Reference no: EM132873863

Assessment 2 - Written Responses

1. How can you ensure all positions have a current position description, which specifies key requirements of the role?

2. Why is it helpful to have these?

3. How is it possible to review the performance management system to ensure it aligns with the strategic direction of the organisation?

4. Why is it beneficial to have these aligned?

5. Give an example of how a manager could provide a report that has its performance indications misaligned with the requirements of the position description?

6. What is the timeframe within your organisation for the frequency of performance reviews?

7. What are your organisational procedures for acknowledging :

a. good performance

b. addressing under-performance

8. How can you provide advice and support when there is dissention regarding performance appraisals?

9. What is the procedure for clarifying goals and methods related to the performance management system to the employee?

10. How can the performance management system be promoted to stakeholders?

11. What is the process for arranging and delivering training and/or instructions on using the performance management system?

12. How can you encourage ongoing and regular feedback on personnel performance, as well as formal performance appraisals?

13. What are the potential benefits of this?

14. Give an example of how you could review performance management documentation to identify trends or problem areas.

15. Give an example of how you could review patterns in skill or performance gaps and consider options for performance development.

16. How could you assist in revising policies and procedures, where necessary?

17. Give an example of how you could suggest improvements to the performance management system