Step by step guides to success

These excellence checklists provide invaluable advice for leaders and managers tackling a range of everyday issues.

I have looked at most of them, especially those that are more likely to appeal to the Health and Social Care Sector – they are well worth exploring and most are worth downloading.

 Don’t hesistate – click here: InvestorsinExcellence

   

CRM (NEW)	Managing equal opportunity (NEW)
Emerging trends (NEW)	New Employee Induction (NEW)
Business continuity planning	Protecting intellectual property (NEW)
People surveys	Developing a business plan
Facilitation skills	Managing performance
Benchmarking	Corporate Social Responsibility (CSR)
Risk assessment	Team building
Managing meetings	Influencing motivation
Negotiation skills	Value chain analysis
Project management	Triple bottom line
Presentation skills

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HRVS: Useful stuff on all people management….

Here’s a great website for voluntary and non-profit making organizations. It’s packed with good common sense on all things human resources. Excellent materials on training and supervision among other things. And they can be reproduced for use with non-profit organization (see copyright details on site).

Here’s a taster:

1. Performance management: An introduction

What is performance management?

Measuring employee performance has come a long way from the annual performance appraisal to an on-going performance management process. In the past, managers and employees met once a year for the annual performance appraisal (review) to look back at the work done during the previous year and to evaluate what was accomplished. Human resources managers, managers/ supervisors and employees have come to realize that only looking back does little to improve performance. In recent years, there has been a shift away from performance appraisals to a more comprehensive approach called performance management.

Performance management is an ongoing process where the manager/supervisor and employee work together to plan, monitor, and review an employee’s work objectives or goals and overall contribution to the organization.

Performance management starts with a work plan that identifies for the employee what is to be accomplished and how. The plan is followed up with informal, on-going monitoring and feedback on his/her progress towards the objectives set in the plan. At the end of the performance period – usually a year – the supervisor and employee meet to summarize the accomplishments and challenges of the past year and document the discussion using a performance management form.

What is the purpose of performance management?

The purposes of performance management include:

• Organizational effectiveness
  • Ensure that work plans of the employee are directed towards or support the strategic direction of the organization
  • Motivate employees to do their best
• Performance improvement
  • Establish clear communication between the manager and the employee about what s/he is expected to accomplish
  • Provide on-going, constructive feedback on performance
  • Identify areas of poor performance
  • Establish plans for improving performance, as necessary
• Identification of strengths
  • Identify the skills and abilities of each employee so that work assignments build on and reflect an employee’s strengths
  • Identify individual employees for more challenging work
• Training and Development
  • Assist and support staff in achieving their work and career goals by identifying training needs and development opportunities
• Administrative decisions
  • Support decision-making about promotions, terminations, compensation and rewards.
• Legal documentation
  • Provide a paper trail for legal challenges related to dismissal or vicarious liability.

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