Managing People Performance At Star Industries

Managing People Performance At Star Industries

	WHAT/ LEARNING AND DEVELOPMENTNEEDS IN PRIORITY ORDER	WHY/ NEED	WHEN / DATE, TIME AND DURATION	WHO/ WHICH MEMEBERS WILL PARTICIPATE	WHERE / LOCATION	HOW/ MODE	TRAINING PROVIDER	MONITORING METHODS USED TO ENSURE COMPLAINCE WITH QUALITY ASSURANCE STANDARDS	EVALUATION ON REPORTING AND PROGRES MONITORING TO ENSURE SUCESS
	Managing teams	This helps the leaders and supervisors in better handling of the skills and performance of the employees in the group.	15 August, 2016 10:00AM-5:00 PM 5 days	Team leaders and supervisors	Office Conference hall premises	Workshops sessions	Line Mangers	Inspections at any point of time and observing working patterns in organization.	Performance statistics And comparison
	Participative decision making	This will help in coordination of work functions amongst the employees. This will also help in improving communication and level of commitment of the employees for working towards the organizational goals. Improves level of involvement of employees and thus industrial democracy.	21 August 2016 10:00AM-2:00 PM 2 days	Team leaders and supervisors	Office Conference hall premises	Seminars	General manager	Audits and performance statistics of employee	Performance statistics and reports
	Collaborative goal setting	This helps in driving better commitment by involving them in setting up their work targets and thus improves the performance of the whole organization.	25 August 2016 Continuing process 1 month span	Team leaders and supervisors	Respective workplace of employees	On the job training	All the managerial levels in organization.	Through the assessment of the respective managers on the Performance in the training programs.	Goals and achievements analysis and comparison to past performance
	Interpersonal and organizational communication	This helps in improved communication between employees and thus reduces the conflicts amongst them.	15 August 2016 1 month	All the staff and managers in the organization	Workplace or office premises	Mentoring and providing for educational sessions in case of certain employees as per need	Respective Reporting or senior manager	Monitoring of performance and behavior through observation	Conflicts and interpersonal behavior
	Self management	This helps in better analysis of the employees about their own behavior, attitude and skills at workplace.	28 August  2016 15 days	All the staff and managers in the organization.	Office premises	Coaching and training process	Senior manager	Through reports by the senior manager on individual employee performance in the session.	Self reflective reports and appraisal reports
	Giving and receiving feedbacks	This will develop the ability to improve the performance through feedback mechanism	15 August 2016 1 month Continuing process	Team leaders and supervisors	Respective workplace	On the job training	Respective senior manager	Observing the feedback generation an handling processes in the organization	Feedback datas and reports

RECOMMENDATIONS

For the implementation of this strategy, the CEO must approve

• Necessary funds and resources for the programs
• Appointment of outside agencies in monitoring and audits
• Approve for training sessions, workshops and seminars to be conducted in the office premises
• Must approve the monitoring and reporting procedures required to evaluate the success of the training and development initiatives

PERFORMANCE IMPROVEMENT PLAN

The stages in the performance review of the Supervisor John Thompson involve:

Step 1 Conducting Interim performance appraisal interview

Step 2 Discussion over the goals and the performance is done informally between Gary and John.

Step 3 This is followed by development of a P.I.P. based on SMART Objectives as follows:

EMPLOYEE PERFORMANCE IMPROVEMENT PLAN

NAME OF EMPLOYEE: JOHN THOMPSON

APPRAISAL DATE: 31 JULY, 2016

IMPROVEMENT PLAN DATE: 1 AUGUST 2016

SPECIFIC	MEASURABLE	AGREED UPON	REALISTIC	TIME FRAME
Time managing skills and performance	Analysis from past few weeks shows the performance is declining	Supervisor agrees that his performance statistics show decline from past.	The supervisor will be given a mentor to help in time managing skills at workplace.	One month, mentor will produce report on improvement in supervisor performance
Absenteeism and tardiness	Long lunch breaks are observed in employee or supervisor	Agrees that his breaks were long	Employee given time card to manage	One month
Reporting procedures	End of shift reports are not submitted on time from past 3 months	Supervisor delegated it to his subordinate which is not allowed.	End of shift reports will be furnished on time by supervisor only	Three days
BEHAVIOR AT WORKPLACE	Employee had been consuming alcohol during work hours from past few weeks.	Unacceptable as per company policies	The supervisor must abstain from such practices at workplace.	One week

Step 4 This is followed by review of performance after end of stipulated improvement period.

GREIVANCE MEDIATION

In the case of conflict between the John Thompson, supervisor and Gary Denver, the plant manager, the following steps will be used by the Mediation Officer as follows:

Step 1: Both the parties to the conflict will be allowed to meet informally on 31 July at 10:00 AM at the office pantry area in order to resolve the conflict through discussion.

Step 2: if the conflict is not resolved, then any other party or individual involved in the conflict or a witness to behavior of supervisor can be presented by the manager in presence of mediation officer.

Step 3: if the issue is resolved through informal process then both the parties will document and determine the resolution and corrective procedures to be followed by both manager and supervisor.

Step 4: This will be followed by letter by the manager to the general manager regarding the resolution or non-resolution of the issue, signed by both the parties to conflict and mediation officer.Order Now