Review Performance Management Infrastructure

In: Business and Management

Submitted By krowa1
Words 1938
Pages 8
Organizations such as BHP would operate a number of different performance appraisal methods. In order to ensure the success of the method implemented certain processes need to be in place.

Outline the processes and documentation an organisation such as BHP would need to have in place to successfully implement performance management
* Firstly, BHP would need to assess whether all positions within their organisation are documented and available in current and accurate position descriptions.
* Investigate whether managers have provided all BHP staff with performance indicators to be used in the current appraisal period, ensuring they are consistent with each staff members key role requirements, as outlined in each position description.
* Assess BHP’s performance management policy and procedures to determine whether performance appraisal meetings are being held at a frequency in-line with BHP’S policy requirements (i.e at least once a year). BHP can also use the policy to check whether all performance documentation has been completed , recorded and signed off by both manager and employee.
* Investigate whether all BHP staff are subjected to appropriate organisational policy and procedures for rewarding good performance as well as addressing underperformance.
* Assess how disagreements about performance apprasials outcomes are managed, investigating whether BHP has a clear and consistent policy and procedure for the dispute settlement process. Also, whether the issue can be resolved quickly and appropriately, offering advice and support in cases of dissention about performance appraisal outcomes.

BHP Billiton’s mandatory Health, Safety, Environment and
Community (HSEC) performance requirements are prescribed
In our Group Level Documents (GLDs) and the process of implementing the GLDs across the Group continues. All our businesses are committed to this…...

Similar Documents

Performance Management

...implementation of new Performance Management System in Region 3 with Lowe’s Home Centers, Inc. Thank you for reviewing and accepting my request for research regarding a new Performance Management System for implementation in region three for Lowe’s Home Centers, Inc. Please find my proposal below for implementation of a new Performance Management system to be utilized by Lowe’s Home Centers, specifically the Atlanta, GA region, region three. Performance management in the work place is vital and can ultimately make or break a company. Consistency is one way to ensure that a company is treating each of its employees the same and not signaling out employees to reprimand. Research shows that having a strong and consistent performance management system in place helps companies to grow and develop its employees while maintaining discipline throughout the company for employees who fail to follow company policy and procedures. Consistent performance management can help to develop strong employee morale in its stores and create more profit for the location. Performance Management in the Workplace Lowe’s Home Centers, Inc. Region Three | | Executive Summary Lowe’s Home Centers, Inc., region three, located in Atlanta, Georgia consists of over 100 stores and has thousands of employees and hundreds of managers. The employees and managers alike have policies and procedures to abide by and with policies and procedures come performance management systems that......

Words: 1941 - Pages: 8

Performance Management

...Professional Practice S E R I E S THE James W. Smither Manuel London EDITORS Performance Management Putting Research into Action A Publication of the Society for Industrial and Organizational Psychology Performance Management The Professional Practice Series The Professional Practice Series is sponsored by The Society for Industrial and Organizational Psychology, Inc. (SIOP). The series was launched in 1988 to provide industrial and organizational psychologists, organizational scientists and practitioners, human resources professionals, managers, executives and those interested in organizational behavior and performance with volumes that are insightful, current, informative and relevant to organizational practice. The volumes in the Professional Practice Series are guided by five tenets designed to enhance future organizational practice: 1. Focus on practice, but grounded in science 2. Translate organizational science into practice by generating guidelines, principles, and lessons learned that can shape and guide practice 3. Showcase the application of industrial and organizational psychology to solve problems 4. Document and demonstrate best industrial and organizationalbased practices 5. Stimulate research needed to guide future organizational practice The volumes seek to inform those interested in practice with guidance, insights, and advice on how to apply the concepts, findings, methods, and tools derived from industrial and organizational......

Words: 215290 - Pages: 862

Performance Management

...Bringing the Balanced Scorecard to Life: The Microsoft Balanced Scorecard Framework White Paper By: Charles Bloomfield Insightformation, Inc. Published: May 2002 For the latest information, please see http://www.microsoft.com/business/bi/ Abstract This paper describes the Microsoft® approach to developing and implementing a Balanced Scorecard for enterprise performance management. It presents basic information on the Balanced Scorecard performance management methodology, and identifies key business issues that must be addressed in developing and deploying a balanced scorecard. The paper then presents the Microsoft Balanced Scorecard Framework (BSCF)—a comprehensive set of techniques, tools, and best practices to speed scorecard implementation using toolsets with which organizations are familiar. An extensive body of research and literature describing the Balanced Scorecard exists. That body of knowledge is constantly being expanded by The Balanced Scorecard Collaborative, Balanced Scorecard Institute, various consulting organizations, software companies, and client organizations. This paper cannot comprehensively cover such a complex topic or reflect accurately many of the nuances of scorecard development and implementation. Instead, it presents a basic conceptual overview of the Balanced Scorecard. Interested readers are encouraged to use the bibliography presented at the end of this paper as a guide to more detailed......

Words: 7549 - Pages: 31

Performance Review

...Discussion Questions: DQ#1: What are the key problems with this portion of the performance review? There are few key problems with this portion of the performance review. First of all, the review was not inclusive of what was expected of the employee. The Max only told Sue about what the issue of her “pompous attitude”. Another problem is that the review was concluded with the employee not meeting her expectation and left feeling depressed. DQ#2: How would you use the knowledge and skills you have acquired thus far in this module to redesign the meeting between Max and Sue? The first stage, according to Quinn, et. Al (2011) of the performance review is performance planning. Max should meet with his employees and discuss what is expected of them and other areas of employee concerns such as additional training required or workshop. The second stage, performance execution, Max should provide coaching and feedback on a regular basis. The next stage, performance assessment, includes how well the employees have performing and begin the necessary assessment weeks before the actual performance review. And lastly, at the day of the performance review, Max should make sure that the objectives are clear and concise to a level that the employee agrees and understands. DQ#3: What concerns, if any, do you have with Max’s conversation with Jack? What might Max have done differently? I would have verified what Jack has told me about Sue and gather all the facts before......

Words: 287 - Pages: 2

Performance Management

...Activity1 1. Performance Management and its relationships to business objectives. Performance management’s primary objective is to drive improvement by collectively developing the ability of individuals to excel the expectations & achieve their full potential to fulfill the enterprise set goals and objectives. It’s a cohesive relationship between workforce and performance; performance of individual to profit and goal achievement. Performance management is a technique to ensure that individual works collectively towards organizational goals. In short performance management is a recurring method, to achieve full potential of individual, group or group of workers working towards achieving organizational goals. The Performance Management Practise is very vital to an organization in context to people & workforce development. Performance management is a system which tends to achieve the below: * It empowers individual’s understanding of their expected results in terms of output and their contribution towards the organizational goal. * It helps understanding and estimating their individual need to develop skills to achieve the set targets. * It helps to keep the individual motived and work more efficiently towards goal achievement. * It strengthens a productive working association between a manager and member of different groups. The main purpose of performance management is execution of business objectives and to increase the overall......

Words: 2005 - Pages: 9

Performance Review

...Performance Review/ Case Analysis United Chemical Company: Performance Review Q1. What are the key problems with this portion of the performance review? The group manager, Max, failed to communicate effectively with his employee and his evaluation lacked the professional steps of performance review that can be summarized in: 1. Acknowledging the positive behavior of the employee, Sue. 2. Providing clarity about the subject and showing understanding of the background of the situation. 3. Identifying the problem and its consequences 4. Providing guidance to solve the problem, including the skills development plan for the employee. Moreover, it lacked the four stages of the strategy-based performance management system. The current performance review created a greater problem between the group members and between the group members with the management. Q2. How would you use the knowledge and skills you have acquired thus far in this module to redesign the meeting between Max and Sue? To provide a professional performance review Max should have worked as follow: The four stages of the strategy- based performance evaluation system: Planning: providing Sue with what is expected from her during the year; including: key responsibilities, goals, organization’s expected behaviors and competencies in addition to the development plan. Execution: conducting regular coaching and providing feedback on the progress of the employee. Assessment: gathering...

Words: 588 - Pages: 3

Performance Management

...0 Introduction to Performance Management The most common view of performance management is that creating a shared vision of the purpose and aims of the organisation. It is about helping the individual employees to understand and recognize their part in contributing to the organisation’s success and thereby managing and improving the performance of both the individuals and the organisation. People must be managed to deliver superior performance that is in alignment with the values of the organisation. There is no easy or universally accepted definition of performance management. Nevertheless, it seems possible to recognize three major perspectives of performance management (Palan, 2002): 1. Managing organisational performance. 2. Managing employee performance, and 3. Integrating the management of organisational and employee performance. (Rogers, 1999) defines that the characteristics of performance management systems for managing organisational performance are that they are corporate systems which include the following processes as part of an integrated cycle of management: * Setting corporate policy and resource aims and guidelines, * Specifying within the above framework, a detailed set of plans, budgets, objectives, targets and standards of performance, and * Regularly and systematically reviewing the performance of all series. 1.1 Current Trends and challenges of implementing an effective Performance Management. How we can......

Words: 7702 - Pages: 31

Performance Management System Review Case Study 1-1, Reality

...times appraisal per year to evaluate every employees regarding KPIS * Evaluation includes performance spanning the entire review period? Yes, the evaluation should include performance spanning the entire review period, to know what your points of strength & weakness so you can avoid your mistake in the coming period to be exits as a market leader * All major job responsibilities are evaluated * Feedback is provided on both positive and negative performance. Feedback is really important for any organization which allows managers to Coach employees and help them to improve performance on an ongoing basis, also help employees to know where they are & what they have to do to improve their performance Practicality At etsialat as one of the biggest telecommunication company in the Middle East & Africa we have to depend on a good HR system to achieve organizational goals and to be a market leader (for example, performance data are entered via user -friendly software) are available for managers to help them make decisions. Finally, the benefits of using the system (for example, increased performance and job satisfaction) must be seen as outweighing the costs (for example, time, effort, expense). Meaningfulness The system must be meaningful in several ways. First, the standards and evaluations conducted for each job function must be considered important and relevant. Second, performance assessment must emphasize only those functions that are under the control of the......

Words: 593 - Pages: 3

Performance Management

...gathering, elaborating and analysing information (Neely et al., 2002) “To improve performance you have to know what current performance is” (Armstrong and Baron, 2005: 29) Performance management is a process which: ‘Contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance’ ‘Establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure it is achieved’ Armstrong and Baron (2005: 2) Top management need to focus on creating a high-performance culture (Armstrong, 2006) Features and Concerns of Performance Management (Armstrong, 2006)  Aims – performance improvement and personal development  Strategic – concerned with how well the business functions in the longer term and with the creation of a culture of performance and continuous development  Integrated – aligns individual goals and values with corporate goals and values  Focus – on outcomes (results) and inputs (competencies)  Management of expectations – helps individuals to understand their roles and what they are expected to achieve in terms of both outcomes and competency levels  Measurement, feedback and review – concerned with measuring performance (‘if you can’t measure it you can’t manage it’), feedback to individuals (self-generated or provided by their manager) and the review of outcomes as a basis for planning action  Dialogue – concerned......

Words: 700 - Pages: 3

Performance Review

...Performance Review An employee should have the opportunity to respond to his or her performance review. they must also provide any employee with a copy and ask that he or she sign the original. If for some reason they do not agree with one or more assessments, give a reasonable amount of time to respond, with evidence, to the claim. Even if the employee does not respond to a negative assessment, then they should be given the training and time necessary to make improvements before taking any disciplinary action. However,not providing an employee a fair chance to respond to and improve upon their review can result in potential lawsuits. Which is why these perfomance reviews are addressed and proper steps to completing this review is necessary. Performance reviews can help the employee imporve their development skills and will give the employee a chance to address their own concerns. The primary goal of any appraisal system is performance management. To manage and improve their employees’ performance, managers must explore the causes of performance problems, direct manager and employee attention to those causes, develop action plans and empower workers to find solutions, and use performance-focused communication. Generally speaking a good performance assesment no matter what kind it is,is efficient if it is carried out in a proper manner when everything is openly explained to the employees and agreed with the administration.Performance assesments can be......

Words: 332 - Pages: 2

Performance Review

...Review of Handel and Vivaldi Fireworks Handel and Vivaldi Fireworks is a tale of two Baroque cities—London and Venice, performed by Apollo’s Fire Baroque Orchestra and Philippe Jaroussky. The orchestra and the countertenor together presented a fantastic show including several great pieces of music composed by Handel and Vivaldi from great dramas. Their suggestive facial expressions and body movements were visible in the concert, which fully conveyed their feelings to the audience, implying that they put their heart and soul into interpreting the music rather than just singing or playing the tones and notes. In the first part of the concert, Philippe showed his stunning coloratura in Con’l a li di costanza. He always had a smile on his face with his body slightly forward while singing this opera selection. What is more, when he sang to the climax, he held up his hands. Instead of singing with his voice, Philippe sang with every part of his body. He was fully immersed in the music and he might didn’t notice that he had these gestures. Joy took the form of the notes and his body language. Without knowing the lyrics of this song, the audience could still feel the happiness in the music through Philippe’s actions. Both his astonishing singing technique and his expressions enraptured the audience by the bright music. Not only Philippe, but the whole orchestra explained the music with affluent body actions. Unlike some other orchestras where musicians sit......

Words: 399 - Pages: 2

Performance Review

...Annual Performance Review Employee Name Cathy Smith Title HR Receptionist Date of Review Period 2010 Supervisor Name Department Human Resource Exceeds Expectations = 5 [employee has exceeded objective, time and quality] More Than Satisfactory = 4 [employee has slightly exceeded either time and/or quality] Satisfactory = 3 [employee has met objective, may be just under objective on time and quality] Less Than Satisfactory = 2 [employee has not met objective on either time or quality] Needs Improvement = 1 [employee far below on both time and quality] Task Objective/Measurement Results Comments Ranking Typing 96% accuracy 90% Employee is very close to meet an objective 3 Complete within 48 hours of submission Within 24 hours Employee has largely exceeded time objective 5 Filing 98% accuracy 82% Employee is close to meet an objective 2 Complete by end of the day By end of each week Employee needs to improve to complete an objective in timely manners 1 Answer phones Answer within 3 rings Within 2 rings Employee has slightly exceeded this requirement 4 Screens calls Forwards all calls Employee needs to improve and screen calls before forwarding 1 Provide messages upon return or availability of staff Messages not always given to staff Employee needs to improve and give staff messages at all times immediately. 1 Provide information Provide prompt and accurate information Customers often request to speak to someone else Employee needs to improve......

Words: 605 - Pages: 3

Performance Review

...Employers are trying out social networking-style systems that aim to improve—and take the dread out of—annual reviews In the world of Facebook or Twitter, people love to hear feedback about what they're up to. But sit them down for a performance review, and suddenly the experience becomes traumatic. Now companies are taking a page from social networking sites to make the performance evaluation process more fun and useful. Accenture (ACN) has developed a Facebook-style program called Performance Multiplier in which, among other things, employees post status updates, photos, and two or three weekly goals that can be viewed by fellow staffers. Even more immediate: new software from a Toronto startup called Rypple that lets people post Twitter-length questions about their performance in exchange for anonymous feedback. Companies ranging from sandwich chain Great Harvest Bread Co. to Firefox developer Mozilla have signed on as clients. Such initiatives upend the dreaded rite of annual reviews by making performance feedback a much more real-time and ongoing process. Stanford University management professor Robert Sutton argues that performance reviews "mostly suck" because they're conceived from the top rather than designed with employees' needs in mind. "If you have regular conversations with people, and they know where they stand, then the performance evaluation is maybe unnecessary," says Sutton. What Rypple's and Accenture's tools do is create a process in which......

Words: 566 - Pages: 3

Performance Management

...Performance Management 1 Performance Management and Reward Systems in Context Objectives By the end of this module, you will be able to:  explain the concept of performance management;  distinguish performance management from performance appraisal;  explain the many advantages of and make a business case for implementing a well-designed performance management system;  recognise the multiple negative consequences that can arise from the poor design and implementation of a performance management system, which affect all the parties involved – employees, supervisors, and the organisation as a whole;  understand the concept of a reward system and its relationship to a performance management system;  distinguish between the various types of employee rewards, including compensation, benefits and relational returns;  describe the multiple purposes of a performance management system, including strategic, administrative, information, developmental, organisational maintenance and documentation purposes;  describe and explain the key features of an ideal performance management system;  create a presentation including persuasive arguments in support of an organisation implementing a performance management system, including the purposes that performance management systems serve and the dangers of a poorly implemented system;  note the relationship and links between a performance management system and other HR functions including recruitment and selection,......

Words: 13250 - Pages: 53

Performance Review

...Performance Review Takes a Page from Facebook Agree or disagree with this statement and provide reasons for your response. “If you have regular conversations with people, and they know where they stand, then the performance evaluation is maybe unnecessary.” I would have to disagree with the above statement. In my opinion and experience, I have seen some individuals who have a wonderful relationship with their supervisor or boss, but their work performance was a totally different story. I have also seen instances where individuals have poor work performance, but because of their availability and the fact that they are the only one who is willing to do a certain job they get away with a lot. I think that a performance evaluation is necessary and it needs to be written or typed out, dated, and signed. There are so many things happening as far as lawsuits that you can never be too vulnerable. I understand that a few companies have the social sites, but a standard evaluation record would not hurt. Sometimes supervisors or managers do not communicate an individual’s performance in regular conversations. Some people really do believe that if they have a good relationship with their supervisor then they have nothing to worry about and when an evaluation is done they are shocked at the scores or recommendations for improvement. I remember when I worked as an assistant store manager, I had some excellent workers and we had good relationships with one another. As the......

Words: 1536 - Pages: 7