QUESTION 1: What is performance management?

Performance management is the systematic process by which an agency involves its employees, as individuals and members of group, in improving organizational effectiveness in the accomplishment of agency mission and goals. Furthermore, employee performance management includes a planning work and setting expectations, continually monitory performance, developing the capacity to perform and rewarding good performance.  Moreover, the performance improvement plan is designed to facilitate constructive discussion between a staff members and his or her supervisor and to clarify the work performance to be improved.  Performance elements and standards should be measurable, understandable, verifiable, equitable, and achievable.  And also to measure performance, the role of an HR manager is to identify causes of underperformance to be able to set another strategic plan for example; more training, set clear goals and expectations, provide resources and create team spirit. For those employees who performs well there are another strategic plan by reinforce performance, reward them and professional training. The last step of performance management is the review performance. Managers cite performance appraisals or annual reviews as one of their most disliked tasks.  Performance management eliminates the performance appraisal or annual review and evaluation as the focus and concentrates instead on the entire spectrum of performance management and improvement strategies. These include employee performance improvement, performance development, training, cross-training, challenging assignments, 360 degree feedback and regular performance feedback.  A performance management system includes the following accomplishment;

   

Ø  Select qualified people with a professional selection process.

Ø  Design effective compensation and recognition systems that reward people for their contributions at work.

Ø  Provide staff a promotional and career for development opportunities.

Ø  Provide coaching and feedback.

Ø  Provide effective orientation, education and training.

Reference:

http://humanresources.about.com/ad/performancemanagement/a/PIP.htm.

What is the difference between performance management and performance appraisal?

Performance management includes activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas. Performance management is a whole work system that begins when jobs is defined as needed. It includes also the following actions; develop clear descriptions, conduct quarterly performance development discussions and provide promotional and career development opportunities for staff.  But performance appraisal is a method by which the job performance of an employee is evaluated typically by the corresponding manager or supervisor. A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgments of an employee's performance in a job based on considerations other than productivity alone.

QUESTION 2 . Is it possible to conduct meaningful performance appraisals without accurate and up-to-date position descriptions and performance indicators?

It is not possible to conduct meaningful performance appraisal without accurate and up-to-date positions descriptions and performance indicator as it should be well thought-out and well-planned. First of all, a meeting should be organized to create understanding and consciousness for both parties. It will not be able to carry out an appraisal without reviewing previous appraisal report; we must know the duty of the employees, listen and give the employee the opportunity to talk. As the appraiser should have all required information for example; job descriptions, your ability to perform effectively in your job requires that you have and understand a complete and up-to-date job description for your position, and that you understand the job performance requirements and standards that you are expected to meet. Your supervisor should review your job description and performance requirements with you.  Moreover, an employee should understand clearly and execute their performance expectations that contain some components:

·         A company strategic planning process that defines overall direction and objectives.

·         A communication strategy that tells every employee where their job and needed outcomes fit within the bigger company strategy.

·         A process for goal setting, evaluation, feedback, accountability that lets employees know how they are doing. This process must provide opportunities for continuing employee professional and personal development.

Then when gathering accurate and up-to-date information to the employee, so it is important to have an objective performance appraisal meeting.

QUESTION 3- List and briefly explain the objectives of appraisal interviews.

Appraisal interview is an interview that provides an opportunity for employees to express themselves on performance-related issues. Moreover, it helps employees do a better job by clarifying what is expected of them.

·         To improve employee performance

The appraisal interview facilitates the appraiser and the employee to discuss and focuses on the performance results which able to plan new strategic to further improve performance.

·         To let the employee know where he/she stands

Some managers may think that formal appraisal interviews are not essential because they are talking to their employee everyday about their performance which is not up to par. But it is not sufficient as some employees are worried and want to know where he stands and he is the one that the supervisor is least likely to talk to in the course of day-to-day coaching. So may be some employees have something to ask or would like to discuss with their superiors, but which they hesitate to bring forward in the course of daily conservation.

·         To give recognition where due

The appraisal interviews may tend to be on highlighting of weak performance and the importance of recognizing an employee’s strengths and good areas of performance must also be kept in mind. Recognition of this type can be a powerful motivation force in the improvement and development of an employee.

·         To help the appraiser gain a better understanding of the employee and his work

Despite the care the appraiser takes in analyzing and judging an employee, he will never have a specific answer to what makes the employee tick. The appraisal interview is an opportunity to the employee to express freely and making suggestions. Moreover the employee can give reasons why he performs as he does and this will give the appraiser a better evaluation and understanding about the employee.

·         To improve the manager/supervisor-employee relationship and communication

Communication and discussion with an employee helps to improve performance and his future in a company can create a better relationship between the supervisor and employee. Furthermore, this relationship is an important key to the whole development process.

·         To plan specific objective and performance targets.

Furthermore, an important part of helping an employee to develop is to encourage him to achieve the higher standards of performance goals and for charting further progress in terms of attainable goals. 

 Reference: http://www.wpi.edu/Admin/HR/performance-appraisal.html.

QUESTION 4- Identify examples of financial and non-financial rewards?

Financial rewards are something given or received in recompense for worthy behavior or in      retribution for evil acts.  Financial rewards are the pay and benefits that workers receive in return for work, though others might include praise from superiors and a sense of career progression. Furthermore, financial rewards are also advantageous to employees because they increase the likelihood of personnel staying with the company, allowing employers to retain experience and knowledge base, and providing workers with a measure of familiarity and stability. An employee who earns enough to cover his basic needs and some extra will be less likely to give notice and look for another job, saving himself the stress of a job search and saving his employer the hassle of having to replace a valuable worker.

Non financial rewards, in employment, a reward to a worker other than extra pay. Many non-financial rewards are perks such as company cars, free private medical care, and free pension entitlement. However, an employee may be rewarded, for example, by being given a better office or a bigger budget to control, or by being given the choice of where to take a posting in a company. Non-financial rewards can be very cost-effective for companies because, in contrast with a pay increase, little or no income tax or national insurance contributions are paid.

Examples of financial rewards;

·         Bonus

 A bonus is a supplemental payment as an incentive or reward for hard work, it is often connected directly to performance, such as generating more sales or motivating a production line to meet or exceed a quota.  Knowing there is a tangible financial reward for increased productivity can be precisely the kind of motivation many employees need.  Employees can use the promise of bonus pay to entice managers to motivate their subordinates towards a specific goal.  Sometimes simply maintaining an accident-free work environment can result in a performance bonus for supervisors’ managers.

·         Allowance

Allowance is money you get on a regular schedule.  Strictly, speaking allowance means money you just get.  It's different from money that you earn by working.  That money is called wages. 

·         Pensions

In general, a pension is an arrangement to provide people with an income when they are no longer earning a regular income from employment.

·         Wages and salaries.

This wages are paid per hour worked and workers receive money at the end of the week. Then salaries are annual based on year’s work and are paid at the end of each month.

Examples of Non-financial rewards;

·         Praise for a good work

To congratulate employee for work well done.

           

             

·         Challenging work 

            

            It is a challenge that employees make to have the best performance at work.

·         Career opportunity

           Provide promotional development opportunities and training to improve performance.

           

·         Recognition

          Non-financial rewards may take the form of recognition, letter of appreciation or      certificate of commendation, souvenirs or medals.

QUESTION 5- WHAT IS A CODE OF CONDUCT?

A code of conduct is a set of established rules and regulations that are used in a company/enterprise.   These rules are in force to clarify to all employees the level of behavior that is accepted/tolerated into the company.   A code of conduct helps staff and employers to deal with several issues that might arise into the company.   Examples of those issues are:

·         Conflict of Interest- A conflict of interest happens when an individual or party is involved in several interests, one of which could probably corrupt the motivation for an act in the other.

·         Workplace harassment- Workplace harassment is any type of action that is done against an employee that makes the latter see his/her workplace as a hostile working environment, thus leading to poor performance of the employee. Ex: Sexual Harassment.

·         Obey all laws and Regulations- In a workplace, there are rules and regulations that should be respected by both workers and managers.   Those laws are placed so as to make all staff aware about what is accepted and what is not accepted into the company.   Those rules are important as they enable the good and successful running of the business.

·         Respect for Colleagues and Clients-   Everybody in the company have to respect each other.   Any form of racial discrimination, sexual discrimination towards colleagues or even towards clients is to be tolerated.   The employee must treat each of his/her colleagues with all the respect the latters’ merit.   When dealing with clients the employee should show respect as it is the company’s reputation with is in play.

·         Protection of confidential information-   The Company’s confidential information should never be revealed to the public.   This can be fatal to the company’s reputation and viability.  All workers should keep confidential information for them and thus protecting the company.