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role and importance of monitoring staff performance and providing feedback and coaching

01 / 10 / 2021 Diploma of Hospitality

This paper circulates around the core theme of role and importance of monitoring staff performance and providing feedback and coaching together with its essential aspects. It has been reviewed and purchased by the majority of students thus, this paper is rated 4.8 out of 5 points by the students. In addition to this, the price of this paper commences from £ 99. To get this paper written from the scratch, order this assignment now. 100% confidential, 100% plagiarism-free.

Elements and Performance Criteria

Elements describe the essential outcomes of a unit of competency.

Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide.

1. Monitor staff performance and provide feedback.

1.1 Consult with and inform colleagues about expected standards of performance  using appropriate communication mechanisms.

1.2 Monitor ongoing performance by maintaining close contact with the workplace and colleagues.

1.3 Regularly provide confirming and corrective feedback to colleagues.

1.4 Provide colleagues with guidance and support .

1.5 Provide recognition and reward  for achievements and outstanding performance.

1.6 Identify the need for further coaching or training and organise according to organisational policies.

2. Recognise and resolve performance problems.

2.1 Identify and investigate performance problems.

2.2 Use feedback and coaching to address performance problems.

2.3 Discuss and agree upon possible solutions  with the colleague.

2.4 Follow up outcomes of informal counselling through review in the workplace.

2.5 Organise and conduct a formal counselling session when needed according to required procedures .

3. Implement performance management systems.

3.1 Implement formal performance management systems .

3.2 Conduct individual performance evaluations openly and fairly.

3.3 Complete and file performance management records.

3.4 Agree on courses of action with colleagues and follow up in the workplace.

Required Skills and Knowledge

This section describes the skills and knowledge required for this unit.

Required skills 

  • communication skills to provide effective feedback, coaching and counselling to team members
  • critical thinking skills to evaluate the reasons contributing to poor staff performance
  • initiative and enterprise skills to proactively provide colleagues with appropriate guidance and support to enhance their work performance
  • literacy skills to:
  • read and interpret staff records and performance management documents
  • write potentially complex and sensitive information about staff performance
  • planning and organising skills to coordinate regular performance appraisals and coordinate and operate formal counselling sessions
  • problem-solving skills to identify and respond to staff performance issues
  • self-management skills to take responsibility for monitoring staff performance
  • teamwork skills to monitor the performance of individuals, their effect on the team and take corrective action to enhance the whole of team performance.

Required  knowledge 

  • role and importance of monitoring staff performance and providing feedback and coaching
  • the key elements of performance standards and performance management systems
  • performance appraisal practices, including:
  • reasons for performance appraisal
  • the format for and inclusions of performance appraisal documents
  • methods of appraising performance
  • for the specific organisation:
  • procedures for performance appraisal interviews
  • procedures for formal counselling sessions
  • grievance procedures.


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