Name:
Institution:
End Year Performance Review
The end year performance review is an exercise conducted by the human resource department in order to evaluate the professional development of Petrochemical Company employees. Over the last one year, I have performed my duties effectively and efficiently. As the manager of the electrical section, I have been reporting to the senior manager of the maintenance department. Conversely, I have fifteen employees working under my section. In addition to the supervision, I am also tasked with several other duties such as mechanical maintenance, and developing and implementing quality assurance systems to evaluate and monitor the performances of individual employees and that of the entire electrical section. While performing these duties, I was able to realize my strengths and weaknesses.
Strengths
In regards to my strengths, I was able to identify three principal behavioral traits that had a substantial impact on my performance. Firstly, I valued teamwork by all employees within my section. Personally, as a team player, I was actively involved in conducting joint activities with my subordinate employees. I realized that through teamwork, I was able to socialize with my employees on a personal basis. Not only did this strengthen the bond within the electrical section, but it also enabled me to identify the strengths and weaknesses of all my employees (The Advisory, Conciliation and Arbitration Service, n.d.). The teamwork in my section encouraged employees to prioritize departmental success over their individual achievements. It also helped in improving efficiency and personal development because I was able to learn from other employees and give advice to other team members during brainstorming exercises (The Advisory, Conciliation and Arbitration Service, n.d.).
Secondly, I considered myself as a good motivator and dispute handler. During the year, there were several challenges that were encountered by the electrical section. There were instances whereby conflicts among staff members led to feuds, which had a direct impact on the section’s performance. Moreover, I witnessed conflicts between individual goals and departmental objectives. These three events had negative impacts on the performances on my employees. Through mediation and motivation, I was able to help all employees to overcome the obstacles that were hindrances to overall performance. Thirdly, I was able to absorb human emotions such as anger and frustration. In some instances, attaining efficiency was exceedingly difficult. Furthermore, there were days when we had to meet exceedingly short timelines in order to maintain efficiency. Moreover, there were occurrences when some employees failed to follow instructions that were straightforward. Through emotional control, I was able to continue with normal operations despite my psychological problems.
Development Needs
Despite these successes, I faced several challenges that can be eliminated through certain strategies. The greatest challenge was a lack of necessary mechanical skill required to perform specific operations. In most instances, I had to seek advice from my senior manager or other lower level managers. I have identified two action plans that will improve my managerial skills. The first action plan is enrolling for a Masters in Electrical and Electronics. The second action plan is to identify a mentor within the company who shall be particularly instrumental in providing me with the necessary support required to solve problems, navigate the organizational culture and advance my career (Abbajay, n.d.). This will significantly improve my theoretical and practical skills. In turn, I will be in a better position to provide quality services to my section and the entire company.
References
Abbajay, M. (n.d.). The Working Life: The Importance of Workplace Mentors. Washington, DC: Careerstone Group.
The Advisory, Conciliation and Arbitration Service. (n.d.). Teamwork: Success through People.London: The Advisory, Conciliation and Arbitration Service
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