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Performance Management
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Performance Development Plan Developing employee performance furthers the mission of an organization and enhances the overall quality of the workforce within the company, by promoting a climate of continuous learning and professional growth; helping to sustain employee performance at a level which meets or exceeds expectations; enhancing job or career-related skills, knowledge and experience; enabling the employee to keep abreast of changes in the work environment and respective fields; making employee competitive for employment opportunities within the company; promoting affirmative action objectives; and motivating the employee. Performance development plans, in my opinion, must be considered at each stage of the performance management process. An important component of the performance management process is the development of the employee’s work related skills, knowledge and experience. The development process must offer another opportunity for us and our employees to work collaboratively to improve or build on employee’s performance and to contribute to the organizational effectiveness. Some of the essential reasons to be established in today’s rapidly changing work place are: development of employee skills, knowledge, and experience; monitoring employee’s awareness of company’s objectives, policies and procedures; pursuing employee satisfaction through recognition; promoting guest satisfaction and monitoring its levels; establishing clear and affective communication; having a hands-on awareness of revenue control; making sure the work environment is safe and free of hazards; promoting continual job knowledge updates; monitoring initiative, displays of attitude and cooperation In order for our organization to remain competitive and stand true to our mission and our reputation for excellence, employees should have up-to-the-minute information and the ability to use new technologies, adapt to organizational change, work in a cross-functional training environment and work effectively in teams and other collaborative situations. We must recognize that it is essential for our employees to continue to learn so that they will be effective in their current job, able to move into other positions, or accept new responsibilities as circumstances demand. Achievement Plan and Timeline: General HR Issues Awareness Knowledge of applicable policy Proper documentation completed HR involvement as appropriate As a new supervisor, my first step toward general HR issues is to become aware of all applicable policies and procedures, proper documentation and needed HR involvement as appropriate. This will be achieved by the following. A thorough review of the operations manual Establishing a working relationship with the HR Department Seeking assistance from my supervisors, peers and shift assists The progress of this goal will be documented timely via email to management and will be achieved by the end of the third quarter. To improve employee awareness of general HR policies and procedures, I will implement a weekly communiqué to all employees via email with a hard copy posted to the employee notice board. Will rate the quality of work by reviewing all error reports and will coach employees accordingly For timeline on the above, see timeline chart at the end of the proposal. Achievement Plan and Timeline: Employee Discipline Employee awareness of policies Identification of violation Specific corrective action Proper documentation It is sometimes difficult to provide feedback to an employee who is not performing as expected as one has a temptation to avoid a potentially confrontational situation. A poor performing employee may not be aware of the short-comings in their performance. By focusing the conversation on the desired results rather than the perceived employee’s short-comings, we will improve the chances of a positive performance enhancement which benefits the employee as well as the company. I will implement the following interview process defined as “Disciplinary One-on- One”. 1. Present the purpose of the meeting 2. Make employee aware of the violation 3. Describe the unsatisfactory behavior 4. Encourage employee’s feedback by asking open-ended questions to fully understand employee’s behavior 5. Describe consequences of the continued behavior 6. Relay actions required by specific date 7. Summarize the interview 8. Set a follow up date for review 9. Close the meeting The above one-on-one meetings will be held as necessary and appropriate. Once the “Disciplinary One-on-One” is concluded, the employee file will be updated accordingly and a copy sent to operations supervisor. These employee disciplinary interviews will cover, but is not limited to tardiness, abuse of break times, non-adherence to dress code, relationship with fellow employees and insubordination. All related disciplinary actions will be taken in accordance with the HR and Operations policies and procedures. For timeline on the above, see timeline chart at the end of the proposal. Achievement Plan and Timeline: Employee Performance Appraisal Communicate clear expectations Observations of and feedback to employees throughout the year Documentation Free of grammar and spelling errors (minimal editing required) Use fully acceptable – low as the baseline Involve team leaders/accountability A candid and just performance appraisal is a result of clearly communicated expectations and accountability based on the job description, giving an employee the opportunity to give their observations and feedback and documenting employee’s performance in a timely manner. I have already established a one-on-one meeting with all assigned employees.
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