![Page 1: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/1.jpg)
Manage People Performance RAF 1
Monitoring performance
Manage People Performance
![Page 2: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/2.jpg)
Manage People Performance RAF 2
Skills involved in Monitoring, assisting and controlling
• Problem solving• Observing• Coaching• Counselling• Instructing• Verbal communication• Controlling• Training• Giving feedback
![Page 3: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/3.jpg)
Manage People Performance RAF 3
What are the potential problems in performance which monitoring helps to
overcome?
• Strategic directions may modify due to change or in response to anticipated change eg budget cut
• Continuous improvement strategies The learning organization
• Monitoring is part of a L and D program- mentoring and coaching
• Proactive approach
![Page 4: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/4.jpg)
Manage People Performance RAF 4
Why monitor performance?
![Page 5: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/5.jpg)
Manage People Performance RAF 5
Who does it?
• Manager
• Self
![Page 6: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/6.jpg)
Manage People Performance RAF 6
Self monitoring
• Guide and coach staff to do so
• Provide 2 way communication if there are problems
• Encourage staff to take corrective action themselves
![Page 7: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/7.jpg)
Manage People Performance RAF 7
What to monitor?
• Progress of individual and teams towards the performance standards
• How staff are using their inputs (knowledge, skills and experiences ) and if any are missing
• What processes are being used by staff in their progress towards their PS
• Outputs/ results that the staff are producing• How outputs are contributing to CSFs, KPIs etc• Where the gaps may be
![Page 8: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/8.jpg)
Manage People Performance RAF 8
Evidence to collect
![Page 9: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/9.jpg)
Manage People Performance RAF 9
![Page 10: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/10.jpg)
Manage People Performance RAF 10
What are the staff needs in respect to monitoring?
• Feedback
• Role clarity
• Direction
• Job involvement
• Development
![Page 11: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/11.jpg)
Manage People Performance RAF 11
What is collectable evidence?
• Evidence may take the form of• Samples of written work• Information o how specific incidents/
situations were handled• Work samples that show progresses
towards performance standards
•
![Page 12: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/12.jpg)
Manage People Performance RAF 12
• New skills and knowledge acquired and used for the job
• Training courses attended• Samples of project work• Verifiable comments from peers or
subordinates• Specific performance indicators• Budgets, productivity figures etc
![Page 13: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/13.jpg)
Manage People Performance RAF 13
Coaching
• We work in an ongoing learning environment. • Coaching is:• An on the job training technique• Individualised. It should be given at the right
time, place and as needed.
Coaching enables the worker to develop their job performance and secures a long term continuous performance improvement.
![Page 14: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/14.jpg)
Manage People Performance RAF 14
How does the coach do this?
Provides:• Hints• Feedback • Reminders• Practice• Problem solving• Demonstrations
![Page 15: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/15.jpg)
Manage People Performance RAF 15
• The coach needs to develop trust, build a relationship, build confidence and cooperation in the worker.
• The result should be increased confidence and increased performance
![Page 16: Manage People Performance RAF1 Monitoring performance Manage People Performance](https://reader036.vdocuments.site/reader036/viewer/2022081809/56649e9d5503460f94b9e7ca/html5/thumbnails/16.jpg)
Manage People Performance RAF 16
Take care before intervention
• Beware of :
• Making rash judgements eg is evidence collected fair/inaccurate/ irrelevant
• Bias and discrimination