A Briefing Guide for the Line Managers at Arab Bank

Performance management is a process which should happen on a continuous cycle. Managers must communicate with employees on a regular basis, ensuring they do not limit discussion to an annual appraisal meeting. Informal communication ensures that an employee can let a manager know if they are having difficulties completing a task, allowing the manager to offer support and

In the large corporation of Regions Bank, there are many specific details involved in creating and maintaining the perfect organizational structure. It takes efforts from the managers and leaders to implement a design to promote stock holder profits, growth, and stability. In this organization there is a cycle that is used that involves four functions of management. Regions Bank also utilizes two strategies to create and maintain a healthy organization.

* Set performance goals with each employee. These goals focus on the employee’s specific performance on the job, such as his productivity, output, results, competencies, and behaviors. As you set and follow up on these goals you will be helping your employees to see that the performance appraisal is not a once a year activity but instead is a way to measure their success and course correct any shortcomings throughout the year.

The first port of call, or initial point of contact, for performance management is usually the

Performance management relates to an organization’s ability to implement a system to evaluate and advance employee performance. Achieving peak performance requires consistency, clear objectives, and constructive employee evaluation. According to Mithas, Ramasubbu, & Sambamurthy (2011), an organization must design the performance management system based on extensive research about the organization’s mission, and then properly communicate the purpose of the system to employees, stakeholders, and decision makers. After the performing the research, the information should be used to establish the appropriate performance management specialized for the organization. In addition, an effective performance management system should align

An effective performance management procedure enables line managers to evaluate and measure individual performance and therefore optimize productivity by aligning their goals with business objectives. Many of the practices that support performance improvement also impact positively on job satisfaction, retention and loyalty of our employees.

case individual`s motivation affects their commitment to work and their work ethicattitude that is mainly influenced by the company`s management and work

* The individual’s performance and development should be seen as a joint partnership between the line manager and the individual. Development of goals and objectives which are incorporated into individual job descriptions, person specification and work situation’s provide performance level criteria.

A vital component of increasing staff is a comprehensive and well-structured performance management system. Its intention is to improve the overall organisation, team and individual performances. The lack of this process can result in employee confusion which is brought on when managers aren’t consistent on giving feedback/ messages to employees. Employees can feel discouraged resulting in low productivity due to the fact that employee’s feelings turn to hopeless for managers aren’t monitoring their performance, (Lotich, 2014). Within Ride’n’Rinse, the performance management system will involve improvement of performance, the improvement of teams and individuals and behaviour management in order to allow productive working relationships. Staff

It is now evident that the implementation of a performance program shall involve the use the use of different personnel from the organization. The success of any program is therefore hitched upon the support it receives from the personnel in the organization and the acceptance it gains within the organization (Levy and Williams).. The goal of having a communication plan in the process of setting up a performance program is to ensure that it needs to be accepted by the majority of the employees within the organization and hence assure higher satisfaction levels among the [participants in the program. The plan shall also help in achieving another goal which includes the fact that information concerning the program is equally disseminated within the organization.

A performance management system should consist of planning, monitoring, reviewing and evaluating (Hrcouncil.ca, 2015). During the planning phase management should identify, clarify and agree upon expectations of the employee. Also, in this phase management needs to determine how results will be measured, agree on the monitoring process and document the plan for performance management. Furthermore, this step is imperative for management to identify and ensure the performance objectives are explicitly stated to the employee. In the development of this phase management would

The third is motivation, which supplies motivation for employees to develop and grow in the job by providing benchmarks during the year. The fourth is accountability, which creates accountability for employees and managers/supervisors. This will help all employees prioritize competing projects or initiatives for each individual or department. Managers conduct initial performance planning discussing with employees and provide direction through coaching sections. After the performance planning discussion, employee’s drafts performance plan for the manager’s review. This planning discussion is followed up by the employee finalizing his or her draft with his or her manager. Overall, managers/supervisors at each level develop specific goals that support department or team goals which in turn support the corporate and function/operational group scorecard metrics.

Companies Performance Management system need to concentrate on the overall improvement the way the company performs. They achieve this by managing the performances of all personnel within the company no matter who they may be. This can be attained by ensuring that everyone within the company truly understands what the overall mission and goals that have been set for them within the company. Performance Management system has a very distinct way that it can manage the performance of the entire company and as long as everyone understands the goals that the company sets forth than the company as a whole will meet those goals. The developmental objective is fulfilled by defining the training requirements of the employees based on the results of the reviews and diagnosis of the individual and organizational competencies. (MSG)

The execution performance management requires the participation of numerous players (Managers, supervisors, and subordinates). For the system to succeed and accepted, clear understanding about the system is needed for effective implementation. Supervision and explanation of performance appraisal system is very crucial element for performance. ‘‘Merely developing a model of the strategy does not ensure the strategy will be successful.’’ Othman (2008, p. 261). Clarifying goals and supervising regularly help to develop people, improve performance, and satisfaction. Therefore, Supervision and explanation is appropriate for all employees regardless of how well or poorly they perform.

There are major objectives for performance management that is to promote a both way system of communication between mangers and its employees for clarifying expectations about the roles and responsibilities, communicating the company mission and goals, by providing a regular and a clear feedback for improving performance and needed coaching in Identifying the obstacles for effective performance and resolving those blocks through constant monitoring, coaching and development.