Manage People Performance Policies on Employee Performance

Question: Discuss about theManage People Performancefor Policies on Employee Performance. Answer: Introduction This report is divided into two parts. In task one, the report is basically on the operational plan including task and resource requirement and performance management policies and procedures of a company. For the analysis, the company named Coles group is taken. The report is focused on the performance management policy which includes job specification, resource requirement, time management, supervision and training etc. after that, second task is based on the case study related to discipline and termination of an employee. This part is mainly focused on the risk analysis. Coming on the first task, Coles group is the famous and largest supermarket in the Australia. The company is supplementary of Wesfarmers. This company was found in the year 1914 in Melbourne. In present time the company has around 770 outlets across the Australia and there are around 1, 00,000 employees in the company. The company is also doing its operations by online marketing to acquire more and more customers. Company has a good customer service also. Company offers attracting products by lowering the price such as weekly shopping basket and delivers better shopping experience to the customers. The strategy of the company is to build deeper and long term relationship with bits suppliers and business partners. Coles is well known company among the customers because off wonderful customer service and quality of products. The report will be focused on the operational plan of Coles Group including time management, supervision and training etc (Coles, 2016). Performance Management Policy and Procedures Performance management refers to the process which includes the effective management of individual and team to achieve the high level of performance. The performance management focuses on establishing the culture and environment in which individual or group of employees take responsibility of the business operations and improves the skills and behavior. Effective performance management includes set the targets, observe and review the performance and repeat the cycle to achieve the organizational and individual goals and objectives (Tasmania Prison Service, 2014). Performance management policy of Coles Group includes some points: Job Specification: Roles of responsibilities should be clear in the job. The post holder should review the job specification and role profile. Change in the roles in sometimes can be difficult for the employees to perform. Along with this, job specification should be reviewed by the managers and employees on yearly basis to see the change that may be happening in the role. Resource requirement: The focus of the performance management should be identifying the resources required to improve the performance of individual or group. The managers and higher authority should support the employees to utilize the available resources in the organization for improving the performance. Time management: The aim of performance management is manage the time for achieving goals and objectives. It is very important to set the targets and timescales for improvement in the performance. Time management is the key of success. Policy Introduction: To improve employee performance, company should address appropriate and effective HR policies such as capability policy and disciplinary policy. These policies are necessary for the improvement of individual as well as company also. This is the responsibility of managers to introduce his employees about the policy documents and the relevant procedures and policies. Performance management system: Performance management system is an important part for the improvement of the performance of individual or team by developing effectiveness of employees. It should include performance policies, and performance appraisal, system. The Performance management systems should be based on the managing individual performance and maintaining communication between employees and manager. Performance review objectives: Managers should review and appraise the performance of employees periodically. Performance review should be held time to time to help the employees to improve their performance. Managers should note the date of observations. Information regarding performance review should be confidential to avoid the conflicts. Performance Review roles and responsibilities: There are the responsibilities of manager and supervisor to review the performance of the employees. After observation, the role of the manager should be to complete the performance and appraisal form. Manager should give rating to those employees who have better performance. Employees should take actions to improve the performance according to the given ratings. Performance rating should be checked and approved by the higher authority. Supervision and training: After the rating, the employees who are low in their performance need training and supervision. The result of training is that employees will be aware about the performance management system by the training. Managers should conduct training sessions and learning modules for employees regarding work and profile to achieve the goals and objectives. Head of the company should ensure that training and development is necessary for the employees. Performance review guidelines: There are guidelines for performance review which help the managers to conduct an effective performance review. Performance review of employees should be done yearly by the managers during the performance rating time. The supervisor of the employees must conduct the performance review as the part of his job expectations. The performance review form of companys employees must be used to evaluate the employees performance. Any other evaluation form must not be used. Evaluation of job performance must be fair, objective and reliable during the process. The reviewing part must include performance factor, behavior, and job profile of the employees. In the performance review form, there must be performance expectations and goals for the performance goals. Managers should give the chance to employees to review their own performance. For this purpose, one of blank performance review form must be use by the employees. Employees must be encouraged to join training regarding performance review provided by the Human Resource Team. Application of award: There should be awards and recognition system in the company for those employees who are performing well. Managers must have knowledge when they have to held awards and recognition programs. To motivate the employees for improving performance, award system is most important part of performance management system. Other process: There must be process related to other management processes such as salary reviews, availability of resources in the company, relevant and required documents for the performance review, the date on that review was conducted. The information of performance review must be confidential in the documents. Policy Template: Policy Name: Performance management Plan Policy Number: Contact Officer: Date Approved: Date for next review: Overview: The policy helps and encourages the employees of Coles Group to achieve the goals and objectives and maintain the work standards. Aims and Objectives: The policy provides the framework to improve the performance of the employees in the Coles Group. Unit Team: The managers of Coles Group must form a team to manage and review the performance of the employees. Responsibility for performance management and Training: The policy helps to identify the current performance of the employees in the Coles group to achieve the goals. Policy Implementation: Implementation of policy must be in four parts i.e. Planning, managing, reviewing and recognition and rewarding performance. Managers responsibility: Responsibility of managers in Coles Group must be reviewing and giving ratings according to the performance of employees. Employees Responsibility: Employee must fill the review form by self reviewing. By self review they will be able to know their strengths and weaknesses. Performance management framework: In the phase of framework, goals and objectives are to be set for the employees of the Coles Group to increase their motivation. Equity: All the employees should be treating equal and they must get equal chance to utilize the available resources in the Coles Group. Performance management KPIs: Performance of the employees in the Coles Group must be reviewed on the basis of performance factor, behavior, and job profile of the employees. Funding: Company must have sufficient funds for the training and development programs of the employees. Performance Management Procedure Performance management procedure refers to the process adopted by the managers for planning, reviewing, and improving the performance of the individual or team in the Coles Group. The procedures in the Coles group are taken: Performance review Procedure: In this procedure, every employee in Coles Group must take part in the two reviews each year. The reviews will the yearly review and interim review. Reviews will be conducted in every 6 months. The procedure will be on the basis of development of the employees. Coaching Procedure: In this procedure, supervisor must communicate with the employees about job profile, roles and responsibilities. It will help the employees of Coles Group to developing their performance by regular performance feedback. Disciplinary Procedure: This process will help the employees to tell that what improvement is needed and give the chance to employees to put their difficulties in front of managers. With the help of this procedure, employees of the Coles Group would be able to raise the issue before their managers. Grievance Procedures: This procedure can be used by the Coles Group to solve the conflicts within the company. The process would be helpful for the company to sort out the conflicts raised because of any reason. Performance Procedure: Procedure: Task description: Department: SOP: Approved By: Date: Procedure: Action Number Action Description Standard Required Who 1. Stage 1 HR manager send to review form to the each employee HR to Employee 2. Stage 2 Employees do self review process. Employees 3. Stage 3 Review Form sent to the managers of the employees and managers give ratings Employees to managers 4. Stage 4 Manager send those forms to HR team Managers to HR 5 Stage 5 HR team send those rating from to higher Authority HR to higher authority 6 Stage 6 Higher authority check and approve that performance management procedure Higher authority (CEO or Directors) Task 2 By using the Sams case, it can be said that there are many conditions of misconduct in the work place i.e. using bad language, aggressive behavior, fraud with the company, dishonesty with the work, lateness on the workplace, illegal work on the work place, misuse of resources, misuse of policies and rules, unethical behavior with other employees etc. these can be some misconduct be serious misconduct which can be happen on the workplace. The legislation applied in similar to Sams case can be criminal code in s 245. According to this law, if a person strike to other person directly or indirectly, is said to the assault that other person and the act are called an assault. This law may be applied by the company in the case of Sam. Organization can implement the policies i.e. to establish the code of conduct for rules and regulations and to replace or change who procedure in this regard. Company can give a written warning to the employee who is doing misconduct and take disciplinary actions against misconduct to consider the termination fair. The documents that company would have to develop to evidence that it has implemented a process to support non-performing employees can be performance management review form. This is the form collected by the managers after rating the performance of the employees within the company. Conclusion To sum up, the report basically has been based on the performance management plan and procedure in two different cases. The analysis of both the cases has been done individually. In the first task, the report has been focused on the performance management policy of Coles Group which includes job specification, resource requirement, time management, supervision and training etc. The report includes performance management policy which includes job specification, resource requirement, time management, supervision and training of the employees of Coles Group. The templates of performance management policies and procedures for the company are also given in the report. Further, the second task is based on the case study related to discipline and termination of an employee. The report is also based on the misconduct by the employee. It has been focused on the legislation against the misconduct. The criminal code in s 245 against assault can be applied by the other person against misconduct. References Coles, (2016), Coles Looking after your health and safety, retrieved on 28th September 2016 from https://contractor.colesgroup.com.au/documents/documents/OHS_Inj_Mgmnt_poster_SupplyChainnew.pdf Tasmania Prison Service, (2014), Performance Management Policy and Framework, retrieved on 28th September 2016 from https://www.justice.tas.gov.au/__data/assets/pdf_file/0017/300815/TPS_Performance_Management_Framework.pdf