Human Resource Management

LO5 Evidence Requirements. Q4 q4 q. Questions based on evidence requirements. To be completed by lecturer. Comments Assessor Signature Date. Management by Objectives. 360 degree appraisal. Rating scheme –. Individual Performance Review Document Reviewee’s name. Appointment date and time. Location based at. Name of reviewing manager. Review period from. To. Performance review planning and preparation. Performance rating table. Knowledge of Work. Decision Making Problem Solving. Human Resource Management. Factors outside of employee control impacting on performance Strengths. Areas for improvement. On going training and development. Overall feedback and support to employee.

Develop guidelines for appraisers to ensure they conduct individual performance reviews in line with good practice. You should include methods of setting performance standards, the importance and relevance of giving and receiving feedback and current legislation which relates to performance reviews.

Identify and explain a range of methods that could be used to motivate individual employees at Forth Valley Press.

Describe ways that the organisation can recognise staff achievement (financial and non-financial)

Using the concept of the psychological contract, explain how organisational culture can impact on staff motivation.

Performance management is a process by which contributes managers and employees work effectively together to plan, improve and review the performance of people who work in the organization in order of overall contribution to the organization. Purpose of performance management is to set objectives, assess progress and provide a feedback to ensure that staff are know what they doing and what business trying to achieve. Everyone in organization should know what is their role is and what skills and competencies they need to fulfil to meet a standard of their role.

Support and feedback – management should provide regular feedback to employees, they can’t just assume that people know what they doing and and if they doing it right. It’s not just about telling to people, it’s about listening them and providing them with best support possible.

Future development – continuous training and promoting personal growth and advancement in the career of the employees gives opportunity to employees build their knowledge and skills. If staff can’t see they future development in the organization they become demotivated, and feeling not valued in the business.