Assignment 4 - bit of guidance “I have just been asked by senior management for a report on performance management systems, looking at how they are and how they could be used in our organisation. 1. This means that you need to present the assignment as a management report as if you are preparing it for the management team in your organisation. Think about this when considering the style and language you use. Particularly when it comes to recommendations! 2. Your management report should include a brief introduction setting out what you intend to do then sections on each of the following areas, appendices and a bibliography. b) Performance management systems • Identify and explain a range of performance management methods considering their objectives and limitations [I would suggest including an example of a performance management cycle in the text or as an appendix and tying in the various methods to this. I would expect to see things like performance planning, performance reviews – objectives, feedback etc., development planning etc. in here - you may find that you want to list certain aspects as appendices for example methods of assessment or examples of paperwork such as a role profile] • Explain the ways in which a performance management system can be successfully introduced and maintained, making suggestions as to how this can be achieved [For this section focus on the key role that management have to play and the need to ensure that Performance Management is part of organisational culture with a clear purpose and links to the business plan refer to your text book and case studies. CIPD resources on such as the How to link I gave you will also be useful] • Analyse the performance management systems used in your organisation, if these are currently in place, or analyse the feasibility of introducing a system [Do exactly what it says – objectively analyse how performance management works in your organisation and describe what works and doesn’t work. Be critical!! And don’t just focus on your own experience. Staff surveys may be useful here as will any data you can access on objective setting/ reviews/performance improvements. Make sure you come to some kind of conclusion about what you currently do.] Performance Management Systems in use by Rail Tech Training & Competency Programme Is the system we currently use for all our track staff, as are governed by Network Rail and the Institute of Railway and Signal Engineers (IRSE) Standards means anyone working in Signal & Maintenance has to hold or be working towards an IRSE Licence. In order to obtain a licence all new staff needs a vast amount of training and work experience. From the first day of employment, employees embark on a fixed training programme and their career path for the next three to four years is clearly mapped out, with the aim to get them to the level of Signal & Maintenance Team Leaders. Existing skilled staff are constantly attending re-certification courses, refresher courses. Workplace competency assessments are programmed in and conducted by dedicated pool of staff, all assessment are confirmed and signed off by an external verifier. When courses are passed, employees receive pay increments. This method is measurable by the course results. Advantages: We have our own training school so the cost of training, re-certification and competency assessments are greatly reduced. Employees receive pay increases for passing courses this make them eager to learn and also assist in our recruitment process. Disadvantages / Limitations: Highly skilled staff are often poached by rival companies. Some people join Rail Tech just for the training and then leave. There is no performance management system in place for office staff, this I believe is mainly the result of a re-organisation within the company • Make recommendations based on your conclusions [If you have concluded from your analysis that managers find the process too bureaucratic your recommendations might include reviewing the paperwork and retraining managers prior to the next pm cycle. Other recommendations could include encouraging more ongoing coaching and feedback, reviewing the cycle in line with the business planning cycle etc. Make sure that you indicate time and financial considerations in your recommendations and have considered how practical they are to implement. Please be radical and challenging here even if you think your organisation has quite a good approach to Performance Management there is nearly always something that can be improved!]