Assessing a Underachieving Employee Essay

Executive SummaryThis is a gyp report round assessing an underachieving employee that I in person had to deal with. It discusses the problems that arose. I analysed them and accordingly baffle into place a couple of roots.The al some problematic depart situation that I person anyy encountered was with a work retainer who was a young lady work at the accommodating food company and she was underachieving. This relates to the concepts of contain2, An introduction to kind-hearted imaging steering in trading organization, seance 4 Assessing and development people at work. When my work helper first produceed workingat the Cooperative she was an excellent worker who gave 100% all the time. She had worked at the Cooperative for just over two years and we were in the bring of designateing about promoting her from a client service assistant to a supervisor. She started to puzzle mistakes at the checkout, our director noticed immediate payment shortages, missing transa ction paperwork and mistakes on the drawing and paypoint terminals. As a supervisor my manager anticipateed me to monitor the situation over a two week period and to pull through and through down any mistakes or cash shortages and put the dates they happened so that our manager could conclude what the next course of action would be.Assessing a Underachieving EmployeeThe analysis of the problems that arose.I am utilize concepts from hand 2, An introduction to human re citation management in business, session 4, assessing and growth people at work. These mistakes that my work participator were making could be happening for a number of reasons. She could be having financial difficulties so she has stolen the m wizy that is wherefore at that place are cash shortages, heretofore that does not develop why the new(prenominal) mistakes have occurred on the lottery and paypoint terminals and its real easy dismissal to jump to the wrong conclusion when analysing this. I confid e the main point to be about feat management as it states in book 2, session 4.1, performance management ensuring that staff are prompt. I dont think she is motivated anymore, as when she is at work she is stuck on a checkout for very long periods of time.There is no strain in her play constituent to elapse her motivated, and to be perfectly honest when other members of staff are busy she does absorb forgotten about and if she does not ask the other members of staff she would not heretofore get her breaks as they forget about her. Doing the same thing day in day and day out layabout become a bit monotonous. This is why her performance has started to suffer as she feels deflated and demotivated. It is as though she has aban dod up on this job and just turns up because she has to and she leases the money. As it states in book 2, session 4.2 Assessing performance the person may lack direction or be working to less than full mental ability. Which in this case I call back t o be true. This result affect how the business is run if not dealtwith as other members of staff could start to do the same. Customers allow not want to shop there if the staff dont parade an interest. The standards that were once there will start to drop resulting in a invalidating impact on the business.A solution to the problems that occurredThe first thing I would do would be to pit up a record of meetings with this work fellow and our manager. This is a discussion about what is happening and it is enter for future reference. At this meeting I would discuss how we can move forrader together as a team. I would explain to her the importance of her job role and how important it is to get it right. I would pile her small achievable targets to aim for with rewards attainn when achieved. Arranging regular meetings is also a good idea this could be make as a performance estimation. As it states in book 2, session 4.4, confuse 4.2, it has the Opportunity to motivate staff b y recognising achievements. I believe this is what is needed in this situation, she needs to feel like a valued team member, this would then give her the motivation needed to do her job correctly and to her full capacity, the business will then be more reproductive as it stated in book 2, session 4.2 Assessing performance.I may then look into whether she would be interested in changing her job role a little, for example, stock replenishment, and fetching deliveries in, checking dates on products, that course of thing. This would give her some variety in her job and hopefully motivate her again. This would exact more learning and cost the business, tho if she is just on the checkouts and not been monitored she is cost the business money anyway through the mistakes she is making. Some of this training would be done externally, through training courses, however approximately of the training would be done by coaching. As it states in book 2, session 4.6, Developing is not just trai ning courses, coaching a way of transferring cognition and skill from a more see person to a less undergo person. I think this is the scoop out way forward for this work colleague in this situation.Research from the InternetI looked on the internet and did some interrogation to see how to develop underachievers at work. I found two the first one was Yourbusiness.azcentral.com. It basically states that underachievers inhibit teamwork and lower esprit de corps of other staff members. It also says you need to form relationships with employees, so you can manufacture a willingness to help the individual. It also says to set incremental goals for the employee. What this website was saying made sense, however Im not confident(predicate) how reliable this source is as it wants me to exact to them. The next one I looked at was www.acas.org.uk. I found this website very kindle as it gives a full magnetic dip of different forms that you can print including appraisal forms, absence re cord sheets and lots of teaching about how to manage performance. I believe this to be a reliable source as this organisation is devoted to preventing and end employment issues, also it wasnt act to sell me anything.Tutor assembly assemblyI particularly enjoyed the tutor group forum activity 2.1 Work amusement or Pain? It was nice that most people thought the same as me, in that they enjoyed their work. My husband hates work and neer understands how I can enjoy going to work. I totally agreed with what key Pickering said in that work is a pleasure and that it allows me to achieve my goals in life, part providing for my family.ReferencesBook 2 (2012) An introduction to human resource management in business The impart University, Milton Keynes. Study Companion (2012), The Open University, Milton Keynes.Yourbusiness.azcentral.com.www.acas.org.uk