Manage people perfomance - Essay Example

Assisting employees to identify their area of competency and providing them the opportunity to implement it. Conducting evaluation after certain time intervals. Identifying the poor performances and offering support to improvise on those areas. Policy Implementation: The policy is applicable to all the staff members of the company (including both permanent and temporary) who has been associated with the company for a period of at least 6 months. Manager Responsibilities: The responsibility of a manager are as follows: - To oversee, measure and administer the perfoamcne of the employees.

To conduct regular feedback meeting To make the employees aware of their downsides and recommended them options of overcoming the same. Employee’s Responsibility: The staff members are responsible for undertaking the following tasks: - Employees have the responsibility to achieve satisfactory levels of performance Employees also have the responsibility to attend all the meetings. Participating in the employee development programs to improve skills. To communicate any problems related to perfoamcne activities to the supervisors.

Performance Management Framework: R nt Equity: The policy is applicable for everybody and it will not give any special preference to the organization hierarchy. Performance Management KPIs: It is important to manage the performance of the employees after the perfoamcne management framework has been defined. In this context, ‘Productivity’ can be used as a key performance indicator. Hence, ‘increasing the overall productivity’ is the aim of this policy. Funding: Several funding opportunities are available when it comes to training and development of the employees.

For example, government as well as NGOs often offers financial incentives for this purposes. However, for this purpose it is expected that the company will be able to finance the process itself. . Procedure Procedure # -SNA 1212 Task Description: - Performance management Department: Human Resource Date: 31 October 2013 Action Description Standard WHO Performance Review Procedure Coaching Procedure Disciplinary Procedure Grievance Procedure To Review the perfoamcne of the employees To highlight the coaching procedure to be used.

To State about the steps to be taken for managing discipline within the organization To manage grievances of the employees Overall Output and Productivity of the employees Mentoring, Training and Development Establishment of Rules and regulations and robust governance framework Employment of a liaison to look after the grievances of employees HR department Training and Development HR Department & Immediate Mangers Senior Management PART 2 – Managing Employee Performance Let us take the name of the fictitious company as AB Corporation and names of the three people whose performances to be managed are Mr. X, Ms. Y and Mr.