Week 22: Performance Management

Week 22: Managing Performance

Appraisals

In previous work I have had my own appraisal. My appraisal was done after 3 months and then 6 months i.e. every quarter.  The first appraisal was based on the training that I had done and weather I had settled into the role. This was seen has a trial period. This appraisal was very short as due to the work I could not of worked by myself and the organisation could not give me a full detailed appraisal. In the 2^nd appraisal I had the organisation looked at the work I was currently doing from my tracking forms that I had to fill in each day when working. They also looked at the quality of my work and my understanding of the plant as a whole. From the appraisal they gave me more targets and also spoke about future opportunities. They backed up the reasoning for the high targets from my current levels of work which they monitored. This appraisal I think was not only really positive for me but also was extremely well pre pared for with evidence and future targets and also they had made it clear what my rewards would be if I reached the targets.

My personal mentor

When it comes to having a personal mentor, I will talk to different people depending on what subject I am looking for advice on. For example when looking career advice I will go to my dad or my older brother for advice. This has affected my decision on where I went to university and also what course I chose.

What makes a good mentor?

Below is a link to a article I have read about mentoring

http://business.timesonline.co.uk/tol/business/entrepreneur/article3778514.ece

Below is a bullet pointed lists of what skills I think makes a good mentor

·         Good listening and communication skills

·         Open and outgoing personality

·         Patience

·         Trustworthy

·         Honest

·         Experience and knowledge

·         Good team working skills

Evaluation

In order for mentors to be effective they have to be wanted by both parties i.e. the mentor and mentee. If a person does not want a mentor then the method wont work as the person will hold back and will not be able to open up and use their mentor effectively. I also believe that performance management is key at keeping a business successful. Monitoring performance can also be used to motivate staff and also show companies direction which can help to make change if needed also help create aims and objectives.