a. Managers allocate Work to their staff members in accordance with operational plans ensuring that the process remains efficient, cost effective and outcome focused: what methods do they use to allocate/delegate work? b. How performance standards, Key results area and code of conduct are discussed, agreed and confirmed prior to the commencement of work c. Process of risk analysis is done in accordance with the organisational and legal requirements d. Details of formal performance appraisal system used which is consistent with organisational objectives and policies on a continuous basis. e. Process / types of training for managers and staff on performance management system f. Methods used to monitoring and evaluation m of employees performance g. Various ways to provide informal feedback to the staff h. Process for identifying and communicating poor performance and assistance of support services like HR where needed Types of documents used in the performance management process j. An example of a sample performance development improvement plan: you can prepare one for yourself in a tabular format, including the details of activity that you would like to learn and action plan to achieve it k. Process of on the job coaching and counselling for managing underperforming employee 1. The process of due process and termination considering relevant legislations and regulatory requirements 3. Conclusion: Summary and feedback on the working of the existing performance management system 4. Recommendation: suggested strategies to improve the organisation's existing performance management system, explaining why you believe these will be successful