Sustaining Employee Performance

In: Business and Management

Submitted By trfinner
Words 349
Pages 2
Sustaining Employee Performance Paper Tiera Finner HRM/300 November 4, 2015 William Byrd Jr.

Sustaining Employee Performance Paper In this paper, I will discuss the importance of sustaining employee performance in Kroger. I will identify two jobs positions within Kroger, describe the functions and performance management system, suggest two job evaluation methods for the positions, compare compensations for the positions, and provide an explanation for the importance of providing employee benefit plans. The two positions that I will discuss are accounting clerk and cashier. An accounting clerk at Kroger is required to have basic math skills and will be trained accordingly upon hiring. You must be able to work long hours and be able to have patience to investigate cash shortage issues. This job requires you to work early house and late hours depending on your shift. An accounting clerk verifies accuracy within documents and records. They Update and maintain accounting journals, ledgers and other records specifying financial business transactions (disbursements, expense vouchers, receipts, accounts payable). They also enter data into computer system using well-defined computer programs. An accounting clerk is required to have at least three years of cash dealings experience. They average out at making $30,000 annually. On the other hand, a cashier is responsible for handling all cash transaction within this organization. They are required to provide quality customer satisfaction to customers. They must also be able to lift 10pounds. They must also be able to scan and bag items. Performance management systems are put in place to relate organizational and individual objectives. Performance management is a process in which managers and employees work together to plan, they monitor, and…...

Similar Documents

Sustaining Employee Performance

...Sustaining Employee Performance HRM300 November 5, 2012 Don Henry Introduction Riordan Manufacturing has many important job positions within the organization, but the two most important are the Human Resource Manager and the actual manager of Riordan Manufacturing. These two positions are critical for Riordan because they keep the organization running smoothly without issues arising. The HR manager and the manager for Riordan have to communicate among one another to ensure that feedback is given to all employees after their annual performance reviews. Last the compensation and benefit packages should be laid out in detail so that employees understand what they are being compensated for. Performance Management Systems Organizations create performance management systems to monitor employee’s strengths and weaknesses in the work environment. Improving productivity is the primary purpose for organizations creating performance management systems (What are the Functions of Performance Management Systems, 2012). Successful organizations are always seeking improvement and development through successful plans that will optimize an organizations future. Management responsibility is to motivate his or her team members to reach the ultimate productivity goals of one’s organization. Performance management systems ensure that employees fully understand specific work tasks and can also perform these in pressure situations. Employee growth also is a component of performance......

Words: 1755 - Pages: 8

Employee Motivation and Performance

...[pic] Master of Business Administration (MBA) An analysis of the Effects of Rewards and Compensation on Employees’ Motivation and Performance Dissertation submitted in fulfillment of the requirements to the University of Wales for the award of the Degree Of Master of Business Administration (MBA) April 2012 DECLARATION This work has not previously been accepted in substance for any degree and is not being concurrently submitted in candidature for any degree. |Signed | |(Candidate) | |Date | | | STATEMENT 1 This thesis is the result of my own investigations, except where otherwise stated. The correction services have been used, the extent and nature of the correction is clearly marked in a footnote(s). Other sources are acknowledged by footnotes giving explicit references. A bibliography is appended. |Signed | |(Candidate) | |Date | | | STATEMENT 2 I hereby give consent for my thesis, if accepted, to be available for photocopying and for inter-library loan, and for the title and summary to be made available to outside......

Words: 17870 - Pages: 72

Managing Employee Performance

...PHASE 5 IP – MANAGING EMPLOYEE PERFORMANCE HRM315-1301B-09 Managing Employee Performance The company that I chose to do my project on is TacoBell. I choose this company since I work for them. I figured it would be easier to do a project on a company that I currently work for. I would be able to talk to the HR department, more importantly the head of the HR department, Sharon Smith. When I talked to her last week, she had been working for this company for 15 years. She told me that she started out as a Team Member, then made her way to the restaurant General Manager, then to the Regional Manager and finally to the head of the HR department. She told me that working at Taco Bell have been the best job she has ever had! She wishes she could have started out working here when she was 16. (She started when she was in her late 20s). There are many different jobs available at the Taco Bell Company. You could start at the bottom being a Team Member or if you are lucky, you could get into the main office in Irvine, California where you could be anything from the Finance Department to the Marketing Department of the company. The different positions I choose to do my research on are the Crew Member, Information Technology Department, and the Marketing Department. When I researched the Team Member position, this was the easiest one to find information about. I started as a Team Member. When I first got my position as a Team Member, I filled out the application on-line...

Words: 1013 - Pages: 5

Employee Performance

...advising.” (Morreale, 2004) The focus should be on developing “leadership skills that include the ability to lead change and people, be results-oriented, possess business acumen, build coalitions, and exercise superior communications skills”. (Morreale, 2004) Police officers are individuals who were hired with tax dollars that are hired to serve and protect the population. Because they are always under the public’s microscope it is important that they do the following: * “Strive for organizational transparency * Insist on ethical decisions and integrity * Develop leaders with good judgment and innovation skills * Make decisions in law enforcement based on facts * Demonstrate planning skills * Use personnel performance appraisals effectively * Manage projects efficiently * Recognize the importance of review and evaluation * Develop strategic thinking and planning skills * Distinguish tactics from strategy” (Morreale, 2004) The uniqueness of the police subculture also makes it’s conformity to changing times difficult. It’s paramilitary mentality strives for conformity however, college students in the criminal justice field are learning that policing needs creativity to develop new and more effective ways of policing. Degree programs often focus on research development and push thinking outside the box....

Words: 643 - Pages: 3

Employee Performance Handbook

...Text Version A Handbook for Measuring Employee Performance ALIGNING EMPLOYEE PERFORMANCE PLANS WITH ORGANIZATIONAL GOALS Workforce Compensation and Performance Service Executive Resources and Employee Development ■ Performance Management Implementation ■ September 2011 table of contents FOREWORD . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 contents CHAPTER 1 PERFORMANCE MANAGEMENT: BACKGROUND AND CONTEXT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Employee Performance Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 CHAPTER 2 DISTINGUISHING ACTIVITIES FROM ACCOMPLISHMENTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 The Beekeepers and Their Bees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Using Balanced Measures ................................................. Categories of Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 18 CHAPTER 3 DEVELOPING EMPLOYEE PERFORMANCE PLANS . . . . . . . . . . . . . . . . . . . . 20 Step 1: Look at the Overall Picture ....................................... Step 2: Determine Work Unit Accomplishments . . . . . . . . . . . . . . . . ....

Words: 23269 - Pages: 94

Employee Motivation and Organisational Performance

...Executive Summary This report discusses and examines employee motivation in an IT organisation. The report examines the benefits of employee motivation followed by the various theories concerning motivation. The initial portion of the report focuses on the benefits of employee motivation which is followed by a discussion of motivation theories – content theories and process theories. The report further tries to outline the various options or methods followed by organisations to drive higher levels of motivation among the workforce. The methods included in the report addresses the various rewards and recognition options, use of scorecards, fun and recreational activities, communication channels, learning and growth opportunities and corporate social responsibility as methods to effectively drive employee motivation levels. The report recommends the establishment of a basic framework with respect to hygiene factors of a workplace in order to successfully drive initiatives to motivate workforce. Further, the report concludes on the note that various other factors including cultural, political, social and spiritual needs should be considered while arriving at a combination of methods to drive higher levels of motivation. Success of the initiative would depend upon the appropriateness of technique and timeliness beyond other factors. Table of Contents Executive Summary ..........................................................................................

Words: 2957 - Pages: 12

Employee Performance

...Performance Management Plan Larry Curry HRM531 3/16/2015 Virginia McMinn Performance Management Plan Over the past few weeks working with Landslide Limousines has been a great pleasure. We have been working to build a solid foundation for the hiring process, as well as developing a compensation and benefits plan that meets the needs of the employees and aligns with the operating goals of the firm. We are at a point now where it is vital to develop a plan for managing the performance and productivity of the work force. In order to effectively implement a performance management plan, management must understand both the technical and interpersonal aspects of the performance management process. The structure of the performance management plan will be major a component of developing employees and encouraging their growth within the company. The goal of this correspondence is to aid the employer in building a performance management plan that takes into consideration the projected business statistics, and addresses all aspects of employee performance and company strategy. One of the most important aspects of the performance management plan that the company must consider is how the plan aligns with its business strategy. Being a new company, the ultimate goal of the business is its growth over the next few years. It is imperative that the performance management plan is structured so that the employees are encouraged to grow and support the growth of the company. “The......

Words: 1512 - Pages: 7

Sustaining Employee Performance

...Sustaining Employee Performance John Rhodes, Maria Mendoza Suarez, John Guy, Joseph HRM/300 February 16, 2015 Robert Lacey IV Sustaining Employee Performance As an employee, your work performance is under constant evaluation. “Employees generally see any such evaluation as having some direct effect on their work lives. They may lead to increased pay, a promotion, warnings about sub-standard performance, or assistance in personal development areas for which the employee needs some training” (DeCenzo, 2013 pp. 244). In the coming paragraphs we will discuss: performance management systems, job evaluation methods, possible compensation plans and the importance of providing employee benefit programs as they pertain to Customer Service Representatives and Retail Sales Professionals of AT&T. Function of Performance Management Systems Performance management systems are put in place to apply organizational and individual objectives. “Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization. More than just an annual review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching” (Community Foundations of Canada, 2013, para. 1). Performance management systems have been criticized as they may lead to emotional outbursts from employees. A properly designed performance management......

Words: 1664 - Pages: 7

Impact of Motivation on Employee Performance

...Global Advanced Research Journal of Management and Business Studies Vol. 1(4) pp. 126-133, May, 2012 Available online http://garj.org/garjmbs/index.htm Copyright © 2012 Global Advanced Research Journals Full Length Research Paper Impact of Motivation on the working performance of employees- A case study of Pakistan. Akbar Ali1, Maira Abrar2 , Jahanzaib Haider 1 Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Tel: 92-331-7304678, 2 3 Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Bahaudin Zakariya University, Multan, Sub-Campus, Dera Ghazi Khan, Pakistan. Tel: 92-331-3312626, Accepted 10 April, 2012 Motives are key to human behavior. It plays an important role in performance and other activities and as such the manager should know what motivation is and how subordinates can are motivated towards performance. This study investigates the role of motivation on employees’ performance as the history of explaining human or animal behavior is not new.” why did one do what one did “had been the subject of working even in the past, some human behavior was explained as an outcome of demos impedance and this explanation was unscientific. Efforts were also made to determine principles which could explain human behavior. McDougall emphasized that man’s social behavior can be explained in terms of instincts which was later on criticized. Freud used “unconscious metal process” to explain behavior......

Words: 3951 - Pages: 16

Sustaining Employee Performance

...Sustaining Employee Performance Maintaining a healthy, successful employee base is an important responsibility for human resource teams. There are a number of ways that, implemented correctly, can help them achieve this goal. They include performance management, compensation, and benefits. After human resources has recruited, hired, and trained the best candidates, the next step is to ensure that they are meeting standards, and if they are not, that they receive the proper training. The best way to track employee performance is to set up a performance management system. Performance management is not just an annual review of what the employee did wrong last year, or what they achieved, according to "HrCouncil" (n.d.) it “is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals” (Keeping the Right People: Performance Management). To have an effective performance management system, there are a number of practices that should be adopted. The first practice is to provide sufficient training for management who will conduct the appraisals. Training will ensure that they can successfully complete the evaluations without prejudice or bias, and stay within all legal requirements. Thoroughly trained management will be able to “act upon the outcomes of the performance management process[…]to ensure that good performance is recognized, inadequate performance......

Words: 1534 - Pages: 7

Employee Performance Management 

...Employee Performance Management is a process for establishing a shared workforceunderstanding about what is to be achieved at an organisation level. It is about aligning the organisational objectives with the employees' agreed measures, skills, competency requirements, development plans and the delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance workforce. How Annual Appraisals are Different But Part of Performance Management Most organisations have some type of employee appraisal system, and many are experiencing the shortcomings of manual staff evaluation systems. When discussing workforceperformance the most commonly asked question is "How does Performance Management differ from performance appraisals or staff reviews"? Performance Management is used to ensure that employees' activities and outcomes are congruent with the organisation's objectives and entails specifying those activities and outcomes that will result in the firm successfully implementing the strategy (Noe et al. 2000, p.55). An effective Performance Management process establishes the groundwork for excellence by: * Linking individual employee objectives with the organisation's mission and strategic plans. The employee has a clear concept on how they contribute to the achievement the overall business objective, * Focusing on setting clear performance objectives and expectations through the......

Words: 2513 - Pages: 11

Employee Performance Management

...organizations embrace performance management processes that enable employees to become their greatest asset. When managers function as performance coaches, they become trainers, confronters, mentors, and counselors, providing positive feedback and reinforcement to improve skills and competencies that ultimately enhance overall employee performance. Performance management functions as an integral part of a comprehensive development strategy, although too few organizations subscribe to this philosophy (Gilley & Maycunich 2000). . Hence, the business world overflows with mediocre, stagnant, or failing organizations that stubbornly or ignorantly overlook their employees' potential. We believe that well-designed and well-executed performance management provides an excellent vehicle for promoting continuous employee and organizational growth and development (Gilley & Maycunich 2000). Developmental leaders rely on performance-oriented principles to help their organizations achieve the business results needed and to improve employee performance and productivity through continuous growth and development. These three principles performance partnership, organizational performance improvement, and effective communication provide a foundation for excellence by allowing leaders to communicate their expectations in a clear, motivating, and inspirational manner. Developmental leaders possess effective communication skills that enhance their ability to deliver performance......

Words: 1413 - Pages: 6

Employee Performance Management and Development

...Assessment #4 Employee Performance Management and Development Strayer University HRM530 Section May 29, 2011 I. The following are factors causing the employee’s dissatisfaction: a. The employee is exhausted and frustrated, because the work seems to be at once too much and too little. b. The employee feels overworked and does not feel any excitement about her work. c. The employee does not feel she is being challenged to learn skills that will help her reach her ultimate goal of owning her own business. II. In regards to the above factors that caused the employee’s dissatisfaction, the following are those that could be addressed with improvements in the way the organization handles development: a. The organization could reassign responsibilities that the employee does not like or that are routine to assist employees who are exhausted and frustrated, because the work seems to be at once too much and too little (p. 394). b. The organization could provide opportunities for employees to cross-train in other roles and responsibilities to increase the feeling of excitement about work (p. 394). c. The organization could expand the job to include new, higher level responsibilities to learn skills that will help the employee reach her goal of owning her own business (p. 394). III. Regarding his employee, Malik should do the following tomorrow: a. The first thing Malik should do is schedule time to meet with his boss. Malik is a new manager and new to his workplace.......

Words: 887 - Pages: 4

Sustaining Employee Performance Paper

...Running head: SUSTAINING EMPLOYEE PERFORMANCE PAPER Sustaining Employee Performance Paper Alejandro Zatarain, Jamie Lewandoski, George Hull SEC/300 March 28, 2016 Chris Bingham In this paper we will be discussing two positions of the Elias Group Organization. The two positions that we will discuss would be the Director of Technical Services and the Director of Administration and HR. We will describing the functions of performance management, suggest two jobs evaluations, compare possible compensations for this two positions and also we will be explaining the importance of providing employee benefit plans to the employees working in this two chosen positions. The two jobs that we as a team have identified for the Elias Group Organization is the Director of Technical Services and the Director of Administration and HR. The Director of Technical Services is in charge of three managers, which are the manager of web services, the manager of information res. and the manager of desktop services. The other position, which is the Director of Administration and HR in this position, they answer to the president of the company and which they answer to the board of directors. In this position the Director of administration and HR is involved with the legal counsel since they have to deal with Human Resources department and administration. The general function of performance management is to promote and improve employee effectiveness. It is a continuous process where......

Words: 1576 - Pages: 7

Monitoring Employee Performance in Nepal

...MONITORING EMPLOYEE PERFORMANCE AT PROSHORE An individual term paper JUNE 27, 2016 KATHMANDU UNIVERSITY SCHOOL OF MANAGEMENT Submitted by Prarambha Dahal, 15306 Table of contents Introduction ................................................................................................................................................... 2 Conceptual review ........................................................................................................................................ 2 Application perspective ................................................................................................................................ 4 Key issues and their implications.................................................................................................................. 5 Recommendations for improvement in practices.......................................................................................... 6 References ..................................................................................................................................................... 8 Introduction Monitoring employee performance is one of the toughest challenges in management without appearing too intrusive, authoritative or controlling. However, it is a key component in improving performance. As an important component of employee performance management, monitoring has become an integral practice in well-managed private enterprises. While most reports on employee and......

Words: 1510 - Pages: 7