The the possessor as well as their behavioral

The development
and performance plan require a collaborative effort between people and the
managers. The process concentrates on role profiles, setting the objectives,
how to assess performance, reward system as well as the development plan. Regarding
the role profile, the section describes the function of HR in relation to major
result areas. It states the role of the possessor as well as their behavioral
competence.  This is important in
maintaining the core value of the organization. Objective setting, on the other
hand, describes the organization objectives and goals to be achieved within a
specified timeframe. The objective must be specific that has clarity it also
needs to be measurable regarding time, money, quantity and quality. Furthermore,
it must be achieved even though it might be challenging, it must be within the
reach of commented and experienced employee.

 

Assessment of Performance

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Measuring
performance is a vital model in performance management this is a key finding
that generates and provide feedback. Feedback is crucial in performance
management as they provide managers with the capacity to identify areas where
things are in line with the expected outcomes as well as areas where things are
not going well. Therefore, feedback informs the necessary action, and step
needs to be taken to remedy the situation. Criteria to assess performance
should always be linked to the strategic goal (Ferreira, & Otley, 2009).

Performance
measurement focuses on the input, behaviors as well as the outcomes.
Furthermore, it is aligned with the purpose of measurement that implies that it
should be very specific and comprehensive to cover all the main aspect of
performance. Some of the key measures of performance include, objective
attainment, contribution to the team, working relationships, output among
others.

Performance Planning

 

Performance
planning is also a key element in the performance management cycle. This
entails objectives and goals settings, this is followed by deriving goals of
individuals and team in the organization. There are numerous benefits of
performance planning when performance expectations are set and communicated
clearly to the employee. A motivated employee will have to work toward the
attainment of the goal (De Waal, 2013). With the clear target, there is much
higher motivation for an employee to perform to his or her full potential to
derive job satisfaction. Performance planning also gives the employee a sense
of purpose as their individual or group effort contributes toward achievement
of the common objective. Besides, during the performance appraisal, the
performance of individual employees is measured against the set targets.

Individual Development

 

The plan of
personal development provides employees with learning action plan with
organizational support. Individual development may include official training;
however, it includes a wider set of development and learning actions which may
include; mentoring, training, job enrichment and improvement as well as project
work. Individual development focuses on developing the employee skill in the
existing job (Goetsch, & Davis, 2014). As well as improving the employee
capacity to perfect his or her skills thus enabling such an employee to accept
a broader role with bigger responsibilities. Therefore, personal development
plan contributes significantly to the achievement of career goal by addressing
gaps and weakness in skills. Human resource managers play a significant role in
performance management such include ensuring that employees are dedicated and
motivated to the realization of the organization goal with competent honesty
and reliability. 

Recommendations

 

For Deloitte to
build a future model, it is vital to recognize the purpose of performance
management in the business. Performance management within the organization
should enable the company to recognize internal performance. The redesigned
performance management should be a key driver of annual activities that allows
integrated promotion and compensation. The performance management should also
fuel the performance. To fuel performance within the organization, conversation
is key, so it is important for the organization to create “check-ins”
to enable future focused conversation. This implies that team leaders and team
members should meet frequently one-on-one to explore expectation and real-time
feedback. In this way collectively, they will be able to align priorities for
the task ahead, and this should be done through the lens of strengths. During
the meeting, the team leaders and members should discuss on how everyone will
deliver on the priorities, given their unique strengths and skills. To see the
performance, the organization must move away from ratings, however, the
organization should not stop capturing performance data. To see the performance
of an individual employee or team, several components need to be designed. One component
is performance snapshot. In the real sense, performance management must have a
way to measure performance. Therefore, since team leaders are the people with
first-hand information about individual performance.

A performance
snapshot is a tool that team leader will use to capture the assessment of
individual employee performance at a given time. Snapshot component is timely,
in that it should be completed quarterly, end of a project or an end of a
phase. This will allow team leader to capture performance judgment of each
employee so at the end of the year, a record of an individual is available.
Snapshot will be based on research instead of asking leaders to rate, other
questions should be crafted to ask team leaders to rate their projected future
actions. This implies that leaders will make decisions based on what is already
know about the team player performance rather than what they think of a team
member.

For the business
leader to have performance holistic view of the organization. The aggregated
data should be reviewed quarterly. This implies that the HR should sit down
with business leaders to review the results. The performance management should
also include career coach, talent review as well as management of
low-performers.