Assess the effectiveness of own organisation in measuring team performance against organisational goals and objectives. I will be assessing how the Arla Stourton site measures team performance against goals and objectives and how effective these measures are. In my opinion the site at times struggles to measure team performance against its goals and objectives as I believe that the objectives are too vague and are not always fully understood by the people who are meant to be achieving them. A lot of this I believe is down to the size of the site and the very distinct differences between the different departments. At times, the objectives of one department and another conflict while they are trying to achieve the same goal. All of this makes measuring team performance difficult. There is also a lot of different roles within the same team around the site, some of which I believe would be difficult to manage performance as there aren’t targets against which you could manage. Two vastly different roles but both with similar issues regarding giving targets to are a faciliation technician – the target you could give them is to complete a certain numbers of jobs in a day, but this gives the issue of how you assign times to a job and if a job is going to take longer how you adjust the target and how you can stop abuse of the system. The second example is an communication technician, how do you set a target for them, when their job is about talking to people and using soft skills, both are very dependent of outside factors, as such is it fair to set their performance on these. The senior management team also have KPI’s which feed into team leaders, then technicians and then again into the graded staff on the shop floor. I’m not sure how many people could tell you what the KPI’s are for their team. So if the team doesn’t know the KPI, how can they expect to achieve it. The