1. Sheffcare Performance Management System
Group 8
Empowering Business

2. “Far and away the best prize that life has to offer is the chance to
work hard at work worth doing.”(Theodore Roosevelt)

3. Agenda
• Background
•Organizatioanl Structure
• Brief Description
• Issues Observed (rich picture)
•Project Process Outline
•Interactional Sequence
•Evaluation of the outcome
•Conclusion

4. •Registered Charity , largest care provider for old people in Sheffield.
• 11 residential care homes and day care centers.
•Nearly 500 employees.
•Provide care plans that are personalized to suit the individual
needs. For example provide transport facilities.
•Sheffcare offers much more than residential care. And if one needs
change, they will make changes to the personal care plan to ensure that
they are delivering the client with a service that suits them.
•Sheffcare Day care is designed to help maintain independence and to
help prevent the elderly feeling isolated and lonely .
Background

5. CEO
Head of HR &
Training
Marketing &
Communication
Finance
Payroll
IT
Operational
Finance
Property
Management
Care Director
11x Registered
Managers
Personal
Assistant
Registered
Managers
Deputy
Manager
Team Leaders
Care Support
Workers
Domestic
Assistant
Clerk
Organizational Structure

6. First meeting
appointment
*Meeting # 1
Initial Project
structure
Data
collection
Poor understanding of
the culture
*Meeting # 2
(Site visit )
Project
Time-plan
Requested for a
change of
structure
Client
agreed
Appraisal
structure -
backed up by
HR framework
Final document sent
to client
Review performance structure
of different organization
Meeting # 3
(Final presentation)
Client – draft
approval
Brain
storming
Refined Project
structure
Different
perspective
I want one
appraisal
form
This will not
be the best
method
Interactional Sequence with Sheffcare:

7. Project process outline
360 degree
feedback
Halo Effect
Expectancy
Theory
SWOT Analysis
Stakeholder
Theory
Central
Tendency
Sunflower Effect Recency effect
New Appraisal
Form Design

8. ABS Effectiveness in challenging Role Relationship with Sheffcare :
Financial Constraints
Lengthy Appraisal
Forms
Charitable
Organization Culture
High Team Work
Utilizing Talent of
Each individual
Friendly Nature
Overburden HR Team
Time Constraints
Mutual
Understanding
Perfect
Bond

9. Effectiveness of Consultancy Team
Areej
Bashar Shobhit
Designing Framework and
giving it a shape.
Managing collection of
data from various
resources : collecting
theoretical backup with
ideas.
Effective client
communication
, Initiating process for
startup.

10. Effectiveness of The Outcomes In Terms of How ABS Served
Provide with a scale
for Performance
Measurement
Provide two separate
appraisal forms for
high/low level
Two- way feedback
between employee
and employer
Training and
Development criteria

11. Conclusion
“The only man who behaves sensibly is my tailor; he takes my
measurements anew every time he sees me, while all the rest go on
with their old measurements and expect me to fit them”.
( George Brenard Shaw)

13. First meeting
appointment
*Meeting # 1
Initial Project
structure
Data
collection
Poor understanding of
the culture
*Meeting # 2
(Site visit )
Project
Time-plan Requested for a
change of
structure
Client
agreed
Appraisal
structure -
backed up by
HR framework
Final document sent
to client
Review performance structure
of different organization
Meeting # 3
(Final presentation)
Client – draft
approval
Brain
storming
Refined Project
structure
Different
perspective
I want one
appraisal
form
This will not
be the best
method

14. Project process outline
Empowering Business

15. Provided with a
scale for
Performance
Measurement
ABS
Provided separate
appraisal forms for
high/low level
Training and
Development
Two way feedback between
employer and employee