The first stage of performance mana

The first stage of performance management is planning. Planning means setting up the process for gaining business goal involve the employee in the process and help them to understand their job. Planning is to set expectations and objectives and Job or grade level behaviours and competencies (Brewster et al, 2011). In the case of McDonald’s, the company develops a plan called Individual Performance Plan (IPP). Each employee has to work with managers to create an IPP which includes his/her objectives for the coming year. It should be Specific, Measurable, Achievable, Relevant and Time-bound. A McDonald’s employee needs to create his/her IPP which aligns with the business unit, department and team strategies and initiatives.It also covers personal development, reflecting the areas in which employees intend to take specific action steps to develop their skills, knowledge or experience. IPP gives employees the direction of what they are responsible during the year for meeting the objectives.Managers have to work with employees to generate an IPP to line up their aim for next years.Finally, IPP helps employees focus on the objectives that matter most in supporting McDonald’s priorities. Based on employee’s IPP, managers are responsible for providing feedback, coaching and support to their employees throughout the year.

Results (English) 1:

The first stage of performance management is planning. Planning means setting up the process for gaining business goal involve the employee in the process and help them to understand their job. Planning is to set expectations and objectives and Job or grade level behaviours and competencies (Brewster et al, 2005). In the case of McDonald's, the company develops a plan called Individual Performance Plan (IPP). Each employee has to work with managers to create an IPP which includes his/her objectives for the coming year. It should be Specific, Measurable, Achievable, Relevant and Time-bound. A McDonald's employee needs to create his/her IPP which aligns with the business unit, department and team strategies and initiatives. It also covers personal development, reflecting the areas in which employees intend to take specific action steps to develop their skills, knowledge or experience. IPP gives employees the direction of what they are responsible during the year for meeting the objectives. Managers have to work with employees to generate an IPP to line up their aim for next years. Finally, IPP helps employees focus on the objectives that matter most in supporting McDonald's priorities. Based on employee's IPP, managers are responsible for providing feedback, coaching and support to their employees throughout the year.

Results (English) 2:

The first stage of performance management is planning. Planning means again setting up the goal to involve business process for Gaining the employee in the process and ask for their help add to hiểu job. Planning is to set expectations and Objectives and Job or grade level behaviors and competencies (Brewster et al, 2011). In the case of McDonald's, the company develops a plan gọi Individual Performance Plan (IPP). Each employee has to work with managers to create an IPP mà includes his / her Artist Objectives for the coming year. It should be Specific, Measurable, Achievable, Relevant and Time-bound. A McDonald's employee needs to create his / her Artist aligns with the business mà IPP unit, department and team strategies and initiatives.It am also covers personal development, reflecting the areas to intend to take chứa employees to develop specific action steps có skills, knowledge or experience . IPP Gives the direction of what employees chúng khi responsible for meeting the year to work with the objectives.Managers have to generate an IPP employees to ask for their line up for next aim years.Finally, IPP helps employees focus on the Objectives mà nhất printed matter Supporting McDonald's Priorities. Based on the employee's IPP, managers are responsible for Providing feedback, coaching and support throughout the year to ask for their employees.