Personal Development Planning from an Employer's Perspective

A – Agreed/Achievable –all the people that work for the business have agreed to a term that has been brought up.

An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.

There are OBJECTIVES where we can identify what we want to be able to do or to do better.

Occasionally it is very difficult to have specific objectives, but it is impossible to succeed without having them clear

The entire article calls for a process of goal setting by management. Management is called upon to periodically identify and monitor indicators that show a need for realignment of work processes (Layman, E., 2016). Goal setting, as have seen in Principles of Management, usually has an outcome of increased performance (Carpenter et al, 2010). While the smart acronym is not used outright, the article from AHIMA continually points to indicators for needed changes, and references a need for perodizing measurements to make them timely. It also explores achievability through a set of formulas for what changes to make when specific identifiers are noted (Layman, E., 2016). Essentially, it gives a list of tools such as satisfaction surveys, performance reports, and a host of others to make measurements specific and, one assumes, timely (Layman, E., 2016). Finally, it

Specific: Identifying what, why, and how, allows there to be focus and clearly defines the goal allowing one to make specific stride to complete said goal.

We, acknowledge that an objective would be the goal/intent/or purpose of a decision process and is the aim/aspiration of what is being sought out by an individual or group. Example: my objective is to analysis this case study correctly.

To make these goals effective and efficient objectives are important. It gives an organization right direction to achieve its goal, that is why organizational objectives should be specific, measurable, achievable, realistic and time bound (SMART).

Performance Management Within the Workplace The basis of the mainstream of performance appraisals within the modern workplace is one person (a manager or executive) rating one more, an intrinsically individual process. There are distinction such as 360 degree appraisals that include the judgment of others such as clientele and peers/colleagues in the process but it is the action of one person transitory judgment upon another that is subjective in nature and the root cause of many of the problems encountered in the research associated with performance appraisals. Performance appraisals are of importance to the organisation, as they often provide the only measure of an individual's contribution and

SMART objectives are recommended when setting out objectives, as according to Foot & Hook (2008), SMART stands for:

It gives legal ground visible to competitors and customers. For the third importance of objectives, coordination; Objectives aligns the efforts of participants in the company towards the same goals. Douglas McGregor, a psychologist who served a short term as president of Antioch College & professor at MIT viewed that "In selling effective goals managers help members at all levels of the organization to understand how they can best active their own goals by directing their behavior towards the goals of the organization". Objectives not only set standards (benchmarks for success), but they also serve as motivators. Setting objectives, whether they be long or short term, they provide a standard for the company. In lack of better phrase, objectives "set the bar" for companies. So naturally, you are motivated to "clear the bar." Hence, objectives are motivators too. "According to Latham and Yuki goal specificity enables the workers to determine how to translate effort into successful performance by choosing an appropriate action plans." Plans: strategic, tactical, operational and contingency are the general types of plans. Strategic planning establishes long-term objectives and overall strategy or course of action by which a firm fulfill its mission. Tactical plans are short

Being specific is important because it is to find out what kind of particular targets that needs to make. The objectives need to be measured so that the managers can see whether it has been attained or not. As for achievable, they make sure that their objectives are by any chance achievable in terms of quality of food and customer service. For relevant, the objectives are applicable .If customers are unhappy, they will not be able to make the profit that they want to achieve and this can make the business down. The last SMART component is time, set the objectives is to a standardize duration and also up to

When setting up objectives there are many variables that come into effect. First off objectives should be specific; this is done by describing what you are trying to achieve. For example, stating that “productivity needs to increase” is very broad; and should be stated more along the lines of “increase productivity by ten percent”. This way the objective

Utilizing the SMART objectives, this is how the mission statement is to be attained with firm resolve, to wit:

goals which are to be achieved by the subordinates, assess the contribution of each individual and integrate individual objectives with those of the organisation so as to make best use of the available resources