Performance Management Project Assessment One

Before the assessment it is advisable to hold an informal briefing meeting to discuss the format of the assessment and to write up a plan. At the meeting the manager can provide the employee with the necessary paperwork for the assessment and provide them with the opportunity to collect information required to support their assessment.

The first coaching model to be critically appraised will be the GROW model. GROW is an acronym for Goals, Reality, Options and Will/Way forward. The GROW model was created by John Whitmore and popularised from his book in 1992, the model proceeds through the four phases, each edging the client closer to their desired goals realistically. Each phase consists with around three or four open questions initiating thought by the client as to what he or she wants and how they will get there. A major advantage of the GROW model is that the questions are fairly simplistic, although they would have to be conducted in a way which followed Whitmore’s techniques they are straight to the point.

Please note that this Assessment document has 8 pages and is made up of 3 Parts.

Introduce the task. In groups the trainees work together to role-play being the two interviewers and interviewee using the skills they have learnt.

There is a file called the Meeting Notes 1: this consists of the agenda we had for our first meeting, each meeting should have one and an overall summary of what we have done and notes (which Mina will add to the document, thank you so much for taking them), as well as the “obligations” of all group members for the upcoming meeting and the upcoming agenda along with the things we will do.

As a Sports Practitioner I am responsible for delivering coaching sessions to teach specific skills to a group of 15-17 year olds ensuring that the young people are able to coach their own sporting activities/sessions in different Community Partners e.g. Primary Schools, Leisure Centres for the disabled etc… During the course of the Summer I worked with 8 different groups and each week we worked with a different Community Partner, I was in charge of leading this process and it was my responsibility to make sure I prepared and planned a suitable session for each organisation beforehand by researching as much information as I could for that particular age, ability and needs. I had to make sure I followed simple rules and stick by them 1) Be professional at all times; 2) Interact with people; 3) Encourage and motivate the young people; 4) Praise the young people when doing well; 5) Provide constructive criticism; and 6) Be a good role model for the young people.

I will be implementing role modeling to Objectives 2, 3, 4, 5, 6, 7, and 8. In all of these objectives, learners will be able to model the facilitator’s interpersonal skills and learn to communicate with peers about the topic.

Prior to their role-plays, individuals are given 15 minutes, and teams are given 28 minutes, to prepare for their 10 and 15 minute presentations, respectively. In addition to performance indicators, students must be quick on their feet when judges ask questions that force students to make a forceful decision, which they must support with confidence. To determine who makes it to State, the sum of a student’s test and role-play scores are averaged and compared with those in their competitive group, often ranging from 10 to 20 others, of which only two or three will

I used the internet to research and read up on performance management generally. A good source of information was ‘The Chartered Institute of Personnel and Development’ and ‘Forbes’.

What is coaching – “The coach works with the clients to achieve a speedy, increased and sustainable effectiveness in their lives and careers through focused learning. The coach’s sole aim is to work with the client to achieve all of the client’s potential-as defined by the client” The Coaching Manual Starr, J 2008.

A performance management system should consist of planning, monitoring, reviewing and evaluating (Hrcouncil.ca, 2015). During the planning phase management should identify, clarify and agree upon expectations of the employee. Also, in this phase management needs to determine how results will be measured, agree on the monitoring process and document the plan for performance management. Furthermore, this step is imperative for management to identify and ensure the performance objectives are explicitly stated to the employee. In the development of this phase management would

• Ensuring they deal professionally with any identified relationship difficulties or conflicts of interest. Considering carefully the impact on themselves, the coachee, the organisation where appropriate seeking guidance

Performance ratings are a significant part of Performance Management in companies that utilize rating scales. Ratings often translate to merit increases, qualify employees for additional training and development, serve as a launch pad for promotion, identify high performers and other rewards or punishment a company wants to tie to performance ratings. Some performance reviews and ratings are skewed by the rater or supervisor. This paper intends to review types of bias and propose a method to eliminate bias in performance reviews.

The topic demonstrates dialectically whether performance management is omnipotent or not and provides the next step of performance management—performance improvement. Chapter 8 introduced the 6-step process and three kinds of general purposes of performance management. Performance management is central to gaining competitive advantage (Noe, Hollenbeck, Gerhart and Wright, 2012, p.341). In this report, the topic states that performance management is a process, not a consequence. And it also says that the fundamental purpose of performance management is performance improvement.

Performances management structure are designed with the target of advance both, individual and organizational performance by recognize performance requirements, ensure regular feedback and help employees in their career development. The main goal of performance management is to ensure that the organization and employees work together to get best results. For example organization should help to employees in identifying the knowledge and ability required for performing the job efficiently as this would drive their focus towards performing the right task in the right way. Organization should help encourage employees personal growth and development in they career and help to get the desired skills and knowledge. The purpose of performance management is make employee feel motivate at work and make them understand about they investment in the organisation. Successfully reach the set target as well as it also focus on helping the employees to understand what is being require from them and how they could deliver it to the organisation.