PERFORMANCE IMPROVEMENT PLANPERFORMANCE IMPROVEMENT PLAN

A very well written assessment. Part B is competent and no further work is required. Part A needs some additional information to bring it up to a pass. In particular you didn’t cover the whole question on CTF training organization and the auditing of that arrangement. Please check this in your assessment guidelines.

Please read my comments below for guidance and then RESUBMIT when ready.

Grade = Unsatisfactory

Regards Darren

Table of Contents

TASK A ……………………………………………………………………………………………………………………………. 3

LEARNING AND DEVELOPMENT STRATEGY FOR MANAGING PERFORMANCE USING STAR INDUSTRIES PERFORMANCE MANAGEMENT SYSTEMS……………………………………………………………………………………………………. 3

OBJECTIVES…………………………………………………………………………………………………………………… 3

LEARNING AND DEVELOPMENT PLAN FOR TEAM LEADERS AND SUPERVISORS IN MANAGING PEOPLE PERFORMANCE AT STAR INDUSTRIES…………………………………………………………………………………………………………… 9

RECOMMENDATIONS……………………………………………………………………………………………………. 14

TASK B…………………………………………………………………………………………………………………………… 14

  1. PERFORMANCE IMPROVEMENT PLAN……………………………………………………………………. 14
  2. GRIEVANCE MEDIATION…………………………………………………………………………………………….. 17

BIBLIOGRAPHY & WEBLIOGRAPHY………………………………………………………………………………………. 20

TASK A

LEARNING AND DEVELOPMENT STRATEGY FOR MANAGING PERFORMANCE USING STAR INDUSTRIES PERFORMANCE MANAGEMENT SYSTEMS

OBJECTIVES

The objectives of the organisation Star Industries, in being involved in learning and development through the use of Performance Management Systems (PMS) include maintenance of the performance of the human resources in the organisation and it can be discussed under following sub-headings.

 gies in the organisation is to manage the talent pool in the organisation while at the same time it helps in development of a culture towards the development in the organisation. Also this helps to drive the commitments of the people working in the organisations as they feel valued through satisfaction of the developmental needs and career advancements. Thus various strategies that are used by Star Industries are:

Assessment of learning needs: the focus is placed on understanding of the learning and development needs of the organisation including the individual and group needs. This helps the Star Industries to allow for educational programs and better designing of the training programs in accordance with the learning needs of the employees. Also this helps in identification of current skills in the organisation and the desired skills and thus bridging the gap.

Development programs drive: The organisation is dedicated to planning for the development of its employees and thus initiates the internal and external training and development initiatives through commitment of sufficient resources in the organisation.

Learning groups: This strategy helps the organisation to allow for sharing of knowledge and skills amongst the group members and through the generation of self learned kind of groups in the organisation.

Mentoring and Buddy learning: This helps in encouraging and improving of the performance of the individual employees while working with the fellow employees and the mentoring allows the senior or reporting officer or manager to be in the role of a mentor and thus providing training and development of employees while performing the routine activities at workplace.

On the job learning: This helps in providing challenging task to the workforce and thus promoting the learning of the new skills in order to accomplish these tasks thus promoting a culture towards learning on the job. Job rotation had been used by Star Industries in order to allow learning of multiple skills and abstain from the monotonous nature of jobs.

STRATEGIC PURPOSE: the purpose of the deployment of various strategies in learning and development in the organisation involves improvement in the knowledge, skills and attitude (KSA) framework of the organisation. Thus the strategy aims to promote a development and learning culture in the whole organisation.

TARGET GROUPS: In this learning and development strategy at Star Industries, the target groups involve the people whose improvement in various avenues at work would help in improvement of the overall performance of the organisation. Here the target groups involve the Team leader and Supervisors  whose contribution is important in handling the human resources of the organisation and thus managing the people in the organisation. Thus improvement in their performance will improve the overall performance of the employees and thus the organisation.

PERFORMANCE GAPS: The Star Industries had been keen in assessing its performance including the performance of the key managers and all the individuals involved in the organisation. Thus the learning and development strategy is the key to identification of the actual and desired performance and thus bridging the gap between the actual level of performance of the individuals, groups and the whole organisation.

Star Industries had identified the key areas where the improvement will lead to bridging of the gaps to reach the marked performance standards and they are

  • Managing teamwork- the Star Industries is a large group and thus consists of various teams and groups performing in it. Thus through promoting the team working skills in the employees and development of managerial skills in the various employees like the Plants manager, Human Resources Manager, Supervisors, etc. This will help in better use of resources along with skills present in the human resources organisation.
  • Participative decision making- This will help in coordination of work functions amongst the employees and drive their level of commitment towards the organisation through better involvement with the organisation and promotion of industrial democracy.
  • Collaborative Goal Setting- the setting up of goals and targets through collaboration with the employees who are actually supposed to perform it helps in improving their level of confidence and they are performing better towards their attainment and thus the organisational performance is impacted in a positive manner.
  • Interpersonal and organisational communications- the communication are an inseparable part of any business functioning and thus Star industries is committed towards the betterment of communication between the employees and maintenance of good interpersonal relations to avoid any negative impact on the working of the organisation and minimising of the conflicts through structure and systems in place.
  • Self management- This is a technique that helps the individual employee to gain an insight in to his own performance over the job and understand the various aspects including attitudes and behaviour at workplace. Time management is a key skill required in the employees at Star industries and thus the company is directed towards the promotion of self managing practices in its employees. Self reflection is a practice where the employee understands his own learning and development during the course of job performance and thus plans for improvement in own performance. Thus Star Industries is committed to install reflective practices in its employees and managers.
  • Giving and receiving feedbacks- through instilling an effective feedback mechanism the Star Industries aims to identify the improvement in the performance of the individual employees through gaining feedback from the clients and the managers and making corrective actions. Thus it will help the betterment of the employee performance through feedbacks.

 : the various learning characteristics that will be addresses by this learning and development strategy at Star Industries include promotion of a culture in the organisation towards development and thus the various aspects that the learning and development strategy at Star industries seeks to address are as follows

  • Team working skills
  • Participation in decision making in organisation
  • Collaboration with supervisors or managers in goal setting
  • Interpersonal and organisational communications
  • Self management
  • Gaining and providing feedbacks on performance

 : the learning and development strategies and programs in the organisation involve important financial commitments on the part of the organisation. Thus the Star Industries commits sufficient financial resources in the training and development programs. Also it provides for education of the employees and training from outside agencies which involve huge costs. Also other resources involved include technology and human resources in the organisation. Also this involves loss of working hours of employees as being involved in seminars and workshops.

WHAT/ LEARNING AND DEVELOPMENT NEEDS IN PRIORITY ORDERWHY/

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

  • 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

TASK B

1.     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

SPECIFICMEASURABLEAGREED 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 WORKPLACEEmployee had been consuming alcohol during work hours from past few weeks.Unacceptable as per company policiesThe 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.PERFORMANCE IMPROVEMENT PLAN2

2. GRIEVANCE 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 behaviour 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.

Step 5: if the conflict is not resolved through this mediation, the parties may be subject to investigation by an authority appointed by the General Manager. The procedure for which will be as follows.PERFORMANCE IMPROVEMENT PLAN

BIBLIOGRAPHY & WEBLIOGRAPHY

  • Learning and development strategy (2015) (online) available at http://www.cipd.co.uk/hr-resources/factsheets/learning-talent-development-strategy.aspx last accessed on 28 July, 2016
  • Derek Torrington; Laura Hall & Stephen Taylor (2004). Human Resource Management. Pearson Education. p. 363-9
  • Tannenbaum, S I; Yukl, G (2002). “Training and Development in Work Organizations”. Annual Review of Psychology 43 (1): PP399441
  • Patrick J. Montana & Bruce H. Charnov (2000). “Training and Development”.Management. Barron’s Educational Series. p. 225.
  • William J. Rothwell (2005). Effective Succession Planning. AMACOM Div American Mgmt. pp. xviii.
  • William J. Rothwell & H. C. Kazanas (2004). The Strategic Development of Talent. Human Resource Development Press. p. 4.
  • Cohn JM, Khurana R, Reeves L (October 2005). “Growing talent as if your business depended on it”. Harvard Business Review83 (10): 62–70.
  • Rosemary Harrison (2005). Learning and Development. CIPD Publishing. p. 5-29

Good range of training topics 

PERFORMANCE IMPROVEMENT PLAN

Good

I need a detailed list of these resources including an estimated budget. Include things like rooms, trainers, workbooks etc

Framework is good

Yes – but how much??

You haven’t mentioned anything above about this

Well done  – Part B is competent

Maddox Smith

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