CIPD Assignment Submission Declaration Essay

Candidate solvingI confirm that the nominate/evidence presented for legal opinion is my profess un t eat upinged work.I squander read the opinion regulations and see that if I am found to live with copied from published work without ac effledgement, or from a nonher(prenominal) outlooks work, this whitethorn be regarded as plagiarism which is an offence against the assessment regulations and leads to failure in the relevant unitand formal disciplinary action.I confirm that 75% of this submission comprises my avow scripted work, in my own words.I decl be that the word count limit includes all aspects of my written submission. I agree that title/contents page, references/bibliography ar the only dismantle of the submission that do not form part of the word-count I in like manner agree that if my assessment is +/ 10% of the word count the assessment pass oning returned with the appropriate advice to reduce/ increase the word count, which may delay assessment feed bet on avocation the submission.I agree to this work being subjected to scrutiny by textual analysis softw are if mandatory.I s stern that my work may be used for incoming academic/quality assurance manipulations in accordance with the provisions of the Data Protection Act 1998.I apprehend that the work/evidence submitted for assessment may not be returned to me and that I pick up retained a copy for my records.I understand that until untold(prenominal) quantify as the assessment grade has been ratified through inborn and external quality assurance processes it is not final. physique(typed) Lucianne PowellDate1/12/141. apologize at least 2 projects of achievement way and its relationship to business objectives One purpose of functioning instruction is to enhance and declare a high direct of individual and employee capital punishment so an organisation croupeister perform at its best. It is essential that employees are fittingly managed so they can work to their lib eral potential and understand what is expected of them. Another purpose of writ of execution focal point is to motivate and ingest employees. Employees should feel touchd with this process by contributing to the organisations future command and path.The much heterogeneous employees are means the more(prenominal) incite employees result be to want to develop themselves deep down their percentages. The benefit of motivating and zesty staff is that this allow increase commitment to the organisation and decrease retention. In conclusion to these two purposes, if all employees are kept motivated and advance to work to their best abilities, it ordain result in individuals suffering their targets and manduction aims that are aligned to the everywhereall business objectives. 2. Identify three components of mathematical operation management systems 1) mathematical operation appraisal The purpose of the appraisal is to check into effect over a fixed extent of sentenc e and talk over future development.This should be a two way treatment and should not involve any surprises to the employee. 2) Delivering feedback Feedback is a vital part of a surgical operation management system. It is grievous that an employee is given up appropriate feedback that is open and transparent as this ordain identify part of the employees future development and readying take infully. Positive feedback should as well be told to the employee as a way of recognising their respectable doing and holding the employee motivated. 3) Managing under exploit Employees that are under performing pauperization to be managed in an setive way so they can clearly understand what they need to improve on in a true period of time. This can be done by setting clear objectives and communication a dead in the flesh(predicate) line of credit that the objectives need to be met at. These objectives should both be mutually concord by both parties.3. Explain the relationshi p between motivation and capital punishment management, referring to at least two motivational theories. Motivation and act management are very closely pertained indoors an organisation. Motivation is open by the setting of incentives. We are all motivated from believing that if we draw off on certain behaviours, a r scourge leave alone follow after. The more motivated and incentivised an individual is, the more likely they are to take a discretionary effect in their work by passing play preceding(prenominal) and beyond what is already expected of them. These extra efforts would certainly eat up apositive impact on the revenue, retention and status of an organisation. One idealogue that assists this belief is Vroom. Vrooms expectancy theory assumes that an individual allow decide to behave or act in a certain way as it volition lead them to a desired event of what they are wanting.According to Vroom, an individuals level of motivation depends on the three following b eliefs Expectancy is the perception on if we put more of an effort in our work it will lead to increased performance. An employee essential be self-assured that their efforts will result in better productivity and they have the ability to perform their work t directs well. Instrumentality is the belief that our actions will lead to a desired outcome. An employee must be confident that such increased performance with result in them achieving the desired reward or outcome. Valence is how much the individual values the expected outcome. For example, if aroundone is in general motivated by money, they may not value the benefits of attention deficit hyperactivity disorderitional time off. Each individual will have variant motivations at different points in time. A successful organisation necessitate to take into reflexion the different motivational factors for apiece(prenominal) of its employees so that they can develop, increase and maintain motivation.Whilst compensation a nd promotion are very obvious motivations, we as well as know that employees are motivated by other intangible factors such as having a feeling of belonging and personal growth. Abraham Maslow discovered a owing(p) way of structuring the motivation at different points in time. Maslow cerebrated that individuals are motivated by their needs and when one need is fulfilled, an individual will seek to fulfil the next one. Maslow created a hierarchy of needs pyramid. Maslow believed that if the deficiency needs arent fulfilled, individuals will not be able to move up to the more complex growth needs and thitherfore this will have an effect on their development. Maslows theory can be utilize in the work rear end but it is the passenger vehicles responsibility to in effect identify each of its employees needs and know when they have fulfilled each one. For example, safety needs could mean a safe on the job(p) sort out to reduce stress and anxiety for an employee.4. Identify two pur poses of reward in spite of appearance a performance management system. One purpose of reward within a performance management system is to attract and retain good employers. Low turnover and employee retention bringbenefits to an employer as it spends less time hiring and training new workers. Competiveness between organisations in the chore market is ceaselessly increasing so any organisation that develops a reputation as cheap is unlikely to be desirable as potential employees will assume it does not reward effort fairly. Another purpose of reward within a performance management system is to motivate employees to be flexible and perform to the fullest extent of their capabilities. Although motivation has to come from within, reward can be used to encourage employees to go above and beyond in their roles. Reward can only motivate employees if the reward is attractive to the employee and the employee knows that the level of performance is doable to them.5. Describe at least 3 com ponents of a reward system, 1 of which should be non-financial. A reward system is strengthened up of the financial and non-financial components that are addd to employees in exchange for their time, talents, and efforts. Financial rewards are all rewards that have a monetary value and will add up to the total remuneration of an employee. Non-financial rewards are those which focus on the physiological needs employees have such as appreciation, influence and personal growth. triplet detect components of a reward system areRecognition is honour the employees who go above and beyond in their roles and behave in a way that is in line with the organisations business strategy. This will increase employee satisfaction by making employees feel more appreciated and invested in. Some examples of these rewards in the workplace are employee of the year awards, appreciation luncheons, long service awards and realisation programmes. Benefits A benefits package is provided in addition to an employees total remuneration and form part of the total rewards package. These additional elements can include a pension, sick pay, private healthcare, life assurance, child care vouchers and annual leave. An organisation should carefully consider and maintain what benefits it is going to have as each employee will have difference needs and circumstances. Developmental opportunities A music director should jazz its employees developmental areas and should therefore offer the employee shipway of mastering that area. Some examples of cultivation opportunities withinworkplaces are coaching, mentoring, on the job training and attending executes or seminars.6. Explain the factors that should be considered with managing good and poor performance. Managing performance should be a continuous process that aims to improve an individual/organisational performance. It is a way of amount what an employee contributes to the goals of their groups and the business as a whole. When man aging performance we must consider the following factors Employees must be able to understand their objectives and know what they need to do in order to meet them. Objectives are usually hold at the resume of a year so the individual can convey the year knowing what they need to achieve and can then be suss outed at the end of the year. Agreeing the objectives should be a two way discussion between the line manager and employee. An strong objective should be achievable but challenging, it should be relevant to the department and business, should be easily measured and it should have a timeframe of when it needs to be achieved. It is important that an employee receives regular feedback when it comes to managing performance.Feedback needs to be given to employees so they can understand how they are progressing and what they need to improve on. Feedback shouldnt have any mix messages. If improvements need to be made to an employees performance, the constructive feedback should be given in a well-timed(a) and powerful manner so the employee can soon phone of solutions. It is important to focus on the resources that the employee uses within their role as this could be having an effect on their performance. A manager should listen and address any issues that an employee may have but the manager needs to be sure that these issues are genuine as employees can often blame external sources in advance admitting their own fault. When managing poor performance, a manager should identify what is causing the employee to underachieve they should do this by addressing the underperformance with the employee in one to one confrontations. passenger cars need to be trained in handling difficult conversations and need to feel confident in handling any sensitive conversations. It is important that a manager provides the relevant support as it will serve up the underperforming employee understand the opportunities for amend their performance and taking the necessary act ion. Organisations often manage poor performance formally through aperformance improvement plan ( gain). The PIP should be closely monitored and should set out the following The performance difficultyThe timescale for achieving this improvementA review dateSpecify possible consequences if performance standards are not met Any training that the employer will provide to assist the employee.7. Describe at least 2 items of data, including 1 external to the organisation. thither are many integral documents to a performance review. Documentation helps to construction a performance review and give clear guidelines of what needs to be covered during the meeting. An item of data that can be used internally is a self-appraisal. A self-appraisal forms part of an employees performance review. The self-appraisal influences an individual to reflect on their performance and as a result they are more awake of their behaviour and actions which have had a consequence on their performance. The self -appraisal should give examples of what the employee believe they have done well in the past year and what they think they can improve on in the future. A manager and employee will use the self-appraisal to form the basis of discussion during the meeting.A job comment can be used as a way of measuring performance as the description provides a useful guide as to what is expected of an employee. The job description can cover the core competencies that the employee is required to be fulfilling. Visualising these competencies will help a line manager to check off how an employee is performing and what their developmental needs are. An external form of data that can be used is gathering external feedback. This is a process when an employee will ask its customers for feedback usually through use of a questionnaire. This can help determine whether an employee is meeting their objectives. The benefit of gathering external feedback is that it takes into consideration other peoples views an d therefore is viewed to be more objective and valid. The loss of external feedback is it can be very costly and has over-reliance on technology. 8. Explain the frequency, purpose and process of performance review. Performance reviews usually take place twice a year in the form of a mid-year review and then an annual review which would take place at the end of a financial year.The purpose of a performance review is to provide employees with feedback on their performance The review should take place in a private and comfortable room away from any disruptions. The line manager should start the meeting off by pardoning its purpose and what they will be discussing. The line manager would usually open up discussion by asking how the employee has felt the past 6 months or year has gone(a)(a) for them and discuss if the employee has effectively met their objectives. If an employee has completed a self-appraisal earlier the meeting, this can also form the basis for a discussion. Its im portant to talk more or less any developmental areas for the employee and suggest ways on how this could be tackled.Managers should discuss any feedback that had been gathered on the employee and its important to discuss any developmental areas for the employee with suggestive ways on how this can be tackled. If there had been regular buzz off ups, the employee should have an idea of how the year has gone and therefore, nought should come as a big surprise. Managers should encourage employees to suggest their own objectives for the coming year and any plans that are concord should be famous on the appraisal form. An organisation with performance related pay would have a rating scale which studys the level of performance an employee has reached. The employee should be told of their contumacious rating in their review with what their salary increase and bonus defrayment will be.CHRP/CLDP ASSESSMENTSupporting Good Practice in Performance and Reward Management (3PRM) Ref No F306A Version 2 June 2012 assimilator diagnoseCRITERIAMET/ NOT YET METCOMMENTSLO1 Be able to explain the link between organisational success, performance management and motivation (Activity 1) 1 Describe the purpose of performance management and its relationship to business objectives.2 Explain the components of performance management systems3 Explain the relationship between motivation and performance managementLO2 Be able to explain the relationship between performance management and reward (Activity 1) 1 Explain the purpose of reward within a performance management system2.2 Identify and explain the components of an effective total reward systemLO3 Be able to contribute to effective performance and reward management in the workplace (Activity 1) 3.1 Identify and explain the factors that need to be considered when managing performance.3.2 Describe the data required by individuals involved in performance and reward management processes.LO4 Be able to act and reflect upon a performanc e review (Activities 1 & 2) 4.1 Explain the frequency, purpose and process of performance review.4.2 Conduct a performance review meeting.4.3 glow on the outcomes of the performance reviewASSESSMENT OUTCOMEStudents should please descent that the above Assessment Outcome for this Unit is provisional and is subject to internecine Acacia reading verification (IV) and external CIPD Verification (EV).Tutors spot DateBOTOX UK LTDPERFORMANCE REVIEW FORMDate of recap 11 November 2014 Period Covered 1 May 2014 1 November 2014 Name of Manager Lucianne Powell Name of employee Becki Thomas Job Role of Employee Sales consultant1. Summary of discussion on performance over the last six months Becki and I discussed the areas of her job that she has performed well in the last 6 months and the areas of her job that she would like to develop and improve on. Becki has mainly felt that the last 6 months could have been better for her in regards to her gross revenue targets but we have discussed the ways in which this can be overcome and Becki is very motivated in doing anything she can to increase her sales so I have any faith in her that she will.2. The quality of the work provided, recording areas that have gone well and those where improvement is required Becki has shown herself to be a great team player which is one of the main attributes to becoming successful here at Botox. Becki always actively contributes to and supports her team and the team find Becki great to work with. Customers have given very positive feedback on Becki to say that they have all found her very pleasant on the phone and can fully trust that she will complete a task that she is given which is brilliant. Beckis sales targets have dipped in the last 6 months and this has been very concerning for the Management team. As time goes on, Becki will need to keep up to build up relationships with different clients and this will increase her sales.3. Record performance against targets set and in those c ases where they have not been met, record the reasons given and your views on these Objective 1) Increase number of sales by 50% over the next 6 months. Becki has not met this objective but we have discussed the reasons why she has not met this. Becki has been going through a difficult time at home the last few months and this has been affecting her work. I have agreed that this can be an on-going objective for Becki and we will have regular catch ups to discuss if Beckis sales targets areincreasing. Objective 2) Build up client relationships by attending more networking opportunities. Becki has met this objective by successfully attending the networking events and I have witnessed her actively socialising to potential clients. This is an minute opportunity for Becki to gain more sales in the coming future.4. analysis agreed actions to overcome any shortfall against targets including such factors as training and development needs, equipment needs or medical supportActions by line managerActions by employeeTo arrange a temporary change to Beckis hours of work and regularly meet with Becki to discuss if the working arrangement is working and agree on a date for the Becki to go back to her full time hours. Once Beckis hours are temporarily changed, she will need to make it to work on time every day and start to increase her sales. To arrange for Becki to go on a sales seam and request her feedback on the course. To attend the sales course. This should hopefully get Becki back into the swing of selling.5. Indicate whether a performance related bonus should be made at current rates. (In circumstances where the full target has not been met a case must be made before any partial bonus payment can be paid, with reasons provided for that recommendation) I have taken into consideration that Becki has been through a difficult time lately at home and I know that when focussed Becki is fully surefooted of reaching the desired sales targets so I have agreed to award Be cki with a bonus of 500. I hope that once her childcare is in place, she can then become more focussed on increasing her sales.SignedEmployee Becki Thomas Date 11 November 2014 Line Manager Lucianne Powell Date 11 November 2014OBSERVATION RECORD 3PRMCandidates name Lucianne Powell Observation Assessment PASSUnit 3PRM Learning Outcome No 4Be able to conduct and reflect upon a performance review.Skills requiredAssessor feedback to be completed by the assessor with notes to support the decisionIdentify purposeInformative account given to Becki at the start of the meeting re its purpose and what you planned to cover during the course of the discussionPlan meeting6. aims and objectives7. questions8. roles/resources9. organize.Your supporting notes demonstrated that you had spent some time preparing for the meeting and it followed a logical path. Key elements of a review meeting were addressed e.g. reviewing performance, setting objectives and bonus payment considerations,Prepare des irable environment.Used the table and sat side by side to each other/the table. Both parties appeared comfortable with this arrangementOpen meeting appropriatelyintroductionsaims and objectives.A little bit programmed /scripted at first with an over-reliance on yournotes, but once you settled into the role and nerves were dispelled your discussion became much more natural. You let Becki know the format of the meeting and that notes would be taken and that she would be able to see them good.Establish rapport and put campaigner at ease.Your personable style and empathetic manner helped to establish a rapport and relax the interviewee. Plenty of positive strokes telling her how much she was treasured as an employee and giving her the positive feedback received from her colleagues /customers all helped to make for grateful discussion and for her to feel supported goodUse appropriate doubting techniquesopen questionsclarifying.Open questions were used to encourage Becki to talk and reflect I particularly liked your question asking for her thoughts on where she had performed well this helped to run across the discussion did not just focus on her immediate personal problems well doneControl meeting without dominating.You adopted the manager role by setting the scene, keeping the meeting focused and controlling its structure but this was all done in a collaborative and non-threatening manner. give-up the ghost (listening and speaking) effectively with candidate, using appropriate body language. Good listening skills evidenced, dozens of head nodding, eye contact made to encourage Becki to talk and to show you were interested your body posture was open and non-threatening. You gave lots of motivational and corroborative comments which certainly helped to show Becki that she was appreciated and supported. Very helpful and willing to meet her needs although in the real world, a line manager may not be so accommodatingInvite, and deal with, candidate questions. Invited Becki to ask questions and self-reflect responded to thesethoughtfully and constructivelyIdentify any development needs and actions.Learning and development needs were touched upon but not explored fully a more detailed discussion would need to take place regarding the sales course and her longer term career ambitions once she was back on track. purport asking the reviewee if they had any objectives to bring to the table before outlining yoursConclusion and summaryA clear account given of actions going forward and kindly informed that she would get 500 bonus even though sales had dipped nice touchConduct meeting within legal and ethical requirements.Legal and ethical considerations were duly adhered to.Advise to take notes during the meeting doubt you would not remember all the key points without them