A well written, detailed assignment which meets the criteria for M3 - Unit 16, Human Resource Management in Business. BTEC Level 3 Extended Diploma in Business.
M3 - Explain how the results from measuring and managing performance inform employee development
Different job roles require different ways of measuring and managing performance. Your
task is to take three different job roles. For example, (a teacher, a chef and a salesperson)
and explain how the results from measuring and managing performance, informs future
employee development.
You must include:
Performance indicators for each role
How to improve performance for each role
Think about exactly what the job role entails and then think about how they will be
managed and reviewed
Then go on to give a detailed explanation of how this information can be used to
plan their future development
This piece of work can be completed as Notes in the form of a Word document in which you
compare the 3 different job roles.
This task provides evidence for M3
Task 5 M3
Job role 1; Teacher
There will be many different performance indicators a teacher. One of the most obvious
performance indicators are the results of their students. A teacher has a duty to deliver
education to a high standard to their students and their results should reflect this. If the
academic results of teacher’s students are high, this is an indicator that the teacher is
performing their job to a high standard and it is reflecting in their work. This information can
be used to plan the teacher’s future development as they may be offered more training on a
particular subject if the student results in that subject are low. Measuring and managing
performance through looking at students’ results is a great way of looking at strengths,
weaknesses and opportunities for growth in the teachers working life. Threats, such as the
lack of knowledge in a subject area can also be identified and this can be improved which
will encourage future employee development.
Another performance indicator of a teacher is their student feedback results. If students feel
that their teacher is delivering education to a high standard, they will be happy with the
teaching and this is a good performance indicator. If some students feel for example that a
teacher isn’t explaining topics thoroughly enough, this can be noticed quickly and prevented
which can improve the performance of the teacher and aid their future development.
Performance can be improved as areas of weakness gathered from student feedback results
can be dealt with straight away and it means the teachers performance can be developed
and improved as quickly as possible.
, Conor Cunningham M3
A teacher’s performance can also be indicated by their students’ attendance and
punctuality. If it is noticed that students are not attending class or are always late for class,
it may suggest they are not enjoying their learning with a particular teacher, or that the
teacher is not being strict enough in relation to student’s
attendance. A school may set the target attendance for
students to be 90% and if any student falls below this,
their teacher’s performance could be investigated as a
result. Ways to improve performance here are to ensure
that the teacher is always in class, on time and delivering a
high standard of education. This will encourage students
to come to class and will improve performance as a result.
A teacher’s job will be managed and reviewed across all these performance indicators
highlighted above. The principal and other members of senior management may have a
meeting to measure the performance of each teacher. This may be done by;
Goal theory; If a teacher is working towards a goal and really wants to impress the
principal/senior management and fellow colleagues by achieving that goal, they will
improve their standard of delivering education and this is linked with performance
improving. The school can then measure how this teacher’s performance improved.
For example, a teacher may be given a goal that all of their students pass a subject
and the school will measure this by how many students actually did pass. This can
then help to improve their future development as they become better at delivering
education and become better at their job.
SMART targets; A teacher may be set a SMART target. For example, improving the
pass rate of their maths students by 2% within six months. These targets push
teachers to work harder and in turn, performance is measured and improved.
Succeeding in achieving a SMART target can help a school plan the future
development of a teacher and they could face promotion or rank higher up in the
school. This helps to develop the teacher further as they will be given harder targets
to achieve which improves their performance as a result.
Benchmarking; As a way of measuring the performance of a teacher, they may be
compared to another teacher. For example, their class results and student’s
attendance figures can be compared and ways in which a teacher can be more like
the teacher with higher figures can be identified. This can help to plan the teacher’s
future development as they will be instructed of ways in which they can improve
their classes performance as a result of improving their own.
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