Assessment 1

Question 1

Performance development– Performance development programs are organized by institutions in the form of programs that are useful for workers and employees for improving the quality of work that they are doing. It also upgrades their skills as employees of the organization.

Five purposes– The purpose of the development program are many. Some are stated as follows:

Improve employee awareness: The awareness of the employees will be increased by the development program. This is important for the improvement of the quality of work in the organization. The employees that are more aware of their roles and responsibilities will be able to perform better.

Increase the area of expertise for the staff: The area of expertise of the staff will be increased by these development programs. This is important for the improvement of the quality of work in the organization.

Increase overall productivity: The overall productivity of the organization will also increase through these development programs. This is important for the improvement of the quality of work in the organization. The more productivity increases the more efficiency will increase.

Increase the performance of employees: The performance of the employees will be increased with the developmental programs. This is important for the improvement of the quality of work in the organization. The increased performance of the employees will help the organization (Maduenyi, et al., 2015).

Motivate the staff and workers: The motivation of the workers is also the purpose of the developmental program. This is important for the improvement of the quality of work in the organization. The motivation will lead to better work for the organization.

Five benefits– There are also benefits of development programs. Some are stated as follows:

Keeps the employees updated: The employees are kept updated regarding the changing technologies. This will be beneficial for the employees and the organization.

Job satisfaction for workers: The job satisfaction of the employees will also be increased for the workers. This is also the benefit of these beneficial programs.

Overall profit for the organization: The overall profit for the organization is formed by these developmental programs. They are useful to the organization both directly and indirectly.

Gives the organization a competitive edge: The program also gives the organization an edge over its competitors in the market

Promotes wellbeing: The development programs also help to promote well-being that needs to be taken care of. The program creates brotherhood among the employees and the workers (Carneiro-da-Cunha, et al., 2016).

Question 2

Component	Description	Resources/tools (provide at least one)	Design principle (provide at least one)
Objectives	An objective describes what you want to achieve. It is similar to a goal. To establish goals or objectives, be specific, measurable, attainable, relevant, and time-bound (S.M.A.R.T).	All stakeholders (employees, managers, executives) Strategic Plan Operational plan	Align the performance development program objective to the organization’s strategic plan.
Development opportunities	Development opportunities are the chances that are provided for the improvement of the organization and its employees.	Operational plan Human resource	Align the human resource with the operational plan.
Rewards and incentives	The incentives and rewards are the takeaway gifts that an organization provides to its deserving employees and workers.	Human resource Operational plan	Align the human resource with the operational plan.
Reporting and record keeping	Record keeping and reporting are considered to be keeping the track of the information of the organization.	Operational plan Human resource	Align the human resource with the operational plan.
Personal development plans	Personal plans are the roadmaps to achieve the goals of an organization.	Human resource Operational plan	Align the human resource with the operational plan.

Question 3

Role	Responsibilities (at least two)
Employee	Work towards achieving individual goals. Provide feedback to the manager. Take responsibility for your career development.
Manager	Feedback is provided to the owner. Receiving the report from team members
Human resource leader	Feedback is provided to the owner. Receiving the report from team members
Team leader	Feedback is provided to the manager. Receiving the report from team members

Question 4

The privacy act 1988 is enacted to secure the privacy of the people. It has rules and regulations for handling information about the people. It is enacted to protect the privacy of the people.

Question 5

Rewards and incentives: The incentives and rewards are the takeaway gifts that an organization provides to its deserving employees and workers.

Development opportunities: Development opportunities are the chances that are provided for the improvement of the organization and its employees (Bakotić, 2016).

Question 6

1. Data collection methods (at least two): Observation and online tracking are two methods that are used for data collection.
2. Method to define outcomes (at least one): Measurable variables can be used for defining the outcome of a particular process.
3. Method to evaluate the program: Observation and online tracking are two methods that are used for evaluation.
4. Reporting methods (at least two): Posters and Reports are two methods that are used for data collection (Sethibe & Steyn, 2015).

 References

Bakotić, D. (2016). Relationship between job satisfaction and organisational performance. Economic research-Ekonomska istraživanja, 29(1), 118-130.

Carneiro-da-Cunha, J. A., Hourneaux Jr, F., & Corrêa, H. L. (2016). Evolution and chronology of the organisational performance measurement field. International Journal of Business Performance Management, 17(2), 223-240.

Maduenyi, S., Oke, A. O., Fadeyi, O., & Ajagbe, A. M. (2015). Impact of organisational structure on organisational performance. Nigeria: Thesis Submitted to Covenant University, 354-356.

Sethibe, T., & Steyn, R. (2015). The relationship between leadership styles, innovation and organisational performance: A systematic review. South African Journal of Economic and Management Sciences, 18(3), 325-337.