Btec Business Level 3 Unit 3

Monitor production efficiencies in line with operational KPI's and to promote a continuous improvement environment to the team.

Conclusion: As such, the MCS should have been initially detailed using this reverse order for consistent presentation as well as acting as a catalyst to the planning subsystem of the core control system. In doing so, goals can be set in accordance to the company culture and structure. This enables management to influence the behaviour of more employees by providing clear goals. This makes for a better feedback system because it includes the information of the various departments/divisions and all levels of employment. This allows for attainable goals and prevents the imposition of unrealistic goals, MBO, and the likelihood of fraudulent reporting. To further prevent fraudulent reporting, the measurement subsystem should rely equally on the accounting system as well as non-financial measures (balanced score card).

Effectiveness in meeting team targets: Employees need to be effective in meeting team targets so they keep on top of all of the work they have to do and also so the decisions they have to make as a business are made smoothly. This will also increase their reputation if all decisions are made more effectively and quicker so could increase the number of regular customers for the business. This will also mean that the staff will be able to help customer quickly and efficiently.

The success of a company in meeting its objectives is having the ability to assess employees’ performance and how they compare to the organizations needs and goals. In order to ensure that everyone is working in the same direction of the organizational goals and mission it is important to set goals, objectives and to monitor employee performance. Performance management is the focus of achieving

“Performance Management Strategies for Effective Leadership: An Accountability Process” by Gary Ellis, and Anthony H. Normore is an article from February 2015 that covers the importance of effective and organized supervision and management. The article is important to the discussion. The article goes into the detail of the performance management process and step by step details such as determine and clarify objectives, communicate performance standards and other significant steps.

Entities: Entities are objects that are located in a data base. Entities allow you to store data objects in the systems data base. These are set out in a table form in the data base. Primary keys, foreign keys, referential integrity and data redundancy are all part of entities.

The six components of the performance management process are prerequisites, performance planning, performance execution, performance assessment, performance review, and performance renewal and recontracting (Aguinis, 2013, p. 38). Subcomponents of performance planning include results, behaviors, and development plan (Aguinis, 2013, p. 46). Additionally, subcategories of performance execution are employee responsibilities and supervisor responsibilities. This paper will concentrate of the performance planning and performance assessment elements.

Our research and experience validates that in order to achieve an effective Performance Management system, it must be inclusive of the organizations objectives, Mission Statement, goals and core values. It must gain “buy in” and approval from all stakeholders, it must be clear, measurable and provide an opportunity for communication and feedback.

A focus on objectives and observable outcomes that are related to the job ensures equality of the process that reduces inconsistency. Such objectives must be specific and measurable, more so achievable and realistic. Performance planning sets effective communication by using a basis of established goals in order to guide the employee to succeed. However, by discussing specific details which are related to how the progress will be evaluated, it is good to determine any problem that prevents achievements of these objectives (Hissan, 2002). Performance planning that endures performance feedback is significant thus making it possible to open communication and continuous improvement. Regular goal tracking ensures the chance to provide feedback as it may be required to make adjustment performance plans and prepare contingencies for incomplete work. It is also important for the line managers to pay attention to employees'

In order for a good performance management system to work every employee in the organization needs to understand what is expected of them, are focused on work that supports organizational goals and priorities. Organizations need to make sure that employees are properly rated and acknowledged for their contributions; and employees should know how their performance will be measured. It is a good idea for employees to participate in developing their performance objectives so that there is a mutual understanding of expectations from the beginning. Performance plans, including performance objectives are approved once managers have reviewed them and the plans are communicated to employees.

Performance Management is an ongoing assessment of the goals and objectives for the company or a

Explain your Performance Management System and what are your critical areas for measurement and why?

A plan for monitoring performance, lasts for one year from June 1st, 2013 to May 31st, 2014, could be summarized and illustrated in the following table

•Performance management: All activities relating to setting performance standards, assessing performance, and providing related feedback

I use the following components of the performance management system to provide the framework within which managers and employees operate. A successful performance management system should: