Assignment Three: Performance Management & Employee Relations
Knowledge Statement
Knowledge used in producing the supporting documents:
CPPb workshop
Personnel Practice, Malcolm Martin & Tricia Jackson (4th Edition)
Experience drawn from my own work appraisals
ICS learning materials on performance management
My current line manager
Knowledge used in undertaking the skill activity:
Personnel Practice, Malcolm Martin & Tricia Jackson (4th Edition)
CIPD website
CIPD Performance Management Survey 2004
Reflection from my recent mid-year work review
ICS learning materials
CPPb workshop
New knowledge I have gained by carrying out the skill activity:
The range of management skills required to conduct an effective appraisal interview.
The components that make up a good appraisal scheme
The importance of competencies that can be measured against performance and relevant to the individual role and skills required to complete the job effectively
Setting good SMARTS objectives
The different types of objectives e.g.
Strategic/ business related
Departmental/team
personal development/individual objectives
Giving constructive feedback and using the sandwich technique with balanced positives and negatives.
Focussing on facts and behaviour and not on individual character
Using a good structure and working to an agreed agenda
The crucial link between objectives and business performance
Useful models particularly the performance review cycle
Linking an appraisal scheme to reward
The importance of follow up action and agreeing timescales and action plans.
A good summary so that points during an appraisal are captured and firm conclusions/action plans are agreed
The activity has underpinned the understanding I have on how powerful a tool the appraisal can be for both the appraiser and apprise. The process should be highly constructive and motivational.
How I can use the feedback I received to develop my knowledge and skills:
The feedback has identified areas that I need to strengthen. Whilst additional knowledge is always advantageous I am aware that I need to develop by way of further practice. I can achieve this by using my own work appraisal and adopt skills to use in a live situation with my manager. Reflection on my own performance using the skills I have learnt from the activity will enhance the knowledge I have on the subject.
In particular and will draw from the comments on my feedback relating to the sandwich technique when giving feedback. I did not use this strongly enough for offering constructive correction. This is something I can apply in practice even outside an appraisal situation.
How I rate my own performance:
I was very pleased with my overall performance and was grateful for the amount of planning I had made. In particular, I think my agenda helped the structure of the conversation and kept me on track. Whilst I had prepared my objectives and felt that I was constructive in setting them, following my feedback, I was aware that I could have gained agreement in a more mutually beneficial manner. I could have made suggestions and although I ultimately had set figures to be agreed, these could have been discussed more openly to get them onside.
As a first appraisal