are more of the benchmarks that the employees should meet.
The KPIs were clearly described in the appraisal and the job description (Mone & London, 2018). The KPIs helps the employees to know the measurement that would be used to measure their performances and looking at the appraisal and the job description; it is apparent that the measurements were clearly stated.
Punctuality was observed during the appraisal meetings, and this is one of the indications that the timelines that were stated in the procedures and the policies of Citistores were followed (Jones & Martain, 2013). In this respect, there was no sign of a problem when it came to the aspect of timelines and keeping time.
Were the appraisal forms completed correctly and signed off by the employee and manager? What discrepancies, if any, were there?
All the appraisal forms were completed correctly and signed off by the employees and the manager. In the case of any assistance, there was the support that was provided, and that was an indication that all went well.
- Setting performance goals for team members
Both the general manager and the human resource manager will set the performance goals of the team members (Jones & Martain, 2013). The goals will only be set in line with the skills of the team members. The experience and the qualifications of the team members will also be considered, and this is to promote fairness.
- Description of effective feedback and methods to monitor and provide regular feedback
The teams that will be monitoring the employees at the workplace should provide feedback on the performance of the employees weekly. The assistant manager will monitor the feedback to make sure that they are returned to the management on time.
- Arranging and conducting a performance review and appraisal meetings
The human resource department and the office of the manager will work hand in hand to make sure that meetings are arranged and conducted in line with organizational schedule. The human resource department is responsible for making sure that the performance of all employees is at its best. On the other hand, the manager has a role of making sure that the organization meets its goals and at the same time it is competitive (Jones & Martain, 2013). To attain this, the manager must know about the performance of the employees and decide if it is in line with the organizational goals or not. Therefore, the two offices shall arrange and conduct the meetings in line with the organizational policies.
- The process to follow, if the manager and the employees disagree with the performance appraisal results
The human resource management and the committee that listens to the grievances are the bodies that will be responsible for handling any case that involves a disagreement of the appraisal results (Mone & London, 2018). The two bodies are in place to make sure that the appraisals are in line with the input of the employees.
- The internal and external factors that may result in poor performance at work
The organization has the responsibility to make sure that the working environment is comfortable for every employee (Jones & Martain, 2013). The internal and external factors that affect the input of the employees will be dealt with by the organization. However, the employees will also be expected to play a significant role in informing the management of the forces that might affect their contribution to the goals of the company.
- The process to manage under-performance and the warning system used during the process of managing poor performance
Underperformers will be given a chance to improve and make sure that their performance is in line with the organizational goals. However, before any action can be taken, the underperformers will be warned of their performance (Mone & London, 2018). The poor performers who will prove to have a room for improvement will be coached, but those who demonstrate that there is no room for improvement will be demoted or dismissed.
- Grievance procedures to be followed should an employee feel that they are unfairly treated during a performance review and/or appraisal process
Employees can be treated fairly. Therefore, in the case of any grievances, the employee should reach the manager. In the case that the manager does not take the appropriate action, the employee should write to the disciplinary committee.
Jones, R., & Martain, S. (2013). HRM fundamentals (3rd Ed.). Perth: HRVET
Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.