Managing people performance.

Name

Institution

Date
 Activity 1

Question 1
In an organization, resources are very important factors of production. This means their

utilization should be good and that which is desired. This means that every type of a resource

used in that particular company should be well placed and in used in the correct manner desired

by the administration.

On the other hand, allocation of work should be done in consultation with the relevant

people and groups in order to determine their comfortability with the work guidelines and also

make them be cognizant of the objectives and targets of the work.

Since it is basic that the right assets are instituted keeping in mind the end goal to work

effectively. It's imperative to locate the best techniques for dispersion, payment, and

administration of assets. It's likewise imperative to track the assets to decide if their need is

significant and practical. By counseling with people, it gives them proprietorship, enables them

to contribute, and makes them mindful of the objectives and targets.

Question 2

a) Human resources.

b) Educational

c) Training resources.

d) Financial resources.

e) Physical resources

f) Equipment resources

g) Surrounding/ .

h) Emotional resources
 i) Information technology resources

j) Production resources

k) Marketing resources

Question 3

If the resources are not available, production will definitely stop. This will be a very big

blow to the company or business as they will miss profits at that time of unavailability. Without

the right assets workers will be probably not going to have the capacity to satisfy their

commitments and obligations to the required and expected results. Additionally, spending

limitations and requirements might be bargained or even worse compromised.

Activity 2

Question 1

Operational plans are very critical pieces of documents in an organization same to work

plans. Actually, these two should be correlated in order to work towards a common goal for the

company at large.

Operational Plans are vital as they are utilized to give a natty gritty and clear course of how an

association will approach in its way to accomplishing its objectives and requirements. It will

likewise guarantee that all the correct assets are well set up and ready to perform their function at

any time they are required to do so.

Question 2

A work plan is a form of a design which is a nitty gritty bookkeeping of how an

individual or gathering proposes or the way it will in approaching achieving a particular

assignment or goal, moving toward a task or pitching another business idea. Now and again

alluded to as an "statement of work,". a good work plan by and large incorporates a presentation
in form of diagram of the particular undertaking or employment or even a job. Additionally, a

breakdown of how singular venture related assignments will be ultimately accomplished, a

course of events for culmination and cost projections for their execution.

Activity 3.

Question 1

The task of allocating work especially to a single employee should never be mistaken as an easy

one. It requires some must-have skills which unless well followed the person allocating the work

might not be successful at all. Work must be assigned thinking about the experience of that

particular individual going to do it, the workload, the abilities and necessary skills, the education

level, and also even the aptitudes and expertise level. one should always ask the question; Has

this particular representative done the specific task or undertaking previously or has only take

non-comparable ones or of different nature?

Question 2

Work must be allotted considering the accessibility of assets and the aptitudes of

representatives. Employees and the available representatives ought to be completely

informed and given the chance to make inquiries and make proposals concerning how the

work will be completed.

Activity 4
Question 1

Your organization's code of conduct and morals includes the set rules standards every

representative of the organization or even an employee is relied upon to take after while in and

sometimes outside the organization. These standards are planned to direct your basic leadership

in decision making and conduct while in the working environment. Due to this we cannot run

away from the fact that, a code of morals or conduct will definitely affect your work hones. This
is because you will always take after these important standards when at work and mostly when in

the working environment. It is equally important to note that the amount of effect these codes of

conduct has on your business relies upon how your business or the entire organization at large

utilizes it. If it is often followed it means that the employees are ever doing their responsibilities

as expected of them and that their bad conduct will not affect the production process. This

automatically translates that the outputs will be definitely higher than when the code of conduct

is not well followed.

Question 2

a) Punctuality of the employees

b) The quality of work produced by them

c) Observing the personal habits of the employees

d) Reviewing their personal presentation

e) Carrying out a survey from the clients of the business

f) Carrying out a some random checks in the employees

g) Confirming the reported cases of misconduct

h) Checking the attitudes of the employees towards their work

i) Close inspection while working

j) Giving them some freedom and evaluating how they will use it.

Activity 5

Question 1

A performance indicator is a specific measure taken by an organization or a business

utilizes to decide and indicate how better the specific business or organization can meets the
overall key operational goals and objective. This automatically translates to the fact that different

business and organizations employ different performance indicators. Actually, it depends with

the organization’s goals and needs. In the meantime, these indicators more often than not take

after broad principles.

A good organization or business must know how to figure out which advertising

measurements qualify as their key execution markers or indicators. Actually, the important

indicators or pointers don't really need to be money related yet are imperative in guiding

advertising vehicles for that organization or business. Failure to have these pointers and the

direction they give to organizations, it's almost very incomprehensible for them to accomplish to

their maximum capacity.

When coming up with these indicators, it becomes increasingly very important to consult

with those people who are going to be directly connected to them. This is imperative as it in the

first place going to reveal how the employees have performed all through. This means that if it’s

a specific amount of output that these employees are expected to produce they will always be

motivated to achieve it knowing back in their minds that it is the one that will tell their employer

that they have exploited all their efforts as required of them by the firm. This also translates to

the fact that they will not feel as if they are being mistreated or overworked since it is a common

agreement before setting up for work.

Additionally, when the necessary stakeholders consult before coming up with these

indicators, it helps the financial department of the organization to budget for the future well. This

is because they will allocate the resources considering the assumption that if the indicator is

achieved it will require a certain amount. This means that there will be neither over-budgeting

nor under-budgeting and this will translate to proper usage of the resources of the company. All
this will be to the advantage of the business or the organization because of the simple activity of

consulting while setting the key performance indicators.

Question 2

A good performance management system should always be aimed at aligning the

organizational objectives to the various skills the employees have. Additionally, the areas of

competence of the employees together with the performance goals should be a core aim for a

good performance management system. This means that the good performance management

system will be geared towards making a workforce that has a comprehension of what is to be

accomplished at the general authoritative level. The performance system characterizes a self-

improvement design and sets clear execution targets to be accomplished consistently, which are

connected to the association's key strategic plan. Additionally, it incorporates input and

evaluation, and may incorporate training and coaching all geared towards achieving the overall

objective of harmonization of employees’ skills and the goals of the business

Activity 8

Question 1

i. Performance planning

ii. Performance communication which is continuous

iii. Information gathering

iv. Observations and documentation

v. Performance appraisal meetings

vi. Performance diagnosis and coaching

vii. Performance appraisal and reviewing

 viii. Feedback on the performance coupled with personal counselling and performance

facilitation

ix. Rewarding good performance

x. Performance improvement plans

xi. Potential appraisal

xii. Motivation and culture

Question 2

Performance ought to be monitored and evaluated on a continuous basis so as to assess

the progress of the employees while providing on going coaching and feedback to make sure

that all the staff are attaining their career targets and objectives

Question 3

A review ought to be a successful apparatus for enhancing representative profitability and

fulfillment, and influence it into a powerful correspondence to instrument which helps criticism

from workers to administration and in addition from administration to workers.

Administrators ought not enter an execution survey with just superficial information of a

specialist's commitments they should keep records identifying with worker qualities and

shortcomings, victories and disappointments. So too should representatives thusly both will go to

the execution examination knowing they can talk about execution from a premise of certainty.

Administrators who can examine a representative's execution with a reasonable comprehension

of what the worker has really done in that period, will have substantially more believability than
the chief who sees the representative as only one of numerous and has little enthusiasm for their

own accomplishments.

The worker who keeps records will enter the meeting feeling certain and arranged. They

will have the capacity to talk about issues and to convey accomplishments to the notice of the

individual leading the meeting. They will likewise be arranged so they can give astute and solid

input to administration.

Question 4

It's insufficient, nor is at one time at regular intervals with regards to making a move on

examinations. We have a casual balanced (which gets reviewed in a form) each month. A casual

mid-year audit and after that a formal evaluation every year. The reason for the balanced is to

check advance against evaluation targets and so on and to offer help with advance. On the off

chance that you survey yearly or at regular intervals just - then hope to find that your evaluation

procedure is demotivating and never followed up on. Individuals need to see that you as an

association are focused on their improvement, as opposed to simply expecting their dedication.

Thus, based on the circumstance and the positions held, bi annually is the best frequency

to carry out performance appraisal. Specific jobs may require only the annual review. A bi

annual review would definitely invite confidence in the organization and express the intentions

of employee growth. On the same note, the bi annual appraisal can help in doing away with

consistently underperforming employees. Backed up with proper documentation and

confirmation of performance that is unsatisfactory, it would help them on their way if that is the

only option.
 Activity 9

Question 1

For an employee to really be effective in his work, he needs to gain knowledge about the

brain science of adulating different people for their great work. There is have to apply the

standards of worker acknowledgment and give others the spirit to move it in their working

connections

Gratefulness is a major human need. Representatives react to thankfulness communicated

through acknowledgment of their great work since it affirms their work is esteemed by others.

Whenever representatives and their work are esteemed, their fulfillment and profitability rises,

and they are propelled to keep up or enhance their great work.

Acclaim and acknowledgment are basic to an extraordinary work environment. Individuals

need to be regarded and esteemed by others for their commitment. Everybody wants to be

perceived as an individual or individual from a gathering and to feel a feeling of accomplishment

for function admirably done or notwithstanding for a valiant exertion. Everybody needs a

'gesture of congratulations' to influence them to rest easy.

Worker acknowledgment is the guideline of social confirmation in real life, a term

spearheaded by social brain science educator Robert (Cialdini, 2007). He characterized the rule

along these lines: "We see a conduct as right in an offered circumstance to the extent that we see
others performing it." Employee acknowledgment epitomizes the guideline by appearing to

others substantially that a man's endeavors have been exceptional.

Question 2

Feedback is the helpful information or any form of criticism about an action or individual’s

behavior. The information is passed to the individual or a group so that he can use it to improve

or adjust the present and actions to come and behavior. Feedback takes place when an

environment responds to behavior or an action. For instance, staff performance feedback is the

employee’s reaction to feedback from their immediate supervisor.

An informal consistent and constructive feedback is very essential both to individual

employee, company or a team. The feedback could be from the stakeholders or the immediate

supervisor. Therefore, effective feedback be it positive or negative is very helpful. It is valuable

information which that can be harnessed and applied in making important decisions. And it

should also be noted that effective feedback is both advantageous to the giver and the receiver in

particular and the whole organization at large.

To begin with, feedback can motivate the employee and trigger him or her improve in their

performance. Employees in any organization like to feel valued and they always appreciate when

asked to give feedback which will help in making key decisions in the company. In this sense

they feel that they are part and parcel of the company and therefore develop a sense of belonging.

Also, feedback from the vendors, creditors, suppliers, clients and other stakeholders aids in

building and developing better working relations.

 Feedback can improve performance and it is a tool for continued learning. It is very good to

invest time in inquiring and getting to learn about how others or the workers experience working

in your company. Continued feedback is very important in the organization so that you remain

focused to the goals, develop strategies, and product and service improvements not forgetting

improving and maintaining good work relations in the organization.

Question 3

Formal feedback usually takes place after a specified timeframe for instance annually or

semiannually. A good example is performance appraisal process. The purpose of the formal

feedback is to let employees know the rate of their current performance, to point out individuals

that need training or other form of merit raising and also to identify candidates for promotion.

On the other hand, informal feedback is usually a routine or day to day appraisal. It usually

occurs when managers meet their subordinate on a daily basis and the usually use the following

methods; communication, observation, checking work and giving immediate feedback.

Activity 10

Question 1

Documenting performance issues is critical and a must. The employee issues to do with

performance should be recorded or documented in a detailed way and then filed in the employees

personal file. It is the work of the supervisors to document the staff’s performance issue. The

document would be of great importance while making a decision on how to deal with poor

performance in the organization.

 All the employment actions be it promotion, training, disciplinary or counselling should

be properly documented in detail so that they can justify future employment decisions.

Organizations which have got no specified forms of documenting performance issues should still

require the immediate managers to come up with a well written summary of the issues that they

deal with.

The summary of the issue should precisely have the description of the performance issue,

dates of the occurrence and the day that the staff and the supervisor discussed about the issue.

The steps that the supervisor took so that he could help in resolving the issue or correct the

performance issue

Question 2

The area of concern is customer service or customer management and understanding of

customer needs. You would need, however, to find out the root causes not just the symptoms of

the problem.

You could use an informal approach or you could set up a formal counselling session with

her. In either case you need to address the performance issues; to explain the problem and the

corresponding effects of the problem and to initiate a collaborative problem-solving process.

Ask what we can do to remedy the problem. Make performance plans and follow through

with her. You could offer training in customer service; however, you must also remember that

her attitude and/or perceived attitude might stem from any number of causes and once these are

rectified the problem might be solved. Also, it would be good to try and find out from her if there

is any issue from home that could be affecting her.

 While dealing with the situation, I would need to reassure all the parties from whom I collect

information that their names will not be used and the information will not be traced back to them.

This is necessary so that workplace tension and animosity do not escalate. Therefore maintaining

the highest level of confidentiality.

Where possible, I would collect information without disclosing the fact that I am

investigating a particular person. Counselling should be held in private so that the employee

being counselled knows that their privacy is respected.

According to me I think that the difficulties or the issue at hand could be resolved through

counselling, training/ retraining, coaching or mentoring, performance plans, time off for stress,

change to another area or department and change of roles

Activity 11

Question 1

Coaching an employee is the process of giving guidance to an employee in a given skill or

development. In this case it may not entail that personal touch and interaction that the mentoring

process may present. On the other hand, mentoring an employee is the process of offering

guidance to a staff through a number of ways or processes. This kind of process entails a

continuous or an ongoing support offering. It could be the close or personal relationship offering

encouragement and personal support at the same time.

The two processes apply the use of the same skills and approach but coaching is a short term

task while mentorship is a longer term relationship. In that regard a mentor has a deep personal

interest and he is personally involved it could be a friend who has your interest at heart and cares
for your long-term development. While a coach develops certain skills for the task, challenges

and any performance expectations at your place of work

Question 2

At work coaching is exceptionally basic in the association and it is normally completed by

the administrators. Administrators mentor with a specific end goal to fabricate representatives'

learning and abilities. Instructing is only a technique that administrators use to supplement any

formal preparing and at work discovering that the staff get, and an approach to give medicinal

direction when execution insufficiencies require it.

Instructing can likewise be a piece of a long-haul push to advance representative

improvement. One of the criteria that pioneers are assessed on is the means by which well they

create others. A few CEOs who are exceptionally viable at accomplishing objectives, for

example, extending the business and boosting stock esteems complete a poor occupation of

setting up their substitutions. When they leave, their previous firm can flop in light of the fact

that nobody was set up to assume control. Specialists are likewise contracted on occasion to

mentor officials. That sort of instructing centers more around relational aptitudes and initiative

styles than on specialized capability.

Activity 12

Question 1

Organizational performance is very important and it usually rates where the company is in

terms of meeting the set targets and goals. In most cases it shows if the company is on the right
track and if not, what is required in terms of resources such as time and capital so that it can

accomplish its targets. Therefore, it is very essential to document and record the companies or

employee’s performance for a number of reasons.

To begin with, it aids in identifying how the business is performing. It simply shows the level

of performance of the organization. It also determines productivity levels and Identifying

improvement and training needs. To provide evidence for future evaluations of the organization,

this simply implies that the documented performance can be used for future reference. Lastly, it

helps in determining whether actual performance matches forecasted performance and income

and promotion negotiations. In this case it will be easier to locate deviation and develop

strategies to curb negative deviation in performance.

Activity 13

Question 1

Define the performance issue. In this stage you have to determine what the problem is and

ascertain whether it is behavioral or performance based. Set the issue in motion. Indicate if the

representative is deficient in a specific aptitude, or on the off chance that it is a behavioral issue

that should be tended to. Be particular about any episodes or issues that have happened as a

result of the expertise inadequacy or behavioral issue. On that note you need to build up desires.

Unmistakably characterize regions for execution change, conduct that should be progressed.

Rundown the progressions or abilities that are required from the representative. Have the final

product unmistakably settled in composing. At that point recognize how the models will be

estimated and build up courses of events. Recognize needs, for example, instructing, preparing,
and bolster. The Performance Improvement Plan must incorporate due dates and a calendar of

needs. Distinguish the eras in which moves are to be made and changes are to be made. Convey

how these due dates will be authorized, and what the outcomes will be on the off chance that

they are missed.

Build up an activity arrange for that incorporates objectives and goals. Appoint particular

assignments to both the chief and the representative to make the upgrades laid out in the desires.

Approach the worker for contribution in the matter of whether the activity things are sensible and

reasonable. Ensure the representative has the instruments he or she needs to enhance execution,

including support from other staff or bosses. Choose a strategy for assessment. Incorporate gets

ready for how the worker's change will be assessed, and how every now and again assessments

will happen. Calendar occasional gatherings or meetings to survey the difficulties and

accomplishments in the worker's work.

Audit the Performance Improvement Plan with the representative. Ensure the representative

sees every one of the components of the Performance Improvement Plan, and is set up to

acknowledge the outcomes that are laid out if acceptable worker execution isn't accomplished.

Have the representative and his or her director sign the arrangement to recognize its audit and

receipt. Measure the execution against the normal outcomes.

Question 2

Having an in-house HR work is imperative. An in-house HR staff or a HR master on staff

can expand the comprehension of how vital human capital is to the organization's main concern.

An inhouse HR helps in the accompanying:

Spending Control - HR checks intemperate spending through creating strategies for trimming

workforce administration costs, that incorporates arranging better rates for advantages, for

example, medicinal services scope. HR likewise guarantees aggressive and sensible wage-

setting in view of concentrate the work advertise, business patterns and compensation

investigation in view of occupation capacities.

Compromise - Workplace strife is inescapable, given the assorted variety of identities, work

styles, foundations and levels of understanding among representatives. A HR chief is

prepared to deal with worker relations matters.

Preparing and Development - Human assets directs needs evaluations for the association's

present workforce to decide the sort of abilities preparing and worker advancement essential

for enhancing aptitudes and capabilities. This methodology is shabby and can help in

lessening turnover and enhance representative maintenance.

Worker Satisfaction - Human assets pros for the most parts are accused of the obligation of

deciding the level of representative fulfillment - regularly an equivocal estimation, best case

scenario. With precisely outlined representative studies, center gatherings and a post-

employment survey methodology, HR figures out what underlies worker disappointment and

addresses those issues to persuade representatives.

Cost Savings - The cost to procure new or substitution laborers, including preparing and

increase time, can be extreme for bosses, particularly private ventures. With an all around

developed enlistment and determination process, the HR capacity can limit costs in regards to
 promoting work postings, preparing new representatives and selecting new workers in

benefits designs.

Execution Improvement - Human assets creates execution administration frameworks.

Without a HR staff individual to build an arrangement that measures execution,

representatives can twist in employments that aren't reasonable for their abilities and skill.

Moreover, representatives whose execution falls beneath the business' desires can proceed on

the finance, in this manner making squandered cash on low-performing workers.

Corporate Image - Businesses need to be known as the "business of decision." Employers of

decision are the organizations that get acknowledgment for the way they treat

representatives; they are the organizations for whom individuals need to work. Turning into a

business of decision implies HR adjusts enrolling the most qualified candidates, choosing the

most appropriate hopefuls and holding the most capable representatives.

Question 3

I believe that it is always necessary to follow up on performance appraisals so that you

ensure that the training and development goals agreed upon during the appraisal are set in

motion. It also ensures that the due process of performance appraisal is adhered to. Steps to

be taken should include:

i. Scheduling of the training sessions agreed upon.

ii. Planning for the follow up sessions with the staff member to review work

iii. Briefing other staff members who may be coaching staff on the subject matter

iv. Setting up of the regular meetings with the staff member to monitor training and get feedback.
 Activity 14

Question 1

There are four important steps when considering rewards:

i. Make a commitment- Every business needs to be clear about its reward and recognition

system. People need to be recognized for the performance that they achieve

ii. Choose rewards- Once you have committed to the concept and principle of recognizing

and rewarding performance, the first step is to plan how this will happen.

iii. Negotiate agreements

iv. Maintain momentum

Question 2

Coaching shows the employee that you are willing to invest some time into their

development. It provides guidance and support to enable the employee to do their work as

expected. This can be used to support performance improvement as it directs the employee in the

right direction and provides the right information for the employee to succeed. It can also push

the employee to excel in their respective fields.

A "coacher" works with an authoritative concentration and is regularly doled out to you.

Mentors have a personal stake in observing you enhance particular aptitudes and relational

connections that relate to your activity and how it impacts your organization's primary concern.

A mentor's discussions with you have a tendency to be more order in light of the fact that the

undertaking of a mentor is to enable you to accomplish express working environment

destinations and objectives.

 Then again, a "coach" is somebody whom you select to enable you to develop in different

parts of your life, with a plan set by you. The motivation behind a guide is to enable you where

you to need the assistance. In this part, a tutor demonstrations more as a concerned examiner,

encouraging your revelation of how you can enhance the different issues you need to address.

Despite the fact that the terms are frequently utilized conversely (which in some cases causes

a few errors), you can see there is a contrast amongst mentors and coaches. One is chosen by you

to enable you to center around your individual development, the other is somebody at work who

is accused of helping you meet authoritative objectives.

Tutoring programs enable experts to develop, create and learn new abilities under the bearing

and exhortation of a prepared master. Associations actualize tutoring projects to adjust the

objectives of the organization to the expert advancement of its representatives. Training and

tutoring gives advantages to the "mentee," the coach and the association.

Representative Growth and Development - Coaching and tutoring programs furnish the

mentee with certifiable learning that crosses over any barrier between instructive hypothesis and

genuine business hones. Guides likewise develop in a coaching position by sharpening

administration aptitudes and staying in contact with different experts. In a perfect instructing

relationship, the two gatherings gain from each other.

Activity 15

Question 1
 It's in the company's best interest to improve their current employee’s performance rather

than to hire new ones. There are far more costs which are associated with hiring than investing

on the current staff and possible complications to replace employees. Counseling enables the

company to put together a very structured plan for the employee. It also shows that the business

is giving the employee every chance that they can to improve.

Concisely, the staff who are noted to consistently report unsatisfactory performance

based on behavior are put under the counselling program. This helps the employer notice what

the employee lacks.

Question 2

Workers who are performing unacceptably will be guided so they comprehend the norms

expected of them. They will be offered help and direction in accomplishing the normal gauges.

Private records of any advising embraced will be made. The representative will be appeared and

given a duplicate of the composed records and will have a chance to remark on its substance.

This should be possible either in composing or orally. The record may be set on the

representative's close to home document when the worker has been given the chance of reacting

to the record and including any documentations with respect to the substance of the record.

Question 2

Scenario 1

I would have a meeting with the employee regarding the issues at hand. Asking them for

their feedback on what options they think would work to rectify the issues in the short term

knowing that the long-term issue was solved once their child was in school in 4 months
Maybe looking at the possibility of shorter shifts in the interim or seeing if there was a

possibility of family stepping in to help with the child.

Scenario 2

The director needs to:

find out whether the worker's conduct is unsatisfactory; distinguish if different components are

adding to the representative's unsuitable execution; and affirm that the representative has an

unmistakable comprehension of their activity and what they need to do.

The manager would then be able to survey whether the unacceptable execution is powerlessness

or teach and decide the approach they will embrace to manage the issue. For instance, the

supervisor may choose, in the wake of conversing with the representative, that no further activity

is required. On the other hand, casual input or guiding or the advancement of an execution

administration design might be proper

The test for the director is to distinguish and address the unsuitable execution as right on time as

could be expected under the circumstances and build up a proper execution administration

process.

Summative assessment 1

Question 1

1) Availability of performance management records

2) Employer’s duty to poor performance

3) Qualification of the employees

4) Adequate warning before any event of dismissal

5) Conflict between job demands and ethical standards

6) Employee privacy in monitoring and other ethical concerns

Question 2

There are several sources of the information about relevant awards and certified

agreements for my industry. Most of the information will have to come from their website since

it can give information dating many years ago since the company started performing well. Other

sources include one-on-one interviews with managers, review of legal documents from the

company records and probably the company library. Publications and magazines made by the

company years ago when it was still picking could be used in this case.

Question 3

Performance management systems are the systems set by the company to invoke the

various stakeholders of the organization to play a role in promoting organizational effectiveness

and efficiency. The rose of performance management is to ensure that the business goals and

objectives are achieved. It is the process of creation of a work environment in which employees

perform to the finest of their capacities. In our organization, the performance measurement skills

utilized include the quarterly employee output review and the award program. These two

performance measurement skills have proven to be effective as it has always been easy to

pinpoint employees with outstanding performance and also get to know all those lagging behind

in proper job delivery.

The first and most important use of the performance management systems is to provide a

regular communication of the performance expectations. Besides, performance management

systems ensure that there is continuous development of the employees. The role of the

performance management systems that is considered the most basic is the regulation of the

quality of work of employees. That is, it ensures employees deliver in a satisfactory manner that

help in the achievement of the goals of the company.

Question 4

Unfair dismissal is the act of terminating the job of an employee without following the

standard dismissal criteria used by organizations. The dismissal criterion is not only legally

recognized but also leads to the satisfaction of both the employee and the employers. Failure to

follow this criterion leads to the use of unjust, harsh and unreasonable ways of termination of a

job.

The rules followed during employee dismissal process are as follows. To start with,

managers have to agree on the fact that the employee is more of a liability than resource to the

company. In case there is any disagreement among the managers regarding the same, re-scrutiny

of the activities of the employees has to be done before proceeding with the decision. There

should be an adequate investigation of the alleged poor performance of the employee. It is

common to find employees perpetrating the dismissal of their colleagues for the sake of their

selfish reasons. At such a time, they can do incredible things to make their managers see the

faults in the victim. It is for this reason that enough scrutiny has to be done.

The employee whose conduct in question should be informed about the allegation and the

use of the dismissal as a disciplinary process. The employee at this time can be told why the

management would choose to sack them instead of getting them laid, or other lesser

consequences. It should down on the employee at this point that anyone who is in a similar

position as they are has to be sacked. The opinion of the employee towards the whole process

should also be heard and probably recorded for future use. Unfortunately for most of the

dismissal cases, employees never have time to engage in such surveys.

There should be enough warning of the employee before making the final decision of

dismissing him. The warning should be made in three stages, where the oral warning starts,
followed by the formal warning and if there is no change, then an official warning that is

handwritten should be made. The dismissal is made if all these warnings bear no fruit, and the

dismissal letter should also be officially written. It advisable for the management to avoid oral

conversations with the employee at this time since his emotions at that time may cause nasty

situations that the employee can use against the management in a court of law.

Question 5

The chances for employees available in an organization to improve their knowledge,

competency and skills are known as staff development opportunities. They are usually meant to

increase the worth of employees by giving them a chance to produce more quality work as time

goes by. That is, it is through these opportunities that it becomes easier for the staff to become

more productive as they are better equipped with the necessary tools. Besides, the staff

development opportunities help employees increase their compatibility with higher positions that

enable them to improve their worth. The first and most common form of staff development

opportunities is staff education programs. The staff education programs that are common include

the skill-based training, health, and safety training and also technology training. Secondly, job

assignments have taken a front role as a staff development opportunity. Besides, increased

opportunities for the employees and other professional developments have served as perfect

cases of staff development opportunities.

These opportunities are a show of appreciation to the excellent work of the employees.

Also, they are essential to the organization as they ensure progressive growth. The increased

investment of the inputs (in this case the human resources) is a surety that there will be a positive

change in the outputs. Also with staff development opportunities, the organization can avoid

over-hiring and utilize the labor present to perform diverse tasks.