We are driven by Formal assessments and have to have these in place to survive as an organization. The interview panel cannot use their own intuition or personality differences to score the individual. The first line manager as the ability to start at the beginning of the process which is recruitment and induction of staff members.
My recommendation for improvement in ensuring fair and objective assessments would be for all first line managers to attend Ilm work based assignment training.
If an individual is rewarded for good performance this will motivate them to achieve further goals, you are likely to see improvements in morale, team spirit, etc which ill ultimately reward the department and the organization as a whole. I believe within Penman, there are considerable opportunities to manage performance and there are many formal ways of doing this.
It sets out clear standards so Ilm work based assignment the organization, teams and all individuals know what role they have in order to achieve these standards and their individual goals hat ultimately affect the overall performance. However there is no formal training offered by Penman for managers in how to complete or how to assess performance.
Therefore it is important that performance is assessed to measure how well the company or the individual is doing. This shows non discriminatory handling and assessment of the application form. Fair and objective formal assessments There are many ways that you can ensure fair and objective assessments, mainly by providing a uniformed approach which is non judgmental and non discriminatory.
The interview itself is based on a scoring system, usually 3 members of staff interview the applicant which clearly demonstrates a fair and objective interview. I can look at this statistically through figures to ensure targets are met ND also the competency of the individual, if the individual has promoted the service and can evidence them trying to increase referrals.
Informal assessments are more casual and are more difficult to measure as they can be through word of mouth, observations, peer and elf evaluation and are not recorded and checked. As a first line manager it is your responsibility to manage varying levels of performance.
Formal assessments are then followed up and reviewed allowing progress to be evaluated. When informally assessing performance we may look more at frequent reactions to how daily tasks are handled or through informal discussions.
The application form that the interview panel receives does not include sex, age or name of the applicant only initials. Penman ensures that the same procedure is used for all staff for example when completing a PDP, it is a standardized form for all, it comes with instructions and a competency dictionary for you to follow.
Role in performance management in the workplace. The informal quantitative assessments have more meaning to me, such as the way someone feels or their beliefs, tenant satisfaction, best practice etc, however they are much more difficult to assess although equally important.
Pennants recruitment procedure is an example of a fair and objective assessment, the job description and person specification is written by the line manager and HRS and identifies the role of person required.
They will lead by example, and assess performance through he probationary period. Pennants vision is to be the first choice provider in housing related services and in order to achieve this they have to adhere to consistent and fair assessments.
And when an effective process is applied broadly across an organization, the resulting overall performance improvement can give that company a vital competitive edge.
It is hard to go wrong with formal assessments as long as the manager is well informed and has the skills and abilities required. First Line managers have the opportunity to attend courses both internally and externally to improve their skills, for example ELM award in first line management.
The organization is then more likely to keep rewarded staff, have better efficiency, knowledgeable staff and improve overall performance which is indeed a reward for the organization. Penman have very trucked formal assessments that believe to be fair and objective including appraisals, competencies standards and value system.
Why should performance be assessed? You can have a highly motivated, eager and well performing individual who can come out of a PDP feeling De-motivated and low simply due to the managers lack of skills, knowledge and inability to assess.
It also identifies strengths and weakness in individuals and can help them perform and achieve goals. However I believe that Informal assessments can have more meaning as they are more regular and although difficult to record, can have huge effects on the team and indeed the equines as a whole.
Within Penman, I believe that we are more geared towards Formal assessments, mainly due to the business we are in as we are required to provide statistics to the Welsh Assembly Government WAG or to gain performance related recognition, for example Investors in People.
I will also tend to use more informal ways, through observation, sharing knowledge, offering advice, hints and tips etc. For any Organization there needs to be a method of delivering improvement standards, aims and objectives. More Essay Examples on In your answer you should: Rewarding performance Performance is linked to a reward for the individual and the organization.Work based assignment.M Problem solving.
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Check out our top Free Essays on Work Based Assignment Ilm3 to help you write your own Essay. Work Based Assignment M & M Contents page Contents page 2 WORK BASED ASSIGNMENT 3 MARK SHEET 5 The value of assessing performance 6 Managing performance 7 Motivating the team to improve performance in the workplace 8 The value of feedback in the workplace 9 Appendices 10 WORK BASED ASSIGNMENT - M MOTIVATING TO PERFORM IN THE WORKPLACE/ M.
Ilm Level 3 Work Based Assignment M3 ILM LEVEL 3 Award in first line management M Solving Problems and Making Decisions by Donna Sullivan Hull Training Table of Contents Context of assignment 2 The description of the problem 3 Analysis of the problem 4 Resolution of the problem 5 Implementation and communication of the solution 6 Appendix 7 Background: I work for the City.
ILM Work based assignment Essay Words | 24 Pages. Work Based Assignment M & M Contents page Contents page 2 WORK BASED ASSIGNMENT 3 MARK SHEET 5 The value of assessing performance 6 Managing performance 7 Motivating the team to improve performance in the workplace 8 The value of feedback in the workplace 9 Appendices 10 WORK BASED.
Based on the above feedback interpretation, the following are the area of improvements I need to work on and develop: Be decisive about what I want to and steps to get there Setting clear objectives and focusing on achieving it.Download