Experience in Creating Performance Management Plans

When a company is running a successful business and has created a solid brand for itself, it’s important for that company to continue to be relevant within their industry. There are many different ways to remain relevant as a company and one of those ways is to hire a Human Resource consultant who has experience with creating performance management plans. One reason why a company would use a Human Resources consultant is that it’s beneficial to the company to have someone outside of the company without attachments. This allows the Human Resource consultant to do a proper study of both the strengths and the weaknesses of the company and then for the consultant to provide a detailed analysis of their findings.

In the scenario of Nature’s Grocer hiring on a Human Resource consultant, the specific job of the consultant is to identify areas needing improvement in order to increase the profitability of the company. The consultant will also be responsible for providing the company a game plan in which the company will implement the improvements that have been recommended. Organization’s Mission Nature’s Grocer has declared their mission to “support the health and well-being of our customers, our employees, our communities, and our planet by providing high-quality natural foods at affordable prices”. In order for Nature’s Grocer to be able to accomplish their mission, it is imperative that anyone who is hired on as a partner are on the same page with the same intention.

There are many customer contact positions at Nature’s Grocer; one being that. The individuals that are hired to fulfill that role should understand the mission of the company as well as how the mission ties into their position. In order for employees to fully understand the mission and how it relates to their position, considerable training should be provided to all employees that are hired into the company. It is also important that the company prepares its employees to be familiar with the products in the store so that they are able to answer questions from the customers that visit Nature’s Grocer. By offering such a broad training to its employees, it allows for employees to be versatile in the store so that they are capable of working in any part of the store where it is needed. Ensuring that employees are able to work in more areas of the store rather than being stuck in the position they were hired into, promotes teamwork among all staff members.

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Employees who are working together as a team boosts the customer experience and satisfaction because any employee will be able to assist the customer with their question without leaving the customer frustrated because they can’t find someone who knows the answer. The idea behind this type of training is that the customers will have their question answered both quickly and accurately by the first associate they come across. This type of training will help the company in achieving their mission. Strategic Opportunity The most effective way for a company to branch out into new markets is for the company to use a Strengths, Weaknesses, Opportunities, and Threats (SWOT) analysis. By using a SWOT analysis, a company is better able to identify opportunities for the future as well as any issues that may come up as well. The SWOT analysis is highly recommended for Grocer in order for the company to make sure that there is a good possibility of growth in the future for them.

Once the company has been able to see if there Is a potential for growth in the future, Nature’s Grocer will also be able to pinpoint the probability of failure as well as any possible scenarios for failure. Using the SWOT analysis will also determine what the possibility is for either failing in the new market or being successful and profitable in the new market. By predetermining the possible rate for failure in the new market, the company will be able to create a backup plan to set the company up for success. In order for a SWOT analysis to be effective, all four steps of the process need to be used in order to evaluate the analyzed criteria. SWOT analysis is one of the effective analytic tools to evaluate a situation.

The entire process through each step needs to have clear and concise information. The information that is included in the SWOT analysis should also be legitimate and true information regarding the company in order for the SWOT analysis to be an effective tool for the company. If there is information that is doctored up or embellished, there will be some difficulty when the company takes action to resolve any issues that come up during the analysis. Job Description The job description for the role of Grocer’s Associate does not give a lot of detail in regards to the full role of the position. There is a vague description stating what questions the Grocer’s Associate may need to answer as well as give directions to product locations, stock shelves, check out customers, bag customer purchases, and transport purchases to customers’ vehicles. More detail should be provided that fully encompasses the scope of the position.

It is suggested that the company provide training to its employees in a way that an employee can perform any role within Nature’s Grocer at any given time. The job description makes it sound as though the person fulfilling this role will only be responsible for learning their specific job. There was also no information provided regarding whether the position is an hourly position or a salaried position, what the pay range is for the position, and if there are benefits that are offered with the position. There was precise information regarding the education requirements for the position of Grocer’s Associate. This allows the person who is responding to the job posting to decide if they are qualified enough to apply for the position. The person who is applying for the position needs to be provided with all the information needed to determine if they feel they would be a good fit for the job. It is also important for the company to be able to determine if the person who is applying for the position can meet the requirements to perform the job.

Knowledge, skills, and ability (KSA) have been included which quite clearly describes the requirements for the position. This is an effective tool for the hiring manager to use in order to decide if the person applying for the position is a good fit. It is very important that all expectations for the position are clearly stated so that the employee understands exactly what will be expected of them and how they should be performing within their role. The best time for this information to be spoken about is during the interview. The interviewing manager should also pay close attention to the reaction of the employee when these expectations are described during the interview. If the applicant seems put off by the expectations for the position, then that person may not be the right fit for the job. On the other hand, if the applicant has a positive reaction to the job expectations, he or she might be a good fit for the company.

Not only should this information be clearly stated during the interview process, but the information should also be conveyed again during training for the position. Once the information regarding job expectations has been clearly described to the employee, it is now his or her responsibility to ensure that they are performing their job up to the standards of the company. They should also have the knowledge of whether or not they are meeting these standards of the company. If the employee is failing to meet the expectations of the position, then the manager needs to sit down with them and see if additional training is required. Measurement of Performance In order for Nature’s Grocer to move forward with their expansion and performance, it is crucial that the employees of the company are productive.

They need to have a clear understanding of the goals and expectations of the company as well as meet their own personal objectives. It is crucial that the company monitor and evaluate its employees so that performance can be measured to ensure that the company stays on the right track. The company should have key ways to measure the performance of its employees and develop a plan in order to gauge this information. Punctuality is a good way to measure whether or not an employee is meeting his or her personal objectives. If an employees is repeatedly late or calling off of work, there is a good chance that they are not meeting those objectives. Employees’ quality of work should also be measured in order to manage gauge whether or not he or she is putting all of their effort into performing their job to the best of their ability.

An employee who consistently is involved in gossip among other employees, showing disruptive behavior, and takes unauthorized breaks is most likely not meeting their objectives either. An employee who completes their work with a positive and good attitude is helping to move the company forward more so than an employee who has a poor attitude. Another way to measure performance of employees is to perform random quality standard checks. Employees should be made aware that these random checks are a possibility, which may motivate them to put in a consistent performance (Rudolph, 2018). Appraisal Process The appraisal process should happen annually with a review halfway through the year as to check up on an employee’s performance. The appraisal process is when the manager has an opportunity to evaluate their employees on their work performance within their role.

The purpose of the appraisal is for managers to have an opportunity to correct behavior of an employee as well as give the employee positive feedback on his or her performance. During the appraisal process, the manager should be measuring employees on areas pertaining to the role of the employee. Areas such as productivity, communication, quality of work, and general attitude are pieces of information that should be included in the appraisal. If the manager has decided that the employee has areas that need improvement, the manager should then provide the employee with ways to improve their performance. The appraisal should also include personal goals that the employee can work on throughout the year. The shorter review in the middle of the year would be to touch base with the employee to see where they are at with their personal objectives and to address any issues that might have come up.

Development Plans Growth and development needs of employees are not always a priority to many companies. Companies that show interest in their employees’ career development are more likely to engage, motivate, and retain their employees. Creating a development plan not only supports the employee in their career and their personal goals, it also helps the company reach its own goals for success. Providing development to employees also gives employees a way to measure their progress in their career. It is important for the manager not to take on the responsibility of carrying out the development plan for their employee. Providing employees with opportunities within the company for development is a good way to help them reach their career goals. Reward System Having a rewards system in place is a way to motivate employees to meet the expectations for their positions and help the company move closer towards its goals.

A rewards system does not necessarily need to be monetary. Rewards can also be in the form of recognition such as an award or fringe benefits such as a paid day off. A monetary reward can also be offered to hard working employees on top of their set base pay. An employee should be recognized in some way for going above and beyond their expected job duties. It is possible that an employee may not feel as if their efforts are not appreciated or noticed if they do not receive any type of recognition or reward. This can cause morale to decrease and cause employees to do the bare minimum required. This can have an effect on the company’s ability to push forward to get closer to its goals. Having a strong reward system in place is a good way for a company to attract and retain good employees down the line.

System Implementation Implementing the new performance management plan will not happen immediately and will take some time. Managers that are hired at the new location should be trained and also available to make sure that the new performance management plan is being implemented correctly. All employees should be trained as well as have a good understanding of the new performance management plan which will help in reducing any problems that could arise over time. Any time there is change within a company, it takes time for everyone to adjust.

Feedback should be requested from employees regarding the new plan in order for the company to know how employees are feeling and performing under the new system. Along with requesting feedback, there should be consistent reviews by managers to ensure that the new system is successful. The semi-annual reviews that will be occurring are another way for managers to measure how well the new system is working among their employees. With the proper steps being taken and being monitored by managers, employees under the new system should find themselves thriving and performing at a high mark. This will allow Nature’s Grocer to be successful and profitable in the new market.

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