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Ilm Essay

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Assess the effectiveness of own organisation in measuring team performance against organisational goals and objectives. I will be assessing how the Arla Stourton site measures team performance against goals and objectives and how effective these measures are. In my opinion the site at times struggles to measure team performance against its goals and objectives as I believe that the objectives are too vague and are not always fully understood by the people who are meant to be achieving them. A lot of this I believe is down to the size of the site and the very distinct differences between the different departments. At times, the objectives of one department and another conflict while they are trying to achieve the same goal. All of this…show more content…

This is then simply rolled out again by the person watering down these objectives to their subortdinates and so on. People on site then have a review in July and a close down dialogue in March followed by a new set of objectives for the coming year in march again. The problem is that the dialogue objectives are vague and never SMART. There is very rarely any review between dialogues and as such objectives are rarely met, and if not met so long as the manager seting the objectives achieves their ultimate aim then there is no follow up action. The site is totally task based and any site aims that are task based are not set to teams as objectives, they are set to site as objectives and as such the only person responsible for hitting the targets are the site director. The objectives set to teams and inderviduals are items such as ”achieve good attendance, few lateness, performe a lean task per year” as you can see these objectives are neither SMART or achievable as their vagueness results in poor

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Work Based Assignment
M3.12 & M3.26

Contents page

Contents page 2
The value of assessing performance 6
Managing performance 7
Motivating the team to improve performance in the workplace 8
The value of feedback in the workplace 9
Appendices 10

Centre Number
Centre Name
Candidate Registration No
Candidate Name
This task is all about motivating the team to perform in the workplace. You should consider: the value of assessing performance; how you could motivate the team to improve performance; and the value of feedback in the workplace.
Please use…show more content…

Below is a list of both formal and informal performance assessments that Pennaf staff undertake.

Formal Assessment
Informal Assessment
Supervision (management support meetings – MSM’s)
Hints & Tips
Competency assessment
Investors in People
Peer and self evaluation
WAG returns
Handover meetings
Supporting People reviews
Annual reviews
To do list
Risk Assessments
Team meetings
Personal Developments reviews (PDR’s)
Staff conference
COSH (health and safety)
Tenant/resident meetings
Learning and development trail (L&D)

Key performance indicators (KPI’s)

Feedback questionnaires


Financial assessments

I believe that Formal and informal Performance Assessments are equally important in the workplace in order to know where the company is at and what it needs to do to achieve the quality it wants. It is a process that can effectively communicate Pennaf’s goals and evaluate employee’s performance. Within Pennaf, I believe that we are more geared towards Formal assessments, mainly due to the business we are in as we are required to provide statistics to the Welsh Assembly Government (WAG) or to gain performance related recognition, for example Investors in People. We are driven by Formal assessments and have to have these in place to survive as an organisation. However I believe that Informal assessments can have more meaning as they are more regular and although difficult to record, can have huge effects on the