Unit 5003 Performance Management

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Performance Management Unit 5003 By Robert Brown Objectives are important in a business because they give the company, departments and individuals goals to achieve to get to where they want to be or at least take the next step in where they want to be. Organisational objectives are set by identifying the current processes and procedures and then identifying the future or intended practices and procedures. Setting goals of where you want to be. The adoption of techniques, tools and training to get you there. Measuring and monitoring the improvements towards the goals. Then reviewing progress, renewing goals and continuously moving on. Team objectives are the specific goals that the team will accomplish in a fixed amount of time.…show more content…
This procedure is designed to help encourage all employees to achieve and maintain standards and conduct, attendance and job performance. The company rules and this procedure apply to all employees. The aim is to ensure consistent and fair treatment For all. Unfortunately, instances arise where performance or behavior fall short of the acceptable standard and some form of disciplinary action is necessary. This procedure provides a format, which all employees should know, to allow for any disciplinary decision and actions to be carried out speedily, fairly and openly. This procedure outlines the rights of the employee throughout the procedure. It outlines the investigation process and the appeal process. Disciplinary action will normally take one of the following forms: : Formal warning and/or reprimand : Suspension with or without pay : Demotion or dismissal. It outlines what is classed as gross misconduct and would usually result in dismissal. It also goes through each of the steps in the process. Grievance Policy and…show more content…
In the grievance procedure the manager is the person who deals with the problem first trying to investigate what has happened and try to find a solution while the grievance is in its informal stage. When it is in its formal stage the grievance may go to a more senior manager. The manager assess the grievance arranges meetings and responds in writing the results of the grievance. There have been various changes in the legislation concerning disciplinary and grievance policies and procedures in recent years. From 6th April 2009 new guidance came into force. The key aspects of legislation that applies to an organisation’s disciplinary and grievance procedures are:- The Employment Act 2008 The Employment Tribunals Regulations 2008 Equality Act 2010 A lot of other pieces of legislation cross refer to discipline and grievance issues. Some of these

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