Rh Bill
The five (5) most appropriate issues to be included in an annual performance management plan and a compilation of a suitable set of performance objectives for your newly appointed manager complete with measures and timescale.
NAÑES, Maria Erika M.
2LM2
20110-26762
Maria Erika M. Nañes
HRM Case Study 01
Five Issues and Performance Objectives
"Objectives are statements of specific outcomes that are to be achieved"
A growing absence among the store’s staff.
Absence management must be a management responsibility.
Absence is a significant payroll cost. Yet, it is often poorly measured, analyzed and understood. Not tracking absenteeism effectively means that your organization is wasting money. By deploying absence self-services and providing the right reports to monitor and analyze unplanned absences, the IT department can help the new manager reduce costs and can encourage a more productive work environment. Many organizations already have the technology in place to better manage this issue, but have not yet deployed it. Cutting one-third of unplanned absences is quite feasible, and, even by conservative measures, this is equivalent to a direct saving of 1% of payroll costs. Excessive absences are often a symptom of deeper organizational issues, which could be significantly even more expensive. According to a major study, more than one in 10 absences is not genuine * Determine how much absence is costing the company. * Tighten up absence and attendance management processes through the use of standardized employee and manager self-service processes. * The newly-appointed manager must not ignore employee engagement in challenging times. * The newly-appointed manager must establish and monitor policies that reduce unplanned absence. Effective absence monitoring is the starting point. * Where possible, allow flexible work schedules; this enables employees to attend to personal matters openly, without shirking their responsibilities. *
NAÑES, Maria Erika M.
2LM2
20110-26762
Maria Erika M. Nañes
HRM Case Study 01
Five Issues and Performance Objectives
"Objectives are statements of specific outcomes that are to be achieved"
A growing absence among the store’s staff.
Absence management must be a management responsibility.
Absence is a significant payroll cost. Yet, it is often poorly measured, analyzed and understood. Not tracking absenteeism effectively means that your organization is wasting money. By deploying absence self-services and providing the right reports to monitor and analyze unplanned absences, the IT department can help the new manager reduce costs and can encourage a more productive work environment. Many organizations already have the technology in place to better manage this issue, but have not yet deployed it. Cutting one-third of unplanned absences is quite feasible, and, even by conservative measures, this is equivalent to a direct saving of 1% of payroll costs. Excessive absences are often a symptom of deeper organizational issues, which could be significantly even more expensive. According to a major study, more than one in 10 absences is not genuine * Determine how much absence is costing the company. * Tighten up absence and attendance management processes through the use of standardized employee and manager self-service processes. * The newly-appointed manager must not ignore employee engagement in challenging times. * The newly-appointed manager must establish and monitor policies that reduce unplanned absence. Effective absence monitoring is the starting point. * Where possible, allow flexible work schedules; this enables employees to attend to personal matters openly, without shirking their responsibilities. *
References: http://www.investorsinpeople.co.uk/documents/research/the%20business%20case%20for%20employee%20health%20and%20wellbeing%20feb%202010.pdf http://www.absence-anonymous.co.uk/managing_employee_absence_ab_165198.pdf http://www.businessknowhow.com/manage/successful-manager.htm http://humanresources.about.com Article Source: http://EzineArticles.com/7207986 http://www.admin.org.uk/SupportstaffPMPolicy/Policy1.pdf