School Papers

I. everyone involved in the company regardless of

       I.           
Company Profile

Founded in 2000, XYZ is one of the fastest-growing fashion retailers in
Bahrain with more than 10 branches across the kingdom. We offer customers the
latest trends with the highest quality levels that meet world-class standards.
Our team of creative designers delivers top-notch fashion variety to guarantee
that XYZ serves the different tastes of our diversified customer base. Our best
asset is our employees who give their best to ensure customer satisfaction and
deliver the best incomparable service.

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   II.           
Statement of HR Policy on
Performance Management

Scope
of Policy

All employees in XYZ company are affected by this policy for performance
management systems impact extends to everyone thus they should be aware of and
understand the policy and its details.

Policy
Statement

·        
XYZ aims to create
a workplace where all human resources understand the influence their
contributions and works have on the company journey towards achieving its
goals. XYZ also aims to provide all employees growth opportunities on personal
and professional levels.

·        
Employees and
managers along with everyone involved in the company shall take responsibility
for sharing and assigning expectations to enable assigning of target and to
create accurate mechanisms for measuring and performance reviews. The
performance management system must reflect the organization goals, team goals
and employee goals.

·        
Performance
management system shall support improving, increasing innovation levels and
influencing positive change.

·        
Employees shall be
evaluated in a fair manner regardless of their race, family, wealth, gender or
any factor besides performance. Employees whom performance does not meet
company assigned standards shall be treated with disciplinary actions that
depend on the company HR policy and the Bahraini Labor Law.

·        
Employees must be
evaluated using appropriate criteria and evaluation mechanisms which is
reasonable and achievable. Employees filling the same job must be evaluated
using the same mechanism and criteria.

·        
Performance
management shall not be the responsibility of a singular party, but rather a
responsibility for everyone involved in the company regardless of rank, grade,
salary or etc. It is the responsibility of the HR department to maintain,
review and supervise performance management systems.

·        
Evaluations and
reviews must be objective and based on measures which were agreed upon before
the start of the evaluations and review to ensure fair practice.

III.           
The Performance Management
System

Performance management is a
process that enables effectively managing employees to achieve the goals of the
company and reach high levels of performance. It creates a common understanding
between everyone in the company about should be achieved and how leading and
development of human capital contribute to achieving company performance goals.
It also shows where the company seeks to head and it allows employees to see
how they contribute in achieving company goals.

Performance Management includes 3
elements; performance improvement, development and managing behavior however
these may vary depending on the needs of the company. The performance
management framework allows employees and managers to understand what is
expected from them, allows employees to contribute in establishing expectations
through setting objectives and it helps employees deliver as they are expected
through the clarity it provides across the organization. The performance
management system also grants employees support to achieve their goals and meet
their own expectations with the assistance of the continuous feedback and
development.

Moreover, developing a
performance management system is a process that needs a lot of time,
understanding and dedication of resources, thus, for the performance management
system to be effective, management support is vital. The management will also
help ensure that the outcomes of performance management system are acted upon
to promise best performance and to make sure that good performance is rewarded
and bad performance is worked on and eliminated.

Regardless of the main purpose of
the performance management system, not communicating the purpose of it and its
process can make the performance management system doomed to failure. Another
factor that can affect the success of a performance management system is not
performing regular and continuous updates and reviews; the performance
management system must be updates and reviewed to ensure alignment with the
company strategic direction and employees goals.

 

Phases of
Performance Management

Performance
management has 3 different stages, they are as follows:

·        
Planning: in this stage, the managers and their
employees establish the main objectives of work, analyze competencies, create
the individual development plan and develop a framework for how to accomplish
performance objectives and personal development.

·        
Monitoring and Coaching: In this phase managers monitor
the progress against the work objectives assigned and perform activities which
were designed to help in professional development. This step is the most
important one in the creation of an effective performance management system. It
is an ongoing process where employees are continuously supported to help them
achieve their goals and the company goals. Employees are also given feedback to
help them; some company may need monitoring and coaching sessions on a biannual
basis while other companies integrate it in their day-to-day activities and
interactions with subordinates.

·        
 Evaluation: In this stage managers evaluate the performance
and its results against assigned objective, personal development plans along
with competencies.

 

 

Before
performing performance management and initiating the process of managing
performance; gap analysis can help in identifying and analyzing the current
situation and the gap between it and the desired status which the company aims
to achieve. The gap analysis shall guide by identifying areas of importance and
where improvement is needed to achieve the company performance objectives. The
following is a simple Gap Analysis matrix.

 

Strategic Objective

Current Position

Deficiencies

Gap

Action Plan

 
Achieve sales target of BHD
100,000 by the end of the year.
 
 

Achieved BHD 45,000 in sales by
mid year

Sales team lacks qualifications
and lack of social media presence and customer exposure

Gap of BHD 65,000 in sales to
be met by end of year

Train and
develop sales team.
·        
Increase focus on social media.
·        
Create marketing campaign.

 

 

 

 
 
 

 

 

 

Performance
Management System

 

The
following is a performance management system, the first section aims towards
identifying and evaluating competencies that employee has, the second section
focuses on the development and evaluation of objectives, while the third
section focuses on creating an individual or personal development plan.

 

Identification
of Employee

Name: _______________________________________________________________________

Job Title:
____________________________________________________________________

Department: _________________________________________________________________

Manager
Name: ______________________________________________________________

Date of
Review Period Start: _______________________________________________________

Date of
Review Period End: ________________________________________________________

 

Performance
Plan Review

 

I agree that
I read and reviewed the competencies and performance objective and individual
development plans highlighted in this form.

 

Signature of
Employee: ___________________________________________________________

Date: 
________________________________________________________________________

 

I agree that
the competencies and performance objective along with individual development
plans will be used as the base for employee performance review

 

Signature of
Manager: ____________________________________________________________

Date: 
________________________________________________________________________

 

Summary of
Performance Review

 

Overall
Evaluation of Performance:
 

Excellent
(   )

Good
(   )

Satisfactory
(   )

Poor
(   )

Unsatisfactory
(   )

Comments:
 

 

·        
Employee Certification

 

I certify
that I read and understood the review of performance.

Employee
Signature: ___________________________________________________________________

 

·        
Manager Certification

 

I certify
that this review describes the performance of the employee in a fair manner.

Manager
Signature: ___________________________________________________________________

 

 

First
Section: Competencies

To ensure
successful completion of the job, competencies like skills, knowledge,
attributes and others are required.

Ratings

Excellent – Consistently exceeds expectations.

Good – Employee
consistently meets and occasionally exceeds expectations.

Satisfactory – Employee consistently meets expectations.

Poor – Employee fails to achieve expectations occasionally.

Unsatisfactory – Employee fails to achieve expectations
frequently.

 

Competencies
which are required for the job:

 

Effective
Communication: Employee
is able to communicate clearly and effectively and demonstrate effective
communication skills.
·        
Effective listening skills
·        
Effective Informing
·        
Effective Written and Oral Communication
 

 
(    )
(    )
(    )
(    )
(    )
 

 
Unsatisfactory

Poor
Satisfactory

Good
Excellent

 

Comments:
 

 

Collaboration: Employee is able to build
effective relationship with stakeholders and achieve objectives and behaves
respectfully and professionally.
·        
Effective building of relationships
·        
Share and respects ideas
·        
Respects other
 

 
(    )
(    )
(    )
(    )
(    )
 

 
Unsatisfactory

Poor
Satisfactory

Good
Excellent

 

Comments:
 

 

Teamwork: Employee is able to
effectively work in a team and contribute with team members to achieve goals.
Employee is cooperative and involving.
·        
Effectively contributes and achieves goals
·        
Effectively 
and responsibly work with team members
·        
Support team members
 

 
(    )
(    )
(    )
(    )
(    )
 

 
Unsatisfactory

Poor
Satisfactory

Good
Excellent

 

Comments:
 

 

Planning
and Organization: Employee
is able to effectively organize jobs, prioritize, utilize resources and
identify necessary actions to achieve goals
·        
Organization skills put at work
·        
Prioritizing
·        
Effective planning and meeting goal and
timeframes
 

 
(    )
(    )
(    )
(    )
(    )
 

 
Unsatisfactory

Poor
Satisfactory

Good
Excellent

 

Comments:
 

 

 

 

 

Supporting
Competencies for Employee Filling the Job

 

 

 
 
This
section shall include other competencies which are not mandatory for the
success of the job which are considered optional.
 
 

 
(    )
(    )
(    )
(    )
(    )
 

 
Unsatisfactory

Poor
Satisfactory

Good
Excellent

 

 

 

 

 

Second
Section: Employee Objectives

 

Outlining
Objectives Guidelines:

·        
Objectives must be clearly stated.

·        
All objective must be SMART.

 

Objective
Example: Increase
in employee sales figures by 20% by the end of next year
 

Evaluation
Example: only 10%
increase in sales figures was recorded by the end of the year
 

Exceeded Objective
 
(    )

Achieved Objective
 
(    )

Partially Achieved Objective
(  X  )

Didn’t Achieve Objective
(    )

Objective:
 

Evaluation:
                                                                                    

Exceeded Objective
 
(    )

Achieved Objective
 
(    )

Partially Achieved Objective
(  X  )

Didn’t Achieve Objective
(    )

Objective:
 

Evaluation:
 

Exceeded Objective
 
(    )

Achieved Objective
 
(    )

Partially Achieved Objective
(    )

Didn’t Achieve Objective
(    )

 

 

 

Third
Section: Plan for Individual Development

 

Competency/Area that Needs
Developing

Activities for Development

Target Date

Completion Date

Comments

Communication

1.      
Attend “Effective Communication” Workshop

20/3/2018

 

 

2.      
Complete online training of “Effective
Communication”

25/3/2018

 

 

 

1.      
 

 

 

 

2.      
 

 

 

 

 

1.      
 

 

 

 

2.      
 

 

 

 

 

1.      
 

 

 

 

2.      
 

 

 

 

 

Employee Goal
#1 Description:
 

Key
Activities

Measurements

Needed
Resources

Time Frame

Mid-Year
Review

 

 

 

 

 

Employee Goal
#2 Description:
 

Key
Activities

Measurements

Needed
Resources

Time Frame

Mid-Year
Review

 

 

 

 

 

 

Performance Review:

Goal

Rating

Comments

Goal #1

(  ) Unsatisfactory
(  ) Poor
(  ) Satisfactory
(  ) Good
(  ) Excellent

 

Goal #2

(  ) Unsatisfactory
(  ) Poor
(  ) Satisfactory
(  ) Good
(  ) Excellent

 

 

 

Performance:

Overall Rating

Performance
Rating Summary:

(  ) Unsatisfactory
(  ) Poor
(  ) Satisfactory
(  ) Good
(  ) Excellent

 

 

Employee
Signature ____________________ Start Date: ______________ Review Date: ____________

 

Manager
Signature _____________________ Start Date: ______________ Review Date: ____________

 

 

 

 

 

 

x

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