BSBHRM512A_BUS Presentation 1

BSBHRM512ADEVELOP AND MANAGE PERFORMANCE MANAGEMENT PROCESSESPRESENTATION 1

PRESENTATION OBJECTIVES

At the end of this presentation you will be able to:

• Understand the performance-management process

• Create strategic and operational plans

• Set objectives, strategies and goals

DEVELOP INTEGRATED PERFORMANCE- MANAGEMENT PROCESSES

What is a Performance-Management System?

Process or set of processes for establishing a shared

understanding about what is to be achieved in an organisation.

Allows for management and development of individuals to align

with organisational objectives. The emphasis is on continuous

improvement; as well as learning and development to achieve

results and create a high performance workforce.

Critical element in the development and maintenance of an

effective and productive culture within an organisation

DEVELOP INTEGRATED PERFORMANCE- MANAGEMENT PROCESSES

Usually includes:

Standards of performance

Performance appraisals

Performance development

planning

Written statements describing how well a job should be performed. They should be developed collaboratively with employees whenever possible and explained to new employees upon commencement.

Process of assessing, summarising and developing the work performance of an employee. A written performance appraisal should be sent to every employee once a year, followed by a meeting. Employees should have the option to submit a self-appraisal.

Developing employee performance enhances the overall quality of the workforce within the organisation by promoting a climate of continuous learning and professional growth. Performance development plans should be considered at each stage of the performance-management process.

ANALYSE STRATEGIC AND OPERATIONAL PLANS

Organisations strategic and operational plans need to be carefully

analysed so that current policies and objectives are identified and

included in the processes.

Strategic plans:

• Set out an organisation’s goals over a specified period of time

• Are long-term plans (3-5 years in length)

• Help the organisation in looking at past performance to determine

future targets

• Will identify resources needed to achieve long-term objectives

ANALYSE STRATEGIC AND OPERATIONAL PLANS

They often include:

- An analysis of external factors that might affect the organisation and

its goals (economic trends, competitor’s performance)

- Details about the organisation’s values and principles

Being long-term strategies, these plans are then broken down into

operational plans: short-term length (1 year)

- more detailed than strategic plans

- outline what each work unit needs to achieve

- set out targets, budget allocations of finance to resource

the achievement of these targets

- specific strategies each area of the organisation will use to

achieve these targets

ANALYSE STRATEGIC AND OPERATIONAL PLANS

When creating operational plans, organisations also take into account

larger and broader strategic plans.

The analysis of strategic and operational plans will provide the information to ensure that performance targets can be reflected both within the performance management system and provide the measures by which employee and overall business performance will be measured.

ANALYSE STRATEGIC AND OPERATIONAL PLANSImprovement

activities will be

undertaken to

improve operational

performance within

a set period of time.

At the end of the

year, a full

operational review

will take place where

the strategic plan is

revisited to identify

changes which

might need to be

made.

This provides:

Planning

Implementing

Review

Improvement

OBJECTIVES THAT SUPPORT STRATEGIES AND GOALS

Performance-Management Systems:

- should be linked to the goals, objectives and values of how

the the organisation => employees understand how their job and

performance relates to the overall performance and success of the

organisation

- encourage employees to engage in behaviours and achieve

results that lead to the achievement of organisational objectives

- should include customer service related goals and reward

behaviours related to excellent customer service

Communicate the importance of customer servicePromote behaviours that meet customer service objectives

OBJECTIVES THAT SUPPORT STRATEGIES AND GOALSAll organisations should review performance-management systems to ensure alignment with strategic direction of the organisation Employees need:

- to know what they are required to do

- sensible goals/objectives

- a way to track progress and identify obstacles to goal achievement

- to have an understanding of individual objectives and how they fit into the larger goals of the organisation (Action Plan or Personal Performance Plan)

Organisations need:

- to ensure that goals are written -> easy to understand

- to make sure that goals will contribute to the achievement of business strategy

OBJECTIVES THAT SUPPORT STRATEGIES AND GOALS

Employees who help the organisation achieve its goals should be rewarded for

their contribution. Linking performance to remuneration has proven to be very

successful in continuing that performance achievement.

Organisation's goals, objectives and values can be found in a number

of key business documents, including the mission statement which

describes the nature, values and work of the organisation and spells out

the organisation’s responsibilities to its stakeholders. It should answer

three key questions:

• What are the opportunities or needs that we need to address (the

purpose of the organisation)?

• What are we doing to address these needs (the business of the

organisation)?

• What principles or beliefs guide our work (the values of the organisation)?

PRESENTATION SUMMARY

Now that you have completed this presentation you will know about:

• Performance-Management Process

• Strategic and Operational Plans

• Objectives, Strategies and Goals