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The importance of setting employee expectations and the process of doing so. It also outlines areas of improvement for an employee and the consequences of noncompliance. The document concludes with a final meeting to discuss the employee's progress and the success of the performance management plan.
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Training and Development โ C235 Task 2 A1. Importance of Employee Expectations It is necessary for managers to set employees' performance goals to produce specific outcomes. Expectations are built up based on the company's plan and operational priorities. It is imperative that workers understand the connection between their jobs and the progress of the
TASK 2 โ TRAINING AND DEVELOPMENT business. Link building contributes to improved loyalty and enthusiasm on the part of workers. Managers benefit from identifying these standards through staff responsibility, better efficiency, enhanced collaboration, and reduced work turnover. Sharing a shared view of the goals and benefits offered by the business provides clarity and trust between the two parties. A2. Process of Setting Employee Expectations Managers need to gain an appreciation of the organization's policy, vision, and purpose before setting success goals for workers. They would need to ensure that the principles and goals of the organization conform to the desires of the employee. Detailing why their position is important to the organization is vital to inspiring them. Employees must therefore consider what their superior wants from them. Job descriptions and observable goals should be conveyed in both verbal and written form to prevent uncertainty or ambiguity. The verbal clarification of goals is personable and provides an atmosphere of clarity. The paper that has been drawn up specifying the work conditions makes clear what is required of the employee. B1. Areas of Improvement John, a member of the company for over a year, recently carried out his first annual review of management efficiency. Mary, our new accounting officer, described a range of points of focus in her review. A few of the qualities that John is supposed to possess are the ability to be self-motivated and cultivate a team mentality. It has been criticized multiple times for expressing prejudice against individual workers. We assume this has a negative effect on his staff, as his subordinates are regularly late in paying vendorsJohn also had trouble with attendance, which sent a wrong message to his staff. His direct records indicate a high degree of absenteeism, which we conclude is a result of John's lack of self-motivation to come to work every day.
TASK 2 โ TRAINING AND DEVELOPMENT of the month. Scheduling a meeting with his staff to stress the need to stay compliant would also prove valuable. It is going to get him back on track to make sure he meets what he wants. B3. Evaluation of Progress A weekly assessment will be carried out to track John and his progress. I am going to check to make sure that John uses Outlook to send out weekly updates about vendor payments. There could be a downward trend in late payments if this function is used. I will however review his attendance spreadsheet to ensure that he records staff absences, as well as his own. I am still going to speak to randomly chosen team members next week to see if the favoritism he has displayed is subsidizing. This would be a nice time to mentor John on the advantages of Outlook, Express, and address any overall leadership questions he might have. I may also consult with John the last week before the end of each month to do an analysis of the account codes he has used during the month. The goal will be to ensure that he manages to keep his errors below 5%. It is now at 18%, which cannot happen. We would also use this opportunity to ensure that he takes the appropriate measures to conclude the reconciliation of his general accounts before the end of the month.This due date has been skipped 3 times in the past year and needs to be improved to 0 instantly to ensure that the business is compliant. I will also have talks with the team about their interpretation of the Regulatory Regulations for General Ledger Reconciliation. B4. Behaviors that Demonstrate Success We assume that John can manage his position as boss, but that he would benefit tremendously from the performance improvement strategy in place. John struggles with self- motivation, which is evident in his below average attendance. We need him to be in the office because of his planned shifts. He had an 86% attendance rate for the last year, 9 percent below
TASK 2 โ TRAINING AND DEVELOPMENT what was expected of him. We would like to rise to 95 percent within the next three months.There were also allegations that he has displayed prejudice against the members of his staff. We believe that his team mentality will change and that he will handle everyone on a level playing field. We hope to see a decline in favoritism findings following completion of the success monitoring. Formance with IRS regulations is of the extreme significance to our business. John would need to prioritize the execution of the monthly timeframes for general ledger reconciliation. Monthly conformity to this standard would have to increase to 100 per cent for John to continue in his position. We will need John to improve his consistency when adding account codes to invoices. Currently, the total fault is 18 percent of his account code entries. We know that order entry errors happen, and we understand that this is not an easy problem to correct in a short period. We would like to see gradual progress over the next three months. It should be fewer than 5% of errors within 6 months. B5. Consequences for Noncompliance The aim of John's work performance management is to help him tap into his strengths to become a stronger boss. John is going to have a few steps ahead of him that we want him to achieve. He is going to have to keep on top of his staff and cut back on late vendor fees. We would like to see him make late payments below 1% for the next three months. He would still need to develop his Excel skills to ensure that he tracks the attendance of his staff. His team must demonstrate steady progress over the next 3 months to hit a cumulative attendance of 85 per cent.Disregarding to perform these duties will cause John to attend a 2-week management course. This workshop would demonstrate the value of employee participation, as well as providing advice for Outlook, Excel, and other computer programs on the workplace.
TASK 2 โ TRAINING AND DEVELOPMENT He also emphasized the use of Microsoft programming applications and the coaching that we offered as foundations for his improvement. We are very satisfied with John's progress, in general. He demonstrated commitment and dedication to develop his team mentality, resolve his self-motivation, and learn basic programming skills to better accomplish main organizational goals. He is mindful that his team's attendance will continue to increase, but it is going in the right direction. We emphasized that this was a major short-term victory for him, but that we will continue to do monthly check-ins to track his growth. Within 6 months, we would like to shift this check-in to quarterly until complete confidence has been created. Overall, this PIP has been very useful to both John and the company.
Glenn McEvoy, P. (2021). Training and Development. My Educator.
TASK 2 โ TRAINING AND DEVELOPMENT
