Improving Team Performance

Improving Team Performance
Background:
A brief outline of the situation and the issues that are causing underperformance and the effect it is having on the department.
Criteria
Describe the manager’s role in identifying performance issues in the team
Identify the limits of responsibility for dealing with individual and team performance
Explain the first line manager’s role in a disciplinary and grievance situation

Evaluation:
Discuss the evaluation process and how you investigated the poor performance.
A summary of the options available for addressing the problem and which you would select based on the outcomes you want to achieve.
Criteria
Explain the importance of maintaining confidentiality
Describe how to evaluate individual and team performance and behaviours
Identify the range of approaches and resources available to aid the investigation
Process:
A discussion of the performance review techniques you would use to bring the staff member’s performance up to the appropriate standard. This must include an action plan for the individual concerned and a Counselling Meeting.
Criteria
Identify the range of approaches available to improve performance
Describe the different methods available in providing help and support in order to improve performance of an individual
Explain the importance of maintaining confidentiality
Explain how to conduct a performance counselling session for an individual
Agree with a team member an action plan to address a performance issue
Identify why records of action plan achievements and actions taken are required
Explain how to ensure that the desired outcomes are achieved

Recommendations:
How you will measure and monitor ongoing performance. What options are available should the employee still not meet the requirements for the role
Criteria
Explain how to ensure that the desired outcomes are achieved and monitored
Explain the circumstances when disciplinary and grievance procedures may be invoked
Explain the disciplinary and grievance procedures
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