Each question answer should be at least 200 and plagirism is prohibited . . Plea

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Each question answer should be at least 200 and plagirism is prohibited

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Please i need different answers because plagirism is prohibited

Performance Management: Insights Performance management is a management style that has grown increasingly popular. It involves a process in which a company, organization, or institution creates a work environment that empowers employees to work to the best of their abilities. The process that an employer uses to accomplish this often varies from one business to the next. Despite these variations, the performance management process generally involves some form of goal setting, evaluation and reward. In addition, coaching is often offered throughout the process. Performance management isn't just about rating employee performance in an annual performance appraisal. Best-practice performance management processes will help align your workforce, improve employee performance, support development and increase your business returns. Employee evaluations can be a very subjective process, but it's critical that every effort is made to make them consistent and fair. This how-to article has tips for improving the consistency of performance reviews, from choosing the right rating scale to soliciting feedback from others. It takes time and effort to create consistent employee performance appraisals, but the rewards - better management decisions, more effective compensation programs and better employee performance are well worth it Every organization has policies that govern performance management that are unique to the entity. Supervisors and managers must, in addition to mastering and consistently applying good planning, monitoring, developing. rating. and rewarding practices, learn and apply those policies as they relate to the organization-specific practices of performance management. Organization-specific performance management systems refer to the organization's policy and procedures manual. To determine whether they have implemented their organization's performance management system successfully. supervisors and managers need to answer the following questions: Does my application of the system encourage better performance, and Has performance improved during the appraisal period? . Positive answers to the above issues reflect effective application of good performance management policies and practices Q1. Utilize and apply coaching, counseling and disciplinary approaches to handle performance problems. Support your answer with the practices at your work. 5marks-SK2 Q2. Evaluate the role of rewards in the performance management process at your organiz ation and identify strategies to enhance performance and motivation. 5marks AR1

Explanation / Answer

1) Coaching is an approach of managemnet that involves a person of having more expertise to provides guidance, supervision and knowledge and skills development of another person which he coaches. The former person is known as coach. It is a continual process through which employees learn by doing, which is the very essence of on job training (OJT). A coach need not be a supervisor, he could be a peer, a person from another department or from external environment as well. The Focus of coaching is to make employees learn by experimenting with, adopting, and sharpening desirable behaviours. This process is guided by coaches who observe any performance gap, either diagnozed by performance manager or by immediate supervisor/manager, observe employees doing their jobs, analyze employee performance, openly discuss that performance with employees, methodically guide employees toward agreed upon performance improvements, and follow up with them periodically to check on their ongoing progress.

Counselling is more of helping employees with solving personal problems than professional problems. People come at job with their minds which may be exhausted becaus eof some personal or family or social problems. These problems could create hurdles in performance of employees. To remove this hurdles, counselling is the method that is being used wherein a couseloor (mostly a psychologist or problem solver) tries to discuss the isse with employee, help hima nd guide hime in identifying and implementing solutions to the problem. Through this process counselling let employees get more focussed on work by removing extrernal hurdles to performance.

Disciplinary actions involve taking various steps to correct the behavior of employees in direct manner which are often negative. These steps are extreme form of managing perfomance when no other positive approaches like coaching, counselling or mentoring did not help. Employees may get warning of several behaviors like counter citizenship behaviors that may be creatiing hurdles in effective and efficeint eprformance of employees and other people at work. He may also get notice of suspension, pay cut, demotion or other action. Generally those behaviors which counter the effective performance deliberately becaus eof actions of an employees are disciplined.

2) Compensation managemnet is an integral part of performance management, non effective managemenet of which may result failure and huge cost. Compensation managemnet should eb algned with the objectives of perfomance management and various tools that are in line with the current system of performance managemnet should be utilized. Various direct and indirect compensation tools should be utiized to have proper balance over it. To enhance employees performance, in general, the following points hsould be considered -

- Employees should be compensated according to the requiremnet of their obs such as highly skilled jobs are paid more than low skilled workers.

- INcentive programs should be aligned with performance managemnet system such that high incentives, positive also, should be given at higher performance level and negative incentives like pay cut etc hsould be avoided to avoid any discouragemnet.

- JOb sequences and promotions should be done accoridng to basis of performance not on seniority or expereincebased.

- The system should be totally fair and clear and unambigous so that trust among employees can be agined to enhace their performance.

- Compensation should be designed according to what employees prefer such as professional employees prefer recognition, reward and self esteem rewards more than monetray ones whereas factory workers and low skill workers prefer monetary compensation more than reward in kind.

- Employees should be able to have flexible comensation as per their wish such as one may chose from a given options of kind reward equivalent to another kind/monetary reward.

- Various performance linked compensation system shoudl be employed depending upon its suitability. For example peice rate plan can be used for factory workers, profit sharing and stock option can be avaiable to managers or high level employees.

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