Work Performance Of Nicky – Evaluation And Development Plan

Criteria for Work Performance Evaluation

Discuss about the Managing Personal Work Priorities and Professional Development.

In this section I present the work performance of Nicky, a customer service attendant in our company. According to Cardy & Leonard (2011) employees’ performance reviews are essential for providing crucial feedback to human resource managers and pointing out the areas that require further development. It is also helpful in determining whether performance is actually effective and the measures that should be undertaken to further enhance it. Deb, (2010) proposes that work performance evaluation should be based on some criteria. The criteria used in this evaluation involved elements such as job knowledge, work quality, efficiency and time management, adaptability, decision-making and dependability. Cardy & Leonard, (2011) further propose that the criteria need to be measurable so that they can adequately be used in assessing growth. The criteria used in this evaluation ranks the performance of the employees as: Exceptional, Good, Satisfactory, Marginal and Unsatisfactory.

Job Knowledge: Nicky’s job knowledge ranks as GOOD. She is proficient in her job functions; she has got the general knowledge of her tasks and implements the best practices in customer care. She also understands the policies and procedures involving her job and triggers discussions on issues and how they should be resolved.

Work Quality: Her work quality is GOOD. Nicky is good at anticipating and meeting the need for action, even in unexpected or unprecedented circumstances. She also works with minimal supervision.

Efficiency and Time management: Nicky’s efficiency and management of time is SATISFACTORY. She normally meets the productivity standards and is responsive when given direction. She however needs more guidance when it comes to prioritizing assignments and tasks. She also makes efforts to effectively use resources and with directions she uses technology efficiently.

Adaptability: Nicky’s adaptability is GOOD. She is a quick learners and is quite supportive of the changes introduced at the workplace. She is also cooperative with any new initiatives and supports others when to carry out urgent or difficult new tasks.

Decision Making and Dependability: Nicky’s decision making and dependability is also SATISFACTORY. She completes the some of the tasks assigned to her with guidance; can stay calm under pressure and makes sound decisions on some routine matters.

1. The Areas for Development

The areas that requires development as indicated in this performance evaluation include efficiency and time management and, decision making and dependability.

• Training on an Area of Development

The selected training area for Nicky is decision making and dependability. This training could be conducted through leaving some decision making tasks to her and giving her time durations through which she needs to arrive at an answer. She will then be required to make decisions based on a thorough analysis of the pertinent issues that the problem(s) present and the possible options of resolution. She will be required to consider the worse-case scenario and also how her decision will affect other stakeholders (Vaughn, 2011). In learning how to be excellent in decision making, Nicky will in turn be able to efficient in her work and be able to manage her time well. This will benefit her team as she will not drag them behind when it comes to the goals that they need to realize.

Evaluation of Nicky’s Work Performance

According to Nilson, (2010) people basically learning through four modes: they include learning through feeling, learning by feeling, learning by doing and learning by watching. In most instances people learn through two modes, which could either be the convergent mode where learning is through thinking and doings; the divergent mode where learning is through watching and feeling; the assimilation mode where learning is through thinking and watching and the accommodative mode where learning is through feeling and doing.

This learning styles can be applied in decision making and dependability. The convergent mode could be applied in the sense that the trainee is provided with decision making tasks through which they think as they carry out their decisions. The divergent mode is applicable in the sense the trainees are provided with opportunities to observe others carry out decision making task; in the assimilation mode the employees will learn decision-making skills through thinking as they watch others undertake decision-making tasks. In the accommodative mode the trainees will be allowed to experience the processes involved in decision making as they undertake them.

Work-life balance can be achieved through avoiding to take up more tasks than one can handle, which could imply reallocating one’s duties. It could also be achieved through taking advantage of the flexible time to pursue social or family commitments. The employee also need to ensure that they do not carry their work home and also participating in physical activities.

Action Plan for Developing Personal Work Goals, Plans and Activities to Reflect My Organisations Goals

Project:   Personal Work Goals, Plans and Activities                                Date: 1- 06 – 2018     

Goals:

Measures of Success:

Scope of Organizational Impact:

Staffing and Participants:

Resources Needed: Handbook

Action Item Number: 2                     Owner: Due Date: 30 – 06 – 2018

Description of Activity: Develop personal work goals, plans and activities to reflect your organisations goals

Deliverable(s): Develop skills, knowledge and performance levels that are required to effectively discharge my roles and responsibilities at the workplace.

Resources Needed: Strategic Plan, Tactical Plan and Operational Plan

Action Item Number: 3                     Owner: Due Date: July 31, 2018

Description of Activity: Measure your performance against work place contexts and contingencies

Deliverable(s): measure performance; compare performance with standards and take corrective action

Resources Needed: Performance Measurement Tools

Action Plan for

Action Item Number: 4                     Owner: Due Date: July 15, 2018

Description of Activity: Prioritise and facilitate competing demands to achieve personal performance levels.

Training Area for Improvement

Deliverable(s): Efficiency and timeliness in the delivery of tasks

Resources Needed: Priority Matrix Tool

Action Item Number: 5                     Owner: Due Date: July 15, 2018

Description of Activity: Use appropriate technology to write this report and use an electronic diary to draw a timeline for developing personal goals

Deliverable(s): Reliable electronic records; well-managed work priorities enabling the realization of personal commitments; improved performance that enable the achievement of organizational goals;

Resources Needed: Electronic Diary; Personal Digital Assistant; Internet Connectivity

Action Plan Tracking for Developing Personal Work Goals, Plans and Activities to Reflect My Organisations GoalsAction Item Number

We can only maintain our effectiveness and efficiency when we maintain a better work-life balance and gain control over our stress level. When I reduce my stress, I will definitely achieve higher happiness and eventually record more performance. Therefore, I will consider doing the following:

1. I will start to manage my time safely – in case I find myself not able to complete all activities, I will prefer delegating some to my co-workers. This approach will help me determine the type of skills and knowledge for my team members.
2. Start learning on how to say no – in case I find that I am unable to handle some pressing tasks, I will prefer negotiating with my senior managers in the best way they could re-allocate or reassign tasks to others. Besides, I will consider delegating some tasks to my co-workers.
3. Leave all work at my work place – I will be strict in setting boundaries between my work and my personal life with my family members. I will avoid carrying any work from the company to my home.
4. Start to nurturing myself – I will register in two or three physical activities that require my involvement. Some of the activities could include subscribing with a gym near my area of resident. Such activities will help me have enough sleep while at the same time, eat balanced diet for my emotional growth.
5. My development needs

I will maintain and improve my skills and competencies. The first approach will involve taking time to find out all the necessary competencies for myself and that of the team. I will use scorecard and check list to understand my competencies. Besides, I will consider taking Eysenck and Harrower-Erickson Multiple Choice Rorschach Tests. For example, the results from Eysenck will help show my personality, my emotions, as well as my behaviors towards external environment. Multiple Choice Rorschach Test will help me discover my thought disorders.

Second, I will consider becoming a lifelong learner. I will become ready to learn and acquiring new job skills. Becoming a long time learner requires professional training, coaching and mentoring, as well as cross-departmental training. Most specifically, I will find one of the best training and development sources such as by reading books, registering on online training courses, and attending a face-to-face training with my supervisors.

1. Ways to improve my networks
2. start to improve my interpersonal skills
3. maintain eye contact when talking to my supervisors
4. develop positive questioning skills like showing interest in what others say and acknowledge their contribution
5. attend different areas to network such as business functions, formal associations, my workplace, community groups, and attending post-graduate classes
6. demonstrate positive behaviour such as being loyal, positive, showing respect, and confidence in what others tell me

I continuously update my new skills and knowledge to make me react to all needs of my workplace. First, I will use my job description, statements from my duties, and my conduct statements to assist me identify whether I am already meeting the standards of my organisation. Second, I will also apply the feedback that my colleagues and supervisors will have provided me. Such an approach will assist me identify some of my weakest points in my behaviours, knowledge, and skills.

Besides, in order to become successful, I will ensure that I become proactive by looking for changes likely to occur within the industry. This step will help me update my skills. The second step will involve trying to solve numerous problems and asking for opinion from expertise. Furthermore, I will also ensure that I challenge the manner in which I am currently doing things.

References

Cardy, R., & Leonard, B. (2011). Performance Management: Concepts, Skills and Exercises: Concepts, Skills and Exercises. Routledge: New York .

Deb, T. (2010). Performance Appraisal And Management. New York : Routledge .

Nilson, L. B. (2010). Teaching at Its Best: A Research-Based Resource for College Instructors. San Francisco, CA : Jossey-Bass.

Vaughn, R. H. (2011). Decision-Making Training. Alexandria, Va. : ASTD Press.

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