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BSBMGT502 Manage People Performance

tag 0 Download 0 Pages / 0 Words tag 21-06-2022

Answer:

Introduction

The study focuses on the formulation of a performance improvement plan of an employee named Joe Builder while assessing the performance of the employee. The performance report of the employee has illustrated the fact that the employee has not achieved the target for the team. Apart from that, a first warning letter will also be created against Joe Builder in order to improve the performance in his field of work. The underperformance report of Joe is build based on the report created on the basis of the performance report of Joe. It is seen that the performance improvement plan of Joe will be formulated for 6 weeks along with a performance review. The strategic goals of the employer are to be formulated as per the organizational goals.

Details

Date:

 

29th March 2017

Time:

 

12:00pm

Location:

 

Australia

Attendees:

Joe Builder

 

Reason for the meeting

· Weak communication skill with the customers in order to handle different types complex messages of the different types of clients of the company.

· Joe is not responsible for maintaining a sound communication with the team members. The reluctant nature of Joe is responsible for the lower performance in his field of work.

· Joe does not possess any leadership skills. The sales goals of his team are not achieved.

Background

 

· The performance report of Joe revolves round sub standard performance and unacceptable or in the field of improvement need.

· The colleagues and other team members of Joe have reported about the ill performance of Joe in order to meet the sales goals.

Next steps

 

· First written warning.

· The performance evaluation plan has been described below by maintaining many criteria

· A meeting with Joe Builder will be scheduled after one month of the performance evaluation plan.

· If Joe is not performing well, then final warning letter will be provided to Joe regarding his disregards in to the warning provided by the company.

Task list

Due date

<task>

A list of the task are to be noted down along with the time and the provided performance improvement plan

eg. A record of the meeting is to be taken noted while providing a copy to Joe and a signature of Joe has to be taken from him

<date>


eg. In the mid of the performance review

eg. First written warning are to be formulated and a copy of the letter has to be given to Joe

Prepare first written warning; provide copy to Sean and ask him to sign.

Eg.

Before the formulation of the performance evaluation plan

eg. A performance improvement plan is to be formulated and the improvement of Joe is to be done

eg. End of week.

eg. A meeting is to be conducted in order to review the performance of Joe while reviewing the meantime during the catch ups and the feedback time.

Eg. 28/04.


Manager Assessment

Manager assessment is essential in order to take a feedback from Joe as well as they are responsible for creating a performance improvement plan of the employee. Manager will be in charge of the development of the employee performance who are under performer.

Performance Improvement Plan

Details

Employee name

 

<Joe Builder>

Employee position and level

 

<Service Supervisor>

Manager name

<XYZ>

Manager position

<Store Manager>

Date of plan

 

<1st April>

Period of plan

<1st April> to <14th April>

Typically 6 – 8 weeks

Interim review date

<16th April >

Final review date

<18th April>

Performance improvement objective:

The objective of the performance improvement plan is to improve the communication skills as well as the customer service skills within the timeline provided by the client.

Required outcomes

<Improvement in meeting deadlines and communication towards clients>

Specific: The performance improvement plan has particular objective of improvement of the performance of Joe Builder

Measurable: The goal of the PIP will be achieved within the time if the performance of Joe is increasing.

Achievable: The objective is achievable within 6 weeks of the time

Realistic: The goals are realistic in nature and performance review are to be taken once the plan is to be completed.

Time bound: The total time selected for the different types of activities of the performance evaluation plan is 6 weeks.

Strategies

<strategies>

The required outcomes are to be fulfilled by the implementation of the training and development to Joe in order to improve the skills of communication and leadership while meeting the sales goals.

For instance:

· Engaging Joe in solving queries of customers

· Priority of Joe will solve the problems of Joe within a very short time

· If Joe has any issue regarding the different types of the performance improvement activities, managers must be consulted

Support

<support of technology and trainer, human resource manger>

The modern technologies are to be used in order to provide training and developmental skills of Joe Builder.

 

For instance:

· The trainer will provide training on using technologies related to customer service and loyalty programs.

· Feedback will be taken by the human resource manager of the company.

Responsibilities

<responsibilities of all the different employees associated with the performance improvement plan>

The performance improvement plan of Joe Builder associated with the performance improvement plan is human resource manager, trainer, and Joe Builder.

Employee:

· Meeting the outcomes of the performance improvement plan on the performance review date

· Employees are required to get training on communication skills, training on leadership, weekly feedback meetings, developmental activities, developed by the managers and the trainers of the organization.

Human Resource Manager:

· to provide Joe Builder with on-the-job support.

· to provide Job Builder with customer service software and the communication skills .

· to conduct monthly feedback meetings.

Consequences

<Results>

If the employee fails in meeting the requirement of the performance improvement plan, then a final warning will be provided to Joe so that he can take the improvement plan in a serious way.

Joe must have to follow the different activities in order to improve the communication skills, otherwise the customers will not retain to the company.

Performance improvement objective:<objective>

The additional objective of the performance improvement plan is to develop the leadership skills in Joe to lead the team in the achievement of sales target.

Required outcomes

<required outcomes>

The outcome of the performance improvement plan is to improve the performance of Joe Builder in order to serve the customers in a better way.

Strategies

The training and developmental programs of the company related to the developmental of the leadership traits

Supports

Support from the team leader, trainer and the human resource manager is essential for the development of leadership traits.

Responsibilities

<responsibilities of all relevant parties>

Trainer- Trainer will provide training to Joe while developing leadership traits for leading the team.

Employees- Employees will motivate Joe to carry out the activities of Joe in the plan.

Manager-Manager is responsible for collecting performance review and feedback from the employees as well as Joe Builder.

Consequences

<consequences>

Positive feedback will help Joe to continue with the company in his job position.

Negative feedback will lead to create a final warning letter to Joe in his employment.


Manager signature:

Employee signature:

First Warning Letter to Joe Builder

Dear Joe,

             I am writing the letter to you regarding the performance of the company during the tenure of the employment as a service position. On 25th of April you have met with the manager in a meeting related to the poor performance of Joe in his field of work. The meeting illustrates that the performance of Joe in terms of communication with the customers and leading the team performance.

The purpose of the letter is to respond to the letter regarding the poor performance of the Joe. There are different types of programs that are to be formulated for the performance development that Joe needs to be respond. After, conducting the performance improvement plan, Joe must have to recover the situation or improvement must be occurred in the particular field of work. It is to be notified through this letter that the improvement in the field of work is essential otherwise termination of employment will be occurred. This is considered to be the first warning letter. The termination of the employment will consider all the fair policies of employment of the government of Australia. However, it is to be informed that Joe must attend the performance improvement plan in order to remain in the company.

Yours sincerely,

Name of the manager

(Human resource department)

Conclusion

It is to be concluded that the report consists of different types of activities related to the development of performance of the employees in the organization. The report is focused on an underperformer employee named Joe Builder. The performance improvement plan of Joe has been formulated along with a first warning letter that follows the codes of conduct of the company regarding employment. However, apart from main objective, a supporting objective will also be framed in order to concrete the performance improvement plan for Joe.

Bibliography

Bereskie, T., Haider, H., Rodriguez, M.J. and Sadiq, R., 2017. Framework for continuous performance improvement in small drinking water systems. Science of The Total Environment, 574, pp.1405-1414.

Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning.

Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Parmenter, D., 2015. Key performance indicators: developing, implementing, and using winning KPIs. John Wiley & Sons.

Patterson, D.A. and Hennessy, J.L., 2013. Computer organization and design: the hardware/software interface. Newnes.

Rosemann, M. and vom Brocke, J., 2015. The six core elements of business process management. In Handbook on business process management 1 (pp. 105-122). Springer Berlin Heidelberg.

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