Q1. Why is it important to identify the relevant groups and individuals, consult with them about the work to be allocated, the resources available and to confirm the performance standards, Code of Conduct and work outputs for the task.
Ans1. It is important to do so because it serves the following five functions:
Q2. What is the procedure to develop work plans that are in accordance with the operational plans?
Ans 2. A 5-step procedure must be used to develop the operational plans as per work:
Q3. As a manager, how can you allocate the work in a way that is efficient, cost effective and outcome focused. Explain the different ways to record the work allocation.
Ans 3. 5 ways to allocate work across the team:
Q4. How can you consult with relevant staff prior to the commencement of the work to develop and agree on performance indicators? What are the ways to record the agreed performance indicators?
Ans 4. You can define and state the key performance indicators by setting and measuring individual targets for particular employees and departments in consultation with them through a meeting where everyone’s perspectives are taken into account. Performance management KPIs must:
KPIs must help you set goals for business and achieve them accordingly. Examine and record results to track and compare performance. Regularly revising and reviewing KPIs will keep them in line with changing business environment and processes (Business.vic.gov.au, 2019).
Q5. What is meant by risk analysis? How can it be conducted for the task, in accordance with the organizational risk management plan and legal requirements, to identify and control the task risks. Document the risk analysis, including controls implemented.
Ans5. Risk Analysis is a process which helps a business find out hindrances or problems which may be caused to the business projects and helps to resolve them. To start on with risk analysis one must identify the threats to business by searching for financial data, market forecasts and project plans.
Firstly, the threats existing and possible must be identified from various sources such as human resources, financial data, natural and political environment, structure of the project, etc.
Upon finding out the threats you need to analyze the risks it may pose in future or the uncertain future it might bring. Risk value = Probability of event x cost of event (mindtools.com, 2020)
Q6. Design the performance management and review processes that are to be used to ensure consistency with organizational objectives and policies.
Ans6. The following practices put forth performance management and review:
Q7. Describe the methods to train the participants in the performance management and review process.
Ans7. Following methods can be used to train participants in performance management:
Q8. List the steps to conduct performance management, in accordance with the organizational protocols and time lines.
Ans8. These are:
Q9. Explain the strategies to monitor and evaluate performance in the organization on a continuous basis. How is such performance evaluation generally recorded?
Ans 9. Some methods for employee performance evaluation:
This may be recorded by maintenance of employee records in company register of human resources.
Q10. On a regular basis, how can you provide informal feedback to staff?
Ans 10. ways for providing timely feedback to employees:
Q11. Where there is poor performance, how can you advise people and take necessary actions. Also, explain the ways to record any poor performance, and actions taken.
Ans 11. Steps to address poor employee performance:
Q12. As a manager, how will you provide on-the-job coaching to improve performance and to confirm excellence in performance. Also, explain the procedures to record all on-the-job coaching provided.
Ans 12. Ways in which on the job training/coaching can be provided to improve performance:
Q13. How will you ensure that the performance outcomes are accurately documented in accordance with the organizational performance management system?
Ans 13. Following steps must be taken to ensure proper documentation of performance outcomes:
Q14. What is the significance of conducting formal structured feedback sessions in accordance with organizational policy?
Ans 14. Formal feedback is important because:
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com. (2020). Risk Analysis and Risk Management. Retrieved from https://www.mindtools.com/pages/article/newTMC_07.htm
com. (2020). Performance Management. Retrieved from https://www.valamis.com/hub/performance-management
The balance Careers. (2019). Performance management process checklist. Retrieved from https://www.thebalancecareers.com/performance-management-process-checklist-1918852
com. (2016). Top methods and techniques for evaluating employee performance. Retrieved from https://www.assessteam.com/top-methods-and-techniques-for-evaluating-employee-performance/
Seek employer. (2019). 7 ways to give valuable and constructive feedback to staff. Retrieved from https://www.seek.com.au/employer/hiring-advice/7-ways-give-valuable-constructive-feedback-staff
Fair work ombudsman. (2020). Managing underperformance. Retrieved from https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/best-practice-guides/managing-underperformance
Quantum workplace. (2019). Coaching to engage. 12 rules to effective, ongoing coaching. Retrieved from https://www.quantumworkplace.com/future-of-work/12-rules-for-effective-employee-coaching
Child HR. (2020). Performance management and importance of documentation. Retrieved from https://www.childhr.org.au/performance-management-importance-documentation/
com. (2019). Benefits of having weekly feedback sessions. Retrieved from https://www.mentimeter.com/blog/great-leadership/benefits-of-having-weekly-feedback-sessions
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