bsbhrm512a_bus presentation 1
TRANSCRIPT
BSBHRM512ADEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSESPRESENTATION 1
PRESENTATION OBJECTIVES
At the end of this presentation you will be able to:
• Understand the performance-management process
• Create strategic and operational plans
• Set objectives, strategies and goals
DEVELOP INTEGRATED PERFORMANCE- MANAGEMENT PROCESSES
What is a Performance-Management System?
Process or set of processes for establishing a shared
understanding about what is to be achieved in an organisation.
Allows for management and development of individuals to align
with organisational objectives. The emphasis is on continuous
improvement; as well as learning and development to achieve
results and create a high performance workforce.
Critical element in the development and maintenance of an
effective and productive culture within an organisation
DEVELOP INTEGRATED PERFORMANCE- MANAGEMENT PROCESSES
Usually includes:
Standards of performance
Performance appraisals
Performance development
planning
Written statements describing how well a job should be performed. They should be developed collaboratively with employees whenever possible and explained to new employees upon commencement.
Process of assessing, summarising and developing the work performance of an employee. A written performance appraisal should be sent to every employee once a year, followed by a meeting. Employees should have the option to submit a self-appraisal.
Developing employee performance enhances the overall quality of the workforce within the organisation by promoting a climate of continuous learning and professional growth. Performance development plans should be considered at each stage of the performance-management process.
ANALYSE STRATEGIC AND OPERATIONAL PLANS
Organisations strategic and operational plans need to be carefully
analysed so that current policies and objectives are identified and
included in the processes.
Strategic plans:
• Set out an organisation’s goals over a specified period of time
• Are long-term plans (3-5 years in length)
• Help the organisation in looking at past performance to determine
future targets
• Will identify resources needed to achieve long-term objectives
ANALYSE STRATEGIC AND OPERATIONAL PLANS
They often include:
- An analysis of external factors that might affect the organisation and
its goals (economic trends, competitor’s performance)
- Details about the organisation’s values and principles
Being long-term strategies, these plans are then broken down into
operational plans: short-term length (1 year)
- more detailed than strategic plans
- outline what each work unit needs to achieve
- set out targets, budget allocations of finance to resource
the achievement of these targets
- specific strategies each area of the organisation will use to
achieve these targets
ANALYSE STRATEGIC AND OPERATIONAL PLANS
When creating operational plans, organisations also take into account
larger and broader strategic plans.
The analysis of strategic and operational plans will provide the information to ensure that performance targets can be reflected both within the performance management system and provide the measures by which employee and overall business performance will be measured.
ANALYSE STRATEGIC AND OPERATIONAL PLANSImprovement
activities will be
undertaken to
improve operational
performance within
a set period of time.
At the end of the
year, a full
operational review
will take place where
the strategic plan is
revisited to identify
changes which
might need to be
made.
This provides:
Planning
Implementing
Review
Improvement
OBJECTIVES THAT SUPPORT STRATEGIES AND GOALS
Performance-Management Systems:
- should be linked to the goals, objectives and values of how
the the organisation => employees understand how their job and
performance relates to the overall performance and success of the
organisation
- encourage employees to engage in behaviours and achieve
results that lead to the achievement of organisational objectives
- should include customer service related goals and reward
behaviours related to excellent customer service
Communicate the importance of customer servicePromote behaviours that meet customer service objectives
OBJECTIVES THAT SUPPORT STRATEGIES AND GOALSAll organisations should review performance-management systems to ensure alignment with strategic direction of the organisation Employees need:
- to know what they are required to do
- sensible goals/objectives
- a way to track progress and identify obstacles to goal achievement
- to have an understanding of individual objectives and how they fit into the larger goals of the organisation (Action Plan or Personal Performance Plan)
Organisations need:
- to ensure that goals are written -> easy to understand
- to make sure that goals will contribute to the achievement of business strategy
OBJECTIVES THAT SUPPORT STRATEGIES AND GOALS
Employees who help the organisation achieve its goals should be rewarded for
their contribution. Linking performance to remuneration has proven to be very
successful in continuing that performance achievement.
Organisation's goals, objectives and values can be found in a number
of key business documents, including the mission statement which
describes the nature, values and work of the organisation and spells out
the organisation’s responsibilities to its stakeholders. It should answer
three key questions:
• What are the opportunities or needs that we need to address (the
purpose of the organisation)?
• What are we doing to address these needs (the business of the
organisation)?
• What principles or beliefs guide our work (the values of the organisation)?
PRESENTATION SUMMARY
Now that you have completed this presentation you will know about:
• Performance-Management Process
• Strategic and Operational Plans
• Objectives, Strategies and Goals