Managing People Performance At Star Industries

WHAT/ LEARNING AND DEVELOPMENT NEEDS IN PRIORITY ORDER

WHY/

NEED

WHEN / DATE, TIME AND DURATIONWHO/

WHICH MEMEBERS WILL PARTICIPATE

WHERE /

LOCATION

HOW/

MODE

TRAINING PROVIDERMONITORING METHODS USED TO ENSURE COMPLAINCE WITH QUALITY ASSURANCE STANDARDSEVALUATION

ON REPORTING AND PROGRES MONITORING TO ENSURE SUCESS

Managing teamsThis helps the leaders and supervisors in better handling of the skills and performance of the employees in the group.15 August, 2016

10:00AM-5:00 PM

5 days

Team leaders and supervisorsOffice Conference hall premisesWorkshops sessionsLine MangersInspections at any point of time and observing working patterns in organization.Performance statistics

And comparison

Participative

decision making

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

10:00AM-2:00 PM

2 days

Team leaders and supervisorsOffice Conference hall premisesSeminarsGeneral managerAudits and performance statistics of employeePerformance statistics and reports
Collaborative goal settingThis 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

Continuing process

1 month span

Team leaders and supervisorsRespective workplace of employeesOn the job trainingAll 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 communicationThis helps in improved communication between employees and thus reduces the conflicts amongst them.15 August 2016

1 month

All the staff and managers in the organizationWorkplace or office premisesMentoring and providing for educational sessions in case of certain employees as per needRespective

Reporting or senior

manager

Monitoring of performance and behavior through observationConflicts and interpersonal behavior
Self managementThis helps in better analysis of the employees about their own behavior, attitude and skills at workplace.28 August  2016

15 days

All the staff and managers in the organization.Office premisesCoaching and training processSenior managerThrough reports by the senior manager on individual employee performance in the session.Self reflective reports and appraisal reports
Giving and receiving feedbacksThis will develop the ability to improve the performance through feedback mechanism15 August 2016

1 month

Continuing process

Team leaders and supervisorsRespective workplaceOn the job trainingRespective senior managerObserving the feedback generation an handling processes in the organizationFeedback datas and reports

RECOMMENDATIONS

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

SPECIFIC

MEASURABLEAGREED UPONREALISTICTIME FRAME
Time managing skills and performanceAnalysis from past few weeks shows the performance is decliningSupervisor 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 tardinessLong lunch breaks are observed in employee or supervisorAgrees that his breaks were longEmployee given time card to manageOne month
Reporting proceduresEnd of shift reports are not submitted on time from past 3 monthsSupervisor delegated it to his subordinate which is not allowed.End of shift reports will be furnished on time by supervisor onlyThree 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.

One week

Step 4 This is followed by review of performance after end of stipulated improvement period.

GREIVANCE MEDIATION

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

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