Lack of Core Competencies in Carl Samples †MyAssignmenthelp.com

Question: Discuss about the Lack of Core Competencies in Carl. Answer: Performance issues The performance issues include the lack of core competencies in Carl, thus failing to ensure the maintenance of the golf course (Pinder, 2014). The core competencies and skills of a golf-keeper include sound knowledge of the turfs and the ways of maintaining it (Armstrong Taylor, 2014). The golf-keepers need to have the practical skill of operating the various machineries required for maintenance of the golf course. The greenkeeper need to have good stamina and high physical fitness. In order to ensure that the golf course is maintained properly, Carl might consider involving a team in order to maintain the golf course. Team-work might be helpful in keeping the golf course free from the gophers. Effective performance management The human resource practitioner and the general manager has a key role to play in effective performance management (Pinder, 2014). The six steps for effective performance management are as follows: Record keeping for each employee: The human resource practitioner needs to maintain record of each employee, in order to track the progress. The general manager needs to motivate each employee. Regular feedback: The HRM practitioner needs to provide regular feedback to the employees. The general manager needs to take regular feedback and identify the areas of improvement. Setting objectives: The HRM practitioner needs to ensure the working towards the goals. The general manager needs to assist in setting the right goals. Ensure discipline: The HRM practitioner needs to ensure disciplined work. The general manager needs to assist in disciplined work (Armstrong Taylor, 2014). Appraisal meeting: The HRM practitioner need to provide appraisal of the employees. The general manager needs to appraise the employees effectively. Follow-up: The HRM practitioner have to carry out regular follow-up of the performance of the employees. The general manager needs to follow-up regularly (Pinder, 2014). Performance Improvement Plan It could be recommended that Carl should engage in a team-work, so that the gophers could be kept away from the golf course (Armstrong Taylor, 2014). Carl could treat the turfs with anti rodent chemicals, thus protecting the golf course from being affected. The manger could take regular feedback from the members who had complained about the gophers digging holes in the golf course (Van Dooren, Bouckaert Halligan, 2015). The performance of Carl could be monitored by carrying out inspection of the golf course. If no gopher holes are found, then it could be concluded that the performance of Carl is effective. Behavioural change of the employee The three strategies are as follows: The manager needs to motivate Carl, so that he does his work diligently. Motivation has a key role to play in ensuring the diligent working of the employees (Armstrong Taylor, 2014). Lucrative incentives and appraisal of the employees have to be incorporated (van den Heuvel, Demerouti Bakker, 2014). The determination of the employees and self-determination needs to be incurred, such that the employees like Carl remain self-motivated. The two best-practice that needs to be incorporated: Motivation of the employees with financial benefits and other appraisal modes (Pinder, 2014) Incorporate determination and self-motivation References Armstrong, M., Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers. Pinder, C. C. (2014). Work motivation in organizational behavior. Psychology Press. van den Heuvel, M., Demerouti, E., Bakker, A. B. (2014). How psychological resources facilitate adaptation to organizational change. European Journal of Work and Organizational Psychology, 23(6), 847-858. Van Dooren, W., Bouckaert, G., Halligan, J. (2015). Performance management in the public sector. Routledge.