MaCase Study A2 Questions: a. As a Human Resource Performance Management Implementer, discuss the prior training you would give to line the four group head with reference to identifying performance gap? Training is the most important factor in order to achieve goals more effectively. Head of groups need to be able to develop a PMS by setting objectives and standards. They should also be able to monitor these PMS and identify the weaknesses.
Once these weaknesses identified, they must have the skill to communicate effectively with the staff when giving instructions and providing feedback. b. Determine the possible reasons for Pamela’s poor performance. What would be your recommended solution to each of these possible causes? 1. Frustration and lack of motivation Pamela has been working as the assistant of the head of department for more than eight years. She had lots of responsibilities and had owned the respect of the other employees.
The authority that she had, has been removed and she must be considering her present secretary job as not important or too simple for her. Giving her more responsibilities would make her feel more important in the organisation. 2. Lack of supervision She has been sharing the same office with Frank for eight years and even if she did not want to work, she was under the close supervision of her manager. A PMS must be put in place in order to monitor her performance and identify what is the problem. 3. Poor performance from secretaries
The secretaries working with Pamela might not be performing as required. The ‘clapped-out equipment’ and errors left in the documents brought down Pamela’s performance. Training should be provided to the staff of Pamela and appropriate equipment must be bought so that they can work effectively. c. As an HR advisor, what steps would you recommend to Ben that he take in order to lift Pamela’s level of job performance? I would recommend Ben to introduce a performance management system which he will have to develop in order to monitor the performance of Pamela.
With this system, he will be able to identify the weaknesses and the strengths of Pamela. He must set key performance indicators and explain clearly in a planning discussion what is expected from her and what are the goals that she needs to achieve. At the end of the year, she will be evaluated in appraisal discussions and they will see together if the goals have been met and what are the actions to be taken. d. Assuming that the final outcome is the termination of Pamela’s contract, discuss the measures /setup and documentation that would need to be in place in accordance to organizational policy and law?
The first step would be to seek for legal advice before terminating contract. If the performance improvement plan has not brought its results, the collected evidences can be used during the dismissal process. The information obtained must be analysed, and appraised. Pamela should be given a written warning if she has not been able to reach the agreed improvement requirement. Upon issue of three written warnings, she must be terminated. The federal workplace relations act 1996 must be taken into consideration so as to avoid unfair dismissal.