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ID number:215228
Author:
Evaluation:
Published: 02.11.2016.
Language: English
Level: College/University
Literature: 8 units
References: Not used
Time period viewed: 2012.g. - 2013.g.
Table of contents
Nr. Chapter  Page.
1.  The causes of staff turnover, absenteeism and declining sales    1
2.  Measures to identify the causes of staff turnover, absenteeism and declining sales    3
3.  Shortcomings regarding management and leadership    5
4.  Motivational strategies    7-9
5.  A training and development plan    10-12
6.  Methods to assess the performance of staff    13
7.  Bibliography    15
8.  Appendix 1    16
Extract

One of the most common used methods to assess employees’ performance is job appraisal. According to the scenario, ‘’the company has never had a formalised performance appraisal scheme as such’’. According to the theory, job appraisal covers the evaluation of the main tasks completed in a given time period in comparison with the objectives and gaols set at the beginning of the period (Mullins L.,J., 2007). For the purpose of measuring employee performance, differentsources of feedback can be used like customers, colleagues, management. There are some main tips for measuring employee performance. Firstly, management needs to consult the employee’s job description and to align it with Durant Cycles’ goals and objectives. Secondly, management needs to communicate work expectations and the standards by which the work will be evaluated. It is important to remember that feedback needs to be constructive instead of destructive. It is recommended to decide what type or method of development and training might be beneficial for employee to improve a performance. If job appraisal has been made properly, it will show the experience, attendance, attitude, competence, integrity, intelligence, courage, maturity and skills of employee.
Similar method to job appraisal is 360-degree feedback. During it each individual team member needs to evaluate own performance and performance of other members of the team.
Observation is widely used for assessing organisational performance. It is data what can be collected from questionnaires, interviews. As usually it is planned, it provides required, meaningful and useful information.
In conclusion it can be said that it is important to choose assessment methods that align with Durant Cycles’ goals, objectives and standards and what will be effective in order to assess the performance of the staff and company as a whole.

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