WHAT/ LEARNING AND DEVELOPMENT NEEDS IN PRIORITY ORDER
|WHEN / DATE, TIME AND DURATION||WHO/|
WHICH MEMEBERS WILL PARTICIPATE
|TRAINING PROVIDER||MONITORING METHODS USED TO ENSURE COMPLAINCE WITH QUALITY ASSURANCE STANDARDS||EVALUATION|
ON REPORTING AND PROGRES MONITORING TO ENSURE SUCESS
|Managing teams||This helps the leaders and supervisors in better handling of the skills and performance of the employees in the group.||15 August, 2016|
|Team leaders and supervisors||Office Conference hall premises||Workshops sessions||Line Mangers||Inspections at any point of time and observing working patterns in organization.||Performance statistics|
|This will help in coordination of work functions amongst the employees.|
This will also help in improving communication and level of commitment of the employees for working towards the organizational goals.
Improves level of involvement of employees and thus industrial democracy.
|21 August 2016|
|Team leaders and supervisors||Office Conference hall premises||Seminars||General manager||Audits and performance statistics of employee||Performance statistics and reports|
|Collaborative goal setting||This helps in driving better commitment by involving them in setting up their work targets and thus improves the performance of the whole organization.||25 August 2016|
1 month span
|Team leaders and supervisors||Respective workplace of employees||On the job training||All the managerial levels in organization.||Through the assessment of the respective managers on the Performance in the training programs.||Goals and achievements analysis and comparison to past performance|
|Interpersonal and organizational communication||This helps in improved communication between employees and thus reduces the conflicts amongst them.||15 August 2016|
|All the staff and managers in the organization||Workplace or office premises||Mentoring and providing for educational sessions in case of certain employees as per need||Respective|
Reporting or senior
|Monitoring of performance and behavior through observation||Conflicts and interpersonal behavior|
|Self management||This helps in better analysis of the employees about their own behavior, attitude and skills at workplace.||28 August 2016|
|All the staff and managers in the organization.||Office premises||Coaching and training process||Senior manager||Through reports by the senior manager on individual employee performance in the session.||Self reflective reports and appraisal reports|
|Giving and receiving feedbacks||This will develop the ability to improve the performance through feedback mechanism||15 August 2016|
|Team leaders and supervisors||Respective workplace||On the job training||Respective senior manager||Observing the feedback generation an handling processes in the organization||Feedback datas and reports|
For the implementation of this strategy, the CEO must approve
- Necessary funds and resources for the programs
- Appointment of outside agencies in monitoring and audits
- Approve for training sessions, workshops and seminars to be conducted in the office premises
- Must approve the monitoring and reporting procedures required to evaluate the success of the training and development initiatives
PERFORMANCE IMPROVEMENT PLAN
The stages in the performance review of the Supervisor John Thompson involve:
Step 1 Conducting Interim performance appraisal interview
Step 2 Discussion over the goals and the performance is done informally between Gary and John.
Step 3 This is followed by development of a P.I.P. based on SMART Objectives as follows:
EMPLOYEE PERFORMANCE IMPROVEMENT PLAN
NAME OF EMPLOYEE: JOHN THOMPSON
APPRAISAL DATE: 31 JULY, 2016
IMPROVEMENT PLAN DATE: 1 AUGUST 2016
|MEASURABLE||AGREED UPON||REALISTIC||TIME FRAME|
|Time managing skills and performance||Analysis from past few weeks shows the performance is declining||Supervisor agrees that his performance statistics show decline from past.||The supervisor will be given a mentor to help in time managing skills at workplace.||One month, mentor will produce report on improvement in supervisor performance|
|Absenteeism and tardiness||Long lunch breaks are observed in employee or supervisor||Agrees that his breaks were long||Employee given time card to manage||One month|
|Reporting procedures||End of shift reports are not submitted on time from past 3 months||Supervisor delegated it to his subordinate which is not allowed.||End of shift reports will be furnished on time by supervisor only||Three days|
|BEHAVIOR AT WORKPLACE|
Employee had been consuming alcohol during work hours from past few weeks.
|Unacceptable as per company policies|
The supervisor must abstain from such practices at workplace.
Step 4 This is followed by review of performance after end of stipulated improvement period.
In the case of conflict between the John Thompson, supervisor and Gary Denver, the plant manager, the following steps will be used by the Mediation Officer as follows:
Step 1: Both the parties to the conflict will be allowed to meet informally on 31 July at 10:00 AM at the office pantry area in order to resolve the conflict through discussion.
Step 2: if the conflict is not resolved, then any other party or individual involved in the conflict or a witness to behavior of supervisor can be presented by the manager in presence of mediation officer.
Step 3: if the issue is resolved through informal process then both the parties will document and determine the resolution and corrective procedures to be followed by both manager and supervisor.
Step 4: This will be followed by letter by the manager to the general manager regarding the resolution or non-resolution of the issue, signed by both the parties to conflict and mediation officer.Order Now