Performance Management systems

1380 Words6 Pages
1. What is the main goal of a Performance Management System?
Performance management systems are designed to improve both individual and organisational performance by identifying what skills are needed to perform a role, providing regular feedback and assisting the employees in their career development. The overall aim is to equip staff with the competencies and commitment to deliver on shared organisational goals .
2. Why is it necessary to develop and implement a Performance Management System?
A well developed performance management system assist to develop staff and can result in significantly improved output and performance, which ultimately leads to improved results for the organisation. Without a well developed and implemented
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I write this in the context of the organisation for which I work. One to one time with your manager is difficult in our organisation and I believe that in the past this has led to staff feeling very unsupported. There has been quite a high turnover of staff in some programs and I believe that this could be addressed by stronger support systems in place from management.
While some may argue that appraisals at such regular intervals can be difficult for managers to implement due to time constraints, I believe firmly that this investment will be returned in increased staff output.
9. Why is it important to recognize the contribution of your work group members and why should you do this?
Recognising the contribution of group members is an important method of motivating staff. It reinforces positive contributions and shows their importance to the organisation. If the contribution of staff members is not recognised, it risks losing the motivation of a team who may feel that their work is for no purpose and is not appreciated. We all need a thanks!
10. List three pieces of legislation that are related to performance management
• Fair Work Act (2009)
• Workplace Health and Safety Act (1995)
• Awards/Enterprise Bargaining
Agreements/Union Collective Agreements.
11. How would you devise a training plan incorporating both monitoring and coaching for individuals with poor performance?
It is
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