Key Components
People performance management is part of strategic performance management
Activity 1
Question 1
It’s a tool to ensure that effective management which results in teams and individuals * Knowing and understanding what is required and expected of them * Having the skills and abilities to deliver these expectations * Given feedback on performance
Question 2 1. Performance appraisals is a process where an employees and managers come together on a yearly basis and discuss the employee’s performance, development and any additional support the employees need in their role. Performance appraisals help to access recent performance and is used as a basis for agreeing future objectives. 2. Informal keeping in touch meetings: These can take place as and when required. Keeping in touch meetings can help a manager to bring concerns about a individuals behaviours or performance as soon as there is a problem. These can be used to resolve issues at a early stage. Keeping in touch meetings are a great way for employees to discuss things they are worried about as it encourages employees to speak openly and honestly. 3. Personal Development planning: is about drawing up objectives and competencies, these are statements of specific outcomes that are to be achieved. Objectives should be developed involving the employee so that they are more relevant and more likely to be achieved. Objectives should state what is to be done, how it’s done, when it should be done and how completion will be measured this can be summed up with the acronym SMART. A PDP sets out training needs and other needs of an individual employee to help them develop their skills and knowledge. The plan will include the development needed, how this will be achieved, when it will be achieved and how it will be measured.
