This document discusses employee underperformance and strategies for improving performance. It identifies several causes of performance gaps, including unclear expectations, interpersonal issues, lack of skills, and personal problems. It proposes short-term goals like clarifying goals and long-term goals like training. Coaching is presented as an effective way to unlock potential through communication and commitment to change. The employee coaching model involves explaining impacts, identifying challenges, reflecting on solutions, and committing to improved relations and performance.
Case StudyPerformance Management at Network Solutions, Inc.
Presentation Prepared By : Sailendra Adhikari, Diwash Kasaju, Nischal Poudel and Shristy during HR Specialization at ACE Institute of Management
this presentation is all about rewarding employees to keep them motivated and boost their performance. the detailed description is in presentation itself so no need to describe below. hope you will enjoy my presentation. this presentation is for academic course showcase not for practical hr reference as i have talked about theotrical aspects only.
Case StudyPerformance Management at Network Solutions, Inc.
Presentation Prepared By : Sailendra Adhikari, Diwash Kasaju, Nischal Poudel and Shristy during HR Specialization at ACE Institute of Management
this presentation is all about rewarding employees to keep them motivated and boost their performance. the detailed description is in presentation itself so no need to describe below. hope you will enjoy my presentation. this presentation is for academic course showcase not for practical hr reference as i have talked about theotrical aspects only.
Ltc pp mgt307_wk5 Copyright 2013 Edward F. T. Charfauros. Reference, www.Your...Edward F. T. Charfauros
Edward F. T. Charfauros, inspiring author, assists fellow students with their presentation for a successful grade. He also blogs upon his own inspiring blog, where you'll discover life changing stuff. Sign up for his blog by sending him an email~
Copyright 2013 Edward F. T. Charfauros. Reference, www.YourBlogorResume.net.
Initiatives To Reduce and Prevent Workplace StressHolley Jacobs
Causes and effects of workplace stress and how to reduce and prevent them. Both employees and employers will benefits from a workplace stress reduction and prevention plan. It is better to be proactive than reactive. Research has shown that companies who provide ways for employees to reduce their workplace stress find them to be more productive, happier, and loyal to the business.
Regards,
~ Holley Jacobs
When each employee performs well, your business unit achieves maximum results. Here we introduce how performance management and planning increases employee performance. I outline the 3 major techniques for managers.
Mu0016 – performance management and appraisalsmumbahelp
Dear students get fully solved SMU MBA assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
Ltc pp mgt307_wk5 Copyright 2013 Edward F. T. Charfauros. Reference, www.Your...Edward F. T. Charfauros
Edward F. T. Charfauros, inspiring author, assists fellow students with their presentation for a successful grade. He also blogs upon his own inspiring blog, where you'll discover life changing stuff. Sign up for his blog by sending him an email~
Copyright 2013 Edward F. T. Charfauros. Reference, www.YourBlogorResume.net.
Initiatives To Reduce and Prevent Workplace StressHolley Jacobs
Causes and effects of workplace stress and how to reduce and prevent them. Both employees and employers will benefits from a workplace stress reduction and prevention plan. It is better to be proactive than reactive. Research has shown that companies who provide ways for employees to reduce their workplace stress find them to be more productive, happier, and loyal to the business.
Regards,
~ Holley Jacobs
When each employee performs well, your business unit achieves maximum results. Here we introduce how performance management and planning increases employee performance. I outline the 3 major techniques for managers.
Mu0016 – performance management and appraisalsmumbahelp
Dear students get fully solved SMU MBA assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
These slides detailed about the performance management as a important aspect of HRM. It explains about how performances are managed & why its important for the organization to manage & control it...
Peformance Management and EAP Best PracticesCG Hylton Inc.
This webinar will examine how EAP services can help organizations to enhance their performance management programs. The webinar will provide practitioners with a greater understanding of effective performance management and the common barriers that can affect a wide variety of organizations. The webinar will pay special attention to how EAP services can broaden their scope and value by helping organizations to implement and sustain performance management programs that work.
Learning objectives:
1. Understanding effective performance management and identifying potential barriers.
2. Providing services designed specifically to help organizations enhance their performance management programs.
3. Adding value to current EAP services through performance management support.
For additional handouts please email chris at hylton dot ca
The line between EAP and staff is often very distinct, for reasons of confidentiality. This presentation provides options for staff, supervisors and management to greater strengthen EAP usage, while maintaining confidentiality.
Co-delivered with John Zettler to the HRANS Halifax Monthly Professional Dinner April 2010 This presentation focuses on the continuous process of Performance Management
2. Employee underperformance
Employee work performance is one of the critical issues in any
organization.
Employees working with the best practices and motivation perform at their
best.
These employee have the knowledge that underperformance may result to
unproductive outcomes that may cumulatively affect the entire workplace.
It is therefore important for the organization to establish effective
performance management systems that will benefit it both in the short run
and long run (Lawler., et al., 1995).
3. Employee underperformance
(cont’)
The system should of course ensure that it leads to happier, motivated, and
better performing employees (Ramesh & Vasuki. 2013).
Underperformance can be exhibited through:
Non-compliance with organization’s policies, rules, ad regulations
Disruptive behavior that impacts on co-workers
Unsatisfactory work performance.
4. Causes of performance gap
Under performance may result from diverse causes either organizational,
personally, or environmental.
Employees do not know the expectations of the organization since its goals
and standards are unclear to them.
Interpersonal differences.
Mismatch between employee’s job and his or her capabilities. Lack of
knowledge and skills certain organization’s tasks
5. Causes of performance gap
Lack of counseling or feedback on employee performance
Lack of personal motivation, low morale or poor work environment
Personal issues such as physical or mental health problems, family stress,
and problems with drugs and alcohol
Cultural misunderstandings
Workplace bullying
6. Goals of a Short-term performance
management plan
The organization will ensure that employees:
Clearly understand the organization’s goals to aid mitigating the problem
with organization’s goals and standards misunderstandings.
Well versed with organization’s outlined rules and regulations
Provided with Improved internal communication mechanisms
Recognize their contribution to the organization’s overall goal.
7. Permanent change components for a
performance management plan
Training
Developing individual and organizational performance work plan
Outlining the performance rating scale
Conducting an interim review
8. Goals of a long-term performance
management plan
The long-term goal will ensure that:
Employees are instructed as to the job expectations
Employees are assigned duties and responsibilities.
Improved efficiency and productivity
Improved labour relations and human resource development.
There is provision of training opportunities.
Improved organizational structure
9. Trigger points for a performance
management plan
Trigger points help in determining what the organization should do to better
the situation.
Revenue misses the goal by 5% two months in a row.
Technological changes.
Competitor making a significant change to its products
Organization’s output forecast being significantly below the plan
10. Coaching for employee performance
Coaching is the process of empowering others (Whitemore, 2002).
Helps in unlocking people’s potential to maximize their performance.
It helps employees to gain commitment to action
11. Benefits of coaching
Employee retention
Enhanced employer employee communication
Enhances financial performance
Coaching may also help in development of executives
13. Coaching activities
The coach explains the impacts of change and the requirements for change.
Identifies what is working well and the challenges
The coach reflect on the options for change and decides on the desirable
solution.
The coach commits to improving employee relations, skills, and
performance.
14. References
Whitmore, J. (2002). Coaching for performance: Growing People, Performance and
Purpose. London: National Book Network.
Lawler, E. E., Mohrman, S. A., & Ledford, G. E. (1995). Creating high performance
organizations: Practices and results of employee involvement and total quality
management in Fortune 1000 companies. San Francisco, CA: Jossey-Bass.
Ramesh, G., & Vasuki, K. (2013). Addressing Employee's Underperformance by
Nurturing a Positive Work environment. Journal of Commerce and Management
Thought, 4(1), 55-69.
Editor's Notes
An organization can achieve its short-term and long-term goals and missions through the efforts of employees.
Underperformance of the employees is one of the common causes of organization’s failure and the need to change the situation is a primary goal for such an organization.
It may be shown by employee behaviors, organization’s output, or any other factor that affects the outcomes of the overall organization’s goals and objectives.
It is very important for an organization to understand these causes and develop a system that will ensure that they are addressed in a positive manner.
Employee dissatisfaction may lead to massive underperformance due to laxity and lack of concern for the future of the organization.
Counseling is one of the most important aspects of organization’s prosperity as it ensures that employees are appreciated and heard.
The culture of the organization and that of individuals may conflict. There is need for the organization to restructure to meet the needs of the employees needs.
An organization facing employee underperformance has always the need to set goals to achieve the required changes in the employee perfomance ituation within the shortest time possible.
Since the goals of the organization cannot be abandoned and leave it at poor performance, there is need to establish new and immediate intervention mechanism for the challenge.
The performance rating scale is composed of five levels defined as outstanding, very good, good, below average, and unsatisfactory.
Training should be done either once for a given job description to ensure that employees have ability for the job. It should change with change in positions.
They define the weaknesses or possibilities that an organization can adopt to make reduce performance gap.
These triggers may stem from the existing organizations problems or the coming organizations issues like competition, technology and employee empowerement