Hrm 300 - Sustaining Employee Performance

Sustaining Employee Performance

Anita Fleming

HRM/300

January 16, 2017

Patricia Meunier Muenks

Introduction

When sustaining employee performance, you must look at both the financial and non-financial systems that promote both a tremendous performance, and will add a real blow to tactical implementation of the group's goals. Over an extended period, there are intrinsic motivators that have personal satisfaction when it comes to working on projects of interest, which usually provide the biggest impact on employee performance. A belief in one's particular abilities promotes workers to take more strategic risks to fulfill the organizational team goal.  Some job evaluation uses as a useful tool to building a relationship with employees because it allows the manager to spend their time with the employees observing their work and interacting with them. Of course, there could be some disadvantages when your manager is likely to be at work more to overlook the work making sure everything is going on schedule.  However, a good manager would be there to provide nurturing and direction if needed.  Next, we will look at two jobs to be evaluated using the employee performance plan. One is a Food Service Director, and the other will be Food Service Supervisor, because these two positions are somewhat similar in the description the evaluation would be slight in differences with sustaining their performance.

The Juvenile Justice food service department actual has four job titles Food Service Director, Supervisor, Sr. Cook and Employee Cook, the two job titles we will explore are the Food Service Director and Food Service Supervisor.  The Food Service Supervisor works directly under the supervision of the Food Service Director; the Director is responsible for the operation of the entire department.  The job ensure menus are followed, food supplies ordered, schedules written, and evaluating the performance of the staff as well as policies adhered to according to the agency's standards. The Food Service Supervisor is responsible for the supervision of the Sr. Employee Cook. Their job is to ensure the serving line is set up for service; sanitation is complete as prescribe by department standards and whatever supplies the Sr. Cooks need to prepare meals is issued as required, as well as provide the performance evaluation for the Sr. Employees and Employee Cook.  Both jobs have similar job performance the only difference is the Food Service Director oversee the entire operation as well as provide detailed reports on a monthly basis. The Supervisor has been trained to maintain a portion of the director’s duties in the absences of the director.  So their job description is somewhat the same except for some technical difference in their job performance.

        According to "Hrcouncil.com" (2016), performance management is a process by which managers and employees work together to plan, monitor and review an employee's work objectives and overall contribution to the organization. More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their targets and career goals.  Companies that use a performance base system will benefit from it's us because it provides employees with help addressing concerns and issues related to their performance so that they will have positive contributions to an organization.  

Performance management also provides management direction, and guidance in supporting employees with assigned task that allows managers to recognize employee’s strengths and weakness. An organization that does not have a strategic mission and goals that will assist in the success of the company through employee benefits will not succeed in business. A performance management system gives the employee and supervisor the opportunity to have input on setting their goals.

One way to evaluate a job is the information about the job, and how it factors in determining the value of the position, for instance, Food Service Director job evaluation summarizes two important factors as part of a performance appraisal is considered an important part of job knowledge. They are used to measure the education and experience required with undertaking the duties and responsibilities for the job. Knowledge of the job - enables the organization to know the person entrance qualification that is needed to do the job. The other would be Job Difficulty - this factor is used to measure the difficulty of the task regarding the complexity, independent action, initiative and creativity that would be necessary to make decisions and or judgment calls. These evaluations also apply to the position of the Food Service Supervisor, being able to hold the staff they supervise accountable you have to have some knowledge of the job as well as being trained in job difficulty.  It's helpful in the absence of the Food Service Director or the event you become eligible for a promotion. Although education does play a significant role in the technical knowledge of the job most organizations will accept professional development as a minimum skill.  However, education plays a role in the benefits package an organization has to offer, but it does not affect the worker’s performance.