Reference no: EM132600189

SITXHRM006 - Monitor staff performance

Worksheets

SECTION 1: MONITOR STAFF PERFORMANCE AND PROVIDE FEEDBACK

Q1: Effective management of employee performance takes an organisation-wide approach. List and briefly outline four components of a performance management system within an organisation.

Q2: Monitoring is a function of management. What does monitoring involve? Explain in terms of the four monitoring steps.

Step 1, Step 2, Step 3, Step 4

Q3: What is the relationship between SOPs and performance management?

Q4: What is a code of conduct policy?

Q5: List five topics that could be included in a code of conduct policy that help set organisational performance standards.

Q6: What does the term KPI mean?

Q7: How can KPIs be used in performance management?

Q8: It is important to clearly communicate policies, SOPs and performance measures to employees. List three ways an organisation can do this and briefly explain each. (Briefly explain 3 ways)

Q9: Monitoring involves giving regular, corrective feedback. The hot stove rule has four parts. Explain how a manager can use this rule to guide them and the four components of the rule.
The hot stove rule helps a manager to focus on the need for fair, consistent feedback. It involves four parts. (List and explain all the 4 parts)

Q10: feedback needs to be specific, immediate and constructive. Explain specific and constructive
Specific
Constructive

Q11: How do you provide guidance and support to your employers to help them achieve performance expectations? Provide at least three examples

Q12: It is important to recognise and reward employees for meeting and exceeding performance expectations. Rewards can be extrinsic and intrinsic. Define these terms and give an example of each.
1) Extrinsic,
2) Intrinsic

Q13: List at least two options for a formal reward and recognition program that an organisation can use to recognise outstanding performance.

Q14: After feedback and coaching has been provided, sometimes an employee might need further assistance. List and explain two ways you can check understanding and assess the need for further coaching or training.

Q15: You have identified an employee needs further training. How might you have to request this? (Briefly explain)

SECTION 2: RECOGNISE AND RESOLVE PERFORMANCE PROBLEMS

Q1: Explain the 80:20 rules in regards to recognising and managing underperformance.

Q2: List four signs of underperformance.

Q3: List and explain the five steps involved in assessing and managing underperformance through informal feedback and coaching.

Q4: You are addressing an employee with performance issues. How do you communicate with them so you provide constructive feedback? (List 5 ways)

Q5: Demonstration is a common coaching method. List the five steps involved in demonstrating a task when coaching an employee.

Q6: What are two things you should investigate before undertaking formal counselling for underperformance with an employee?

Q7: How do you conduct a formal counselling session? List three things that are included in a formal session.

Q8: What is the purpose of a performance improvement plan (PIP)?

Q9: Whether the performance counselling is formal or informal, it is important to follow up performance to ensure it has improved. How can you do this?

Q10: What is the process you should follow if an employee is unhappy with how they have been dealt with and wants to submit a grievance?

SECTION 3: IMPLEMENT PERFORMANCE MANAGEMENT SYSTEMS

Q1: What is the main reason organisation have a formal appraisal system for their employees?

Q2: Explain the concept of 360 degree feedback to the appraisal process.

Q3: Briefly explain the three steps a manager undertakes when preparing to conduct an appraisal.

Q4: Briefly explain the forced distribution appraisal method.

Q5: Briefly explain the graphic rating scale appraisal method.

Q6: Briefly explain the MBO appraisal method.

Q7: List five tips for a successful appraisal you would share with a new manager about to conduct their first appraisal interview.

Q8: What is included in a follow-up action plan developed with the employee towards the end of the appraisal?

Q9: An employee is consistently not meeting their KPIs. During an appraisal they inform you they are struggling with their workload. They find they cannot complete all of their assigned duties each day or week.
What are potential solutions to this performance issue? Tick/identify the relevant boxes.

Additional training
Adjusting workload
Agreeing on short-term goals for improvement
Assisting with problems outside of the workplace
Reorganizing work practices

Q10: An employee's partner was recently diagnosed with a serious illness. Since the diagnosis, their work performance has decreased. During informal counselling, they expressed a desire to continue working due to financial issues but are not sure how to balance work and personal commitments.
What are potential solutions to this performance issue? Tick/identify the relevant boxes.
Additional training
Adjusting workload
Agreeing on short-term goals for improvement
Assisting with problems outside of the workplace
Reorganizing work practices

Q11: There are four perceptual errors that can lead to rating bias, resulting in unfair appraisal. Explain what each one is.

Q12: Why is it important to keep records of the appraisal process?