Sonoco Products Company : Building a World Class Hr Organisation Case

This process is designed with the intent to identify, encourage, measure, evaluate, improve, and reward employee performance.

* 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.

This report introduces us to the Plastco Packaging Company, its current operating environment, and the many problems it faces. The report proceeds to identify solutions, and weighs their costs and

Responses and follow-up – actions taken, information provided to meeting attendees and others affected by decisions made. (McConnell, 2014, pg. 545).

Describe goals and objectives as they apply to business. pg 181-182; wk 6 lecture, pg 1

Performance and development goals to be achieved by the employee based on his/her job performance and/or job knowledge during the next evaluation review

It is my recommendation that performance measures be instituted as a means to know how to better service both the members and providers. These measures will maintain and ensure the following (Kongstvedt, 2013):

Clarity of job role/performance expectations: jointly agreeing targets/objectives that are clear, fulfilling and stretching will motivate employees. Successful performance management processes measure performance against targets, provide regular feedback and positive reinforcement and work collaboratively with employees to evaluate performance, development needs and future aims and objectives.

Specify two (2) ways that you would measure whether current employees exhibit the key job performance behaviors. Propose two (2) methods that you could use to inform employees of the new performance standards.

In evaluating the outcome and measuring the success of the team, we went back to the objective that was established to determine if these were met within the timeline specified?

* 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.

Make sure the employee is clear about the job expectations, the production expectations and any other details that would enable the person to perform effectively. Job descriptions, posted production standards, and data about performance help the employee understand and perform their role. A Performance Management System ensures the employee’s clarity about the goals.

A central reason for the utilization of performance appraisal Pas is performance improvement (initially at the level of an individual employee, and ultimately at the level of an organization. Other fundamental reasons include as a basis for employment decisions eg promotion, terminations, transfers, as certain criteria is reached to aid expectations and to establish personal objectives for training programs, transmission of objectives feedback for personal development. As a mean of documentation to aid in keeping track of decisions and legal requirements named in wage and other fringe benefits administration. And is used for formulation of job criteria and selection of individual who is best in performing organization tasks.

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.

o Performance evaluations are formal review processes designed to encourage the informal day-to-day practice of performance management, while providing a framework in support of merit pay adjustments, promotion and employment decisions. Evaluating staff performance and helping employees develop their skills are important duties associated with performance management. Performance management begins with supervisors and employees collaboratively setting goals and standards, clearly communicating performance expectations and evaluating the results during the performance evaluation process.