(Solution) CIPD 5C002 (AC2.1) With reference to a people practice issue, interpret analytical data using appropriate analysis tools and methods

Word count: Approximately 450 words

Interpretation of Findings

In administration department, for Quarter 1, 5 in 100 employees had met their target with partly 36.36% meeting it in second quarter. For underperforming category, the number has increased from 3 to 4 and hence relevant noting that performance management reduction. This evidence failure for strategies in place for enhancing performance.

For sales, in first and second quarter, a target has been met at 100%. This is with both quarters demonstrating constant performance hence its success.

The logistics department in quarter 1 at 60% had the employees working to achieve their target with quarter 2 having 70% of set target. Underperforming similarly had an increase from 1 to zero staff. This is an evidence of performance management effectiveness with employees appreciating approaches invested.

In the research and development department, performance has improved from 30% in the first quarter to 60% in the second one. This is while underperforming including 0 staff offering department a positive node on increased performance management. Consistency of the data is evident with logistics quarter 2 outstanding performance evident.

4% Bonus for the outstanding review

The total costs of the bonus in the organisation are equal to total buses for the 1^st quarter added to the entire bonus obtained in second quarter;

Hence the total is; £9170+ 11,600= £20770

These findings evidence the R&D department evidencing an improved performance in between both the quarters. This is primarily informed by double bonus payments being issued in Quarter 2 owing to exemplary performance. Specifically, it is clear that Harrisson Briggs was issued with £32,500. The increased bonuses are evidence of their increased performance in overall.

Considering the bonus payments, higher payments were evident in Quarter 2 with R&D staff getting double bonus pay increasing the overall bonus cost. The standard bonus pay in first quarter was significantly less since they had been offered to the departments hence lower bonus pay.

Table 2 Data

Feedback for Line Managers

Feedback for Employees

For the trends in table 2 data, it is evident that 88% of the line managers evidence that they lack sufficient training for their appraisal which is a significant issue. Also, only 58% are confident of ratings of employee performance. This is with 32% of line managers agreeing they are in a position of successfully offering feedback and setting achievable target. This is while 82% struggling in challenging the underperforming staff. Conversely, the employees feedback evidence lack satisfaction with 80% of them in disagreement that their line managers give a listening ear to their ideas in review process. Also, positive feedback is lacking where 48% of them note line managers offer constructive input. Finally, approximately 57% note possession of enough L&D opportunities with 45% strongly disagreeing on gaining meaningful feedback offered by line managers.