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Consultation and allocation of task and resources

Describe about the Manage People Performance for Managed Organisation.

Discussion on the process of consultation for the allocation of task and resources along with explanation of the ways of allocating task and resources in a cost effective manner.

Human resource management is termed as the formal systems that are planned for managing the people in the organization. The human resource management is important in enhancing the performance of the employees. In order to carry out proper functioning of the organization, the task needs to be allocated effectively among the staff members. In order to allocate the task and resources effectively within the staffs consulting with the HR manager is crucial. However, the process of consulting about the task allocation varies from organization to organization (Parmenter, 2015).

In the study considering the recruitment of employee coming from 7 to 11 the managers of the company needs to develop roles that will help to instruct the employees in performing their best. In order to instruct the employee the managers of the organisation needs to communicate clearly with them that will help them to understand the work better and adjust in the new environment. Seuring & Gold (2013) mentioned that resource allocation is one of the difficult task carried out by the managers to ensure high-performance level in the organization. In order to achieve an effective and cost efficient outcome of resource allocation, it is important to have perfect knowledge about the skills of the employees such that the efficient employee is assigned a particular task. It is also necessary to consider the cost of the resources before the task allocation. It might so happen that the suitable employee for the task can seem to be expensive. Therefore, the budget of the resource allocation needs to determine from before to avoid extra expenses (Williams, 2002).

The work plan of an organization helps the organization to stay organized, complete the tasks within allocated time. The development of the work plan of the company is carried out by following few steps such as identifying and writing down the goal of the plan and determining the date of the goal of the plan. The activity needs to subdivide into tasks that will help to simplify the work. Nevertheless, it is important to arrange the task in effective order to keep the urgent tasks be attempted before (Evans & Lindsay, 2013). The task dates can be set by working backward from the goal date (Keck & Ross, 2014). The proper scheduling of the tasks into daily and weekly plan helps to ensure the success of the project.  

Developing work plan by the operational plans

The employee work plan for the employees working from 7-11 for a particular week is as follows:

Employee name

Work assigned







Working hours

Every organization needs to create a performance indicator to verify the performance levels of the staffs. The code of conduct helps to remind the staffs if their responsibilities. The SMARTER tool can be used to confirm the performance standards, code of conduct and ensure an effective outcome. The objectives set by the organization needs to be specific, measurable, agreed, realistic, time-bounded, and ethical and recorded. The staffs need to be provided with the DRAFT standards, and the employees should be allowed to participate in suggesting ideas for the performance plan (McConnell, 2004). The expectation level of the performance needs to be specified for better results.

KPI indicates the key performance indicators of a company. Depending on the type of industry and nature if the business, there are variations in the KPI. The examples of KPI that can be present in a company are sales metrics and KPI, marketing metrics and KPI, SEO metrics and KPI, retail metrics and KPI, supply chain metrics and KPI, financial metrics and KPI, help desk metrics and KPI, healthcare metrics and KPI, insurance metrics and KPI and social media metrics and KPI (Ogunlana, 2010).

The various KPIs that the managers need to consider while recruiting employees such as minimising the cashiering errors. The cash of the organisation needs to be managed at every stage of the management process. The cash roll over one employee’s shift to another, or allowing the cashier share the registers causes problems in the cash management. Therefore, it is important to make the employees responsible of their own registers.

The KPI is determined together with the team members within the organization. The KPI needs to be consulted before implementation and starting the work. The consultation of the KPI ensures the effectiveness of the activities carried out in the organization. The KPI needs to be consulted with the managers and the team members of the organization as there might be need of changes required due to the feedback of the team members (Kooij et al. 2013).

The risk management plan is designed for the company to analyze the risk prevailing in the organization.

Risk present

Who is in danger?

Rating of the risk

Methods of prevention



Owner, stockholders, employees

Moderate risk

Proper security system, adequate indoor and outdoor lightning.

The risk managers need to know when and how to deal with the various security instruments to manage the heavy cost resulting from robbery of the organisational assets. 




Effective strategies for protecting the assets, use of heavy window screens, secured store safe.

The managers of the operational risk management identify the source of the risk, analyses the risk and provides the solution that helps to avoid or minimize the risk factors.


Owners, Stockholders, stakeholders


Installing alarm system, security signage, CCTV using perimeter security gate

The risk analysers needs to keep a check on the individual having the key. Based on the intensity of the risk and the organizational policies the solutions are suggested.

The role of performance management is an important concept in today's organisational environment. The performance review process of the managers is a part of the ongoing process. The performance management includes implementation of the innovations and the solutions in order to achieve improved level of performance. The performance management of the managers in an organization aims to provide guidelines and practical steps that aim to reach the goals and the objectives of the organization (Karatepe, 2013).

Confirming performance standards, code of conduct, and work outputs

The effective performance management process supports the managers to analyze and determine the individual performance level of the employees through aligning the daily actions of the staff with strategic objectives of the business. The accountability based on the performance expectation is made clear and visible to the workers. The documentation process of the staff performance also enhances the decision-making. Moreover, the disputes within the workplace are also minimized through documentation (Griffin, 2013).

There are several ways of training the new employees working from 7-11 in the organization. The instructor led training is one of the effective employee training method used by the organizations. This approach includes the PowerPoint presentation, storytelling, and video training (Shields et al. 2015). The other methods are the interactive training techniques that keep the employees engaged that help the employees to become more receptive to the information. The hands-on training technique is another effective technique that includes delivering coaching, focussed on the needs of the staffs. The E-learning or the online-based training is a reliable method of giving training to the staffs. As the internet is easily accessible, this method has become an efficient way of delivering training. This process helps to create confidence in the new workers by making the training more interesting.

Monitoring the performance level of the employees is an essential task of the managers of the organization. The performance level can be monitored by several ways, which includes watching the employees working. This method helps to detect the loopholes and thereby giving opportunities to develop further. The other method is to ask the employees for an account of the task they have done. The regular one to one conversation helps to hold the employees accountable. The employees can be told to use self-monitoring tools in order to track their performance with the help of project plan, checklist etcetera. Monitoring the employees on a regular basis refers to check the employees on the spot on an ongoing basis (Eden & Ackermann, 2013). Monitoring the performance of the staffs is helpful in improving the productivity of the staff and the organization.

The performance improvement and development plan involve various steps in which the first step is to document the issues of the performance. The documentation requires the components such as information of the employee, important dates, details of the performance gap, details of the expected performance, consequences, action plan, and signature of the employees and manager (Barrett et al. 2015).

Examples of KPI and consultation on establishing the KPI

The next step is to develop an action plan for the improvement. The action plan requires objectives that are specific and measurable and has to be relevant, correct and time-bounded (SMART goals). The third step is to review the action plan with the manager before meeting the employee. This helps to ensure the effectiveness of the action plan. After the reviewing, the supervisor needs to meet the employees where all the areas for improvement have to be made clear to the staff (Neves & Eisenberger, 2012).  Adjustments and modification of the plan can be carried out based on the feedback of the employee. Furthermore, in the opinion of De Waal (2013), regular follow-up meetings can help in the success of the plan.

Discussion on the series of appropriate actions in order to deal with the staffs in case the staff performance is below standard

In the modern business world, the management of a company greatly depends on the performance of their employees in order to maximize profitability. Functioning of an employee is greatly dependent on his strength and desire for the company. Concerning diagnosing of poor performance it always is not related to putting pressure for more output on an employee. If there is a significant downfall in the performance level of the employees, the managers or the HR needs to be reported. It is important to identify causes for low ability before attempting to solve employment issues. There are a series of actions that can be carried out by the managers such as conducting formal review, feedback, termination etcetera. The formal reviewing helps to communicate with the employees and understand the needs, wants and perception of the employees. If the employees are provided with regular feedback it helps the employees to understand the issues they face. They are further able to identify and improve their loopholes. In order to enhance the ability for the management of a company focus on five major elements, resupply, restraint, refit, reassign and release.  A firm targets to provide its Employees with proper aims and objectives to give an insight of the company. Further, to improve efficiency management offers its workers with additional training and skill improvement programs.  An organization me also consider this type of refitting and reassigning the job to be the more responsible person.

On the job training (OJT) is the simplest and quickest way to learn about the workings of a company under an immense supervision of the management. According to economic conditions of an organization the process of OJT used to be the cheapest method of learning for employees. Management of a company understands the need for the instructional model in the framework (Hill, Jones & Schilling, 2014). Some forms in addition to a non-paid training session make it a point to organized and on job paid training period for there to be employees. With the process of quick learning and immediate productivity supervisors am to develop multi-skill trainees. The mentors of the company influence success of OJT.

Designing the risk management plan

In order to arrange a successful OJT, the first activity that the managers need to do is to mentor the employees. Mentoring helps to increase the employee development by contributing skills, knowledge and experience to the employees. Both internal and external job training can be offered to the employees simultaneously to increase their efficiency. Implementing a book club is another way to arrange for a successful OJT session in the organisation. The employees voluntarily reads the same book which is combined with regular discussion. Therefore, these activities helps the managers to arrange the OJT in a successful way.

A company lays down the basic structure of goals and objectives for the management and the employees in order to work together in its accomplishment.  The system promotes a sense of responsibility, which further leads to a performance Boom. The performance manager of a company port forward a set of design in order to evaluate performance, identify strength, set goals and recognize training needs. In addition to contributing towards company's morale, the system also attends towards individual needs. The main principle of performance management system is a dual nature, which caters to both mentors and workers.

According to Wang & Sarkis (2013), feedback sessions of a company form an integral part of a relationship between employer and the employees.  In order for a sustainable future of a company, managers greatly promote the need for feedback from their employees. According to organizational policies, feedback is accepted on a daily basis. In addition to this, the managers are responsible for the task of bringing in changes that benefit the employees whenever required. It is important for the managers to pre-plan feedback session and identify what are the highlighted points that are to be discussed in the feedback session before the meeting is held. It is beneficial to issue an agenda in case of emergency. The team members of the organisation needs to give enough time so that they are able to prepare for the feedback session. Thus, these are the ways by which the managers of the company are able to conduct a formal feedback session for the employees.

Furthermore, in order to increase efficiency, effective relationship is maintained between the management the framework and the workers in the company (Hitt, Ireland & Hoskisson, 2012). Organisational and management strategies in a company recognize the need for a constant evaluation of performance.

One of the vital tasks in the performance management is to reinforce excellent performance through positive feedback and reorganization. However, Rabl et al. (2012) argued that there is a chance of backfire of the positive feedback if genuine perception is not followed. Fake positive feedback can prove to be risky. It is further essential to be quick in delivering feedback to the staffs to receive more effective results (Kehoe & Wright, 2013). Providing feedback only at times of performance review can be harmful as the managers miss out a huge advantage scope for enhancing labor productivity. Moreover, the frequent the feedbacks are offered, the more is the level of improvement. Further, reinforcement of the employees can be carried out by rewarding the employees for their performance. Remunerating the high achievers of the organisation has to be done according to the worth of the employees. Offering sincere thanks, providing meaningful perks, helping them to keep the momentum and developing the employees are ways to reinforce the excellent performance of the employees.

Designing the performance management and review processes for a chosen role

The HR of the organization plays an important role in the performance management. The HR can be requested to involve in the process when there is an urgent need for decision making due to the adverse downfall of the staff performance level (Armstrong & Taylor, 2014). In scenarios where the managers fail to handle the situation, they opt for the guidance of the HR specialists. The HR involvement in the performance management helps to ensure fair performance system within the organization (Ates et al. 2013).

The consistent under-performance of the staffs is harmful to the sustainability of the organization. Therefore, the managers of the organization involve a counseling process during and after the orientation period. The counseling process includes understanding their loopholes, discussing the problems faced by staffs, identifying whether further training is required or not (Ward & Peppard, 2016).

The management can undertake the disciplinary action where at first an oral warning is given to the staffs if they fail to deliver satisfactory performance even after the training. However, if the problem still prevails, a written notice can be handed to the individual for the counseling.

Concerning poor performance of employees, the final stage in order to enhance and restore a proper employment structure is releasing of unfruitful workers. There arises a situation in a company when there is no chance of reassigning or refitting of work. In such occasions, the best solution for the organization is to let the employee go. Regarding legal requirements, management of a firm needs to choose the employee's job contract. According to fair work 2009, there are set of rules and regulations for the employees and employers of the organisation under the national workplace relation system. The law aims to provide a balanced framework for the productive workplace relation. The national economic prosperity and social inclusion is achieved by the organisation with the support of the Fair Work Act 2009. In order to secure long-term business firms not only work for their personal benefit but also look after social welfare (Buckingham & Goodall, 2015). In addition to a holistic approach, companies promote the need for an ethical code of conduct. An unethical behavior or any misconduct by an employee can lead to an order of termination from the workforce. Supervisors often tend to seek faults in the management system before taking such a harsh decision. A letter of termination is issued only after a proper understanding between the managers and the concerned employee.

Ways in which the participants can be trained in the process


Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Ates, A., Garengo, P., Cocca, P., & Bititci, U. (2013). The development of SME managerial practice for effective performance management. Journal of Small Business and Enterprise Development, 20(1), 28-54.

Buckingham, M., & Goodall, A. (2015). Reinventing performance management. Harvard Business Review, 93(4), 40-50.

De Waal, A. (2013). Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan.

Hill, C. W., Jones, G. R., & Schilling, M. A. (2014). Strategic management: theory: an integrated approach. Cengage Learning.

Hitt, M. A., Ireland, R. D., & Hoskisson, R. E. (2012). Strategic management cases: competitiveness and globalization. Cengage Learning.

Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.

Rabl, T., Gómez-Villamor, S., Sadoghi, M., Muntés-Mulero, V., Jacobsen, H. A., & Mankovskii, S. (2012). Solving big data challenges for enterprise application performance management. Proceedings of the VLDB Endowment, 5(12), 1724-1735.

Wang, Z., & Sarkis, J. (2013). Investigating the relationship of sustainable supply chain management with corporate financial performance. International Journal of Productivity and Performance Management, 62(8), 871-888.

Ward, J., & Peppard, J. (2016). The Strategic Management of Information Systems: Building a Digital Strategy. John Wiley & Sons.

Barrett, A. D., Chamberlain, P., Galindo, A. L., Moore, J. R., Thomas, A., & Bacon, J. (2015). U.S. Patent No. 20,150,310,752. Washington, DC: U.S. Patent and Trademark Office.

Eden, C., & Ackermann, F. (2013). Making strategy: The journey of strategic management. Sage.

Evans, J. R., & Lindsay, W. M. (2013). Managing for quality and performance excellence. Cengage Learning.

Griffin, R. W. (2013). Fundamentals of management. Cengage Learning.

Karatepe, O. M. (2013). High-performance work practices and hotel employee performance: The mediation of work engagement. International Journal of Hospitality Management, 32, 132-140.

Keck, I. R., & Ross, R. J. (2014, February). Exploring customer specific KPI selection strategies for an adaptive time critical user interface. InProceedings of the 19th international conference on Intelligent User Interfaces (pp. 341-346). ACM.

Kooij, D. T., Guest, D. E., Clinton, M., Knight, T., Jansen, P. G., & Dikkers, J. S. (2013). How the impact of HR practices on employee well‐being and performance changes with age. Human Resource Management Journal,23(1), 18-35.

McConnell, C. R. (2004). Managing employee performance. The health care manager, 23(3), 273-283.

Neves, P., & Eisenberger, R. (2012). Management communication and employee performance: The contribution of perceived organizational support.Human Performance, 25(5), 452-464.

Ogunlana, S. O. (2010). Beyond the ‘iron triangle’: Stakeholder perception of key performance indicators (KPIs) for large-scale public sector development projects. International journal of project management, 28(3), 228-236.

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

Seuring, S., & Gold, S. (2013). Sustainability management beyond corporate boundaries: from stakeholders to performance. Journal of Cleaner Production, 56, 1-6.

Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... & Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.

Williams, R. S. (2002). Managing employee performance: Design and implementation in organizations. Cengage Learning EMEA.

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