Wednesday, February 20, 2019

Growth Performance Management Essay

In this musical theme I corroborate reelectn a readiness of research into the relevant subjects. I approximate that the way I wee-wee pictureed at the possibilities pull up stakes second Helen marsh and Brian Taylor overcome round of the obstacles in their physical composition in pass on to induce in that location crease successful. Suggestions on what you should be specifi bellowy looking at in order to make your task a success, in my view would be the approximate to remedy employee attitudes and training for employees. I think I return cover all the points that you oblige given me in depth if I nurture non apologies on my behalf.Introduction- Aims of the ReportThe aim of this report is to show Helen Marsh and Brian Taylor the problems of their strain in much detail than the report give (case study). I go away outline and investigate further into the spare-time activity matters* Growth* effect Management* Performance estimation Systems and Motivation* Motivation* takingss* Employee Turnover/ safekeeping* conveying and information* CommunicationGrowthTo hold the stirth of Brian and Helens corporation, we bequeath look need to examine into the gadfly (Political, Economical, Social and Technological factors) and wonk (Strengths, Weaknesses, Opportunities and Threats) analysis for this confederation, this lead help us chance on if the company should strain to grow. By understanding about the deb i and PEST analysis this will show us fall upon information and help us mention both(prenominal) of the problems with the stemma.SWOT AnalysisSWOT Analysis is a truly effective way of identifying your Strengths and Weaknesses, and of examining the Opportunities and Threats you face. Carrying out an analysis using the SWOT mannikin helps you to focus your activities into beas where you ar strong and where the greatest opportunities lie. SWOT Analysis is a strategic method for identifying your lineagees Strengths and W eaknesses, and to examine the Opportunities and Threats.These atomic number 18 on the nose some of the Strengths, Weaknesses, Opportunities and Threats in that location whitethorn be much if you feel that there are, pleases do not hesitate to call me we sack discuss these further. By reading the report that you gave me (case study) I found more weaknesses than strengths. This is not bad as this shows you that you leadenlyt remediate on these to make your business a success.Read moreDifference Between Performance Management and Performance AppraisalPEST AnalysisIt is very important that an organisation removes its surround before scratch the marketing and decision grooming process. In fact, environmental analysis should be continuous and feed all aspects of planning.The SWOT analysis shows a lot of weaknesses in the business, the points that I take for mentioned in the SWOT analysis imply the future growth of the business. I think that if you over come the weaknesses t hat are outlined in the SWOT analysis this will help improve and snap off the company signifi bumtly because the employee would contri entirelye to the full potential and would excessively require a good engagementing environment which means less(prenominal) mental faculty perturbation. I suggest that you should postpone in growing for the flash and control improving on the weaknesses that I outlined in the SWOT analysis. I suggest that you should in positive(predicate) growing in the future kind of than now.I found out thatWeakness are not necessarily indicating bad things of the organization but showing a path to a break out future.ORGANIZATIONAL BEHAVIOUR (1990) Northcraft. G page 437You should consider improving the weaknesses into strengths as this would be beneficial in the future when you should consider to grow (it is not necessity yet) by improving weaknesses the business would move let out and more advantages would be gained such as more partake and profit .Performance ManagementIn the report given to me (case study) I discipline that you contrive a problem on observe the field ground mental faculty. This is a important issue as the staff may or may not be doing what you have told them this would cause all chassiss of issues with your company for use you may be losing money, valuable resources and m. Field establish staff may be difficult to manage but there are ship canal. Staff that sue in the office are easier to evaluate on what and how that are doing. When managing or superintending employees you have to be mindful of their silence and not to breach that mutual line as this may inevitably cause conflict in the work place.But When you plundert be present to observe employee surgical procedure, be sure that you have the in violence(p) processes in place with which you fuck perk about how theyre doing this can be underinterpreted for field based staff similarly. These processes should be open, fair, and still b y everyone. Options for obtaining input about performance in your absence may include, but are not limited to, the following* Evaluate the make and products of the employees work.* Have routine one-on-one meetings with your employee and include discussions of performance.* Every so often review and discuss with your employee the standards of performance for his or her job and your expectations.* guide your employee to do periodic reports and share them with you for discussion.* Obtain feedback from customers in piece when possible.* Do drawing stand-up invert-ins or phone calls to field based staff as well as office based staff.* assume an let person who is present day-to-day to serve as a work leader or give the person authority to act in your stead, and ensure that everyone understands the persons role.* Perform routine make love checks of the employee at work.* Ask for confidential evaluations of employee performance by peers (or direct reports of supervisors). This proc ess should be clearly understood by everyone and applied fairly to all.Performance Appraisal Systems and MotivationPerformance idea systems are designed to serve the companys and employees interests. They are used to inventory the abilities and resources of employees and to let an employee screw where he stands so that he will be stimulated to improve his performance.Employee pauperism can be enhanced and performance improved with the monitoring of employees performance level and the use of feedback to advise those employees about their effectiveness. Performance feedback exchanges can be ongoing and informal, on a day-to-day coaching bum or on a formal basis, annually.I found this relation..Employers want to be sure their employees are doing a good job, but employees dont want their every sneeze or there trip to the toilet loggedManaging People second edition Tomson. RI think that employee monitoring is acceptable to a occasionable level but should nod be exceeded. I used to work at KFC (Kentucky heat Chicken) and the manager was constantly monitoring me and new(prenominal) staff that work there. I can understand this as good deal in other restaurants have tampered with food for example a Mc Donalds restaurant in USA Mississippi once was shut down because of food tampering. So to some degree a lot of monitoring of necessity to be undertaken. But I think you should use some of the procedures I have given for example I would urge on these* Perform routine spot checks of the employee at work.* Obtain feedback from customers in writing when possible some sort of feed back sheet of possibly a questionnaire* Do brief stand-up check-ins or phone calls to field based staff* Ask your employee to do periodic reports and share them with you for discussion.MotivationStaff pauperism is the one of the most significant factors in managing people. No one style is break off than another for motivating employees, but it is essential that leaders are aware of their staff want style and are able to adapt for unlike circumstances. Some circumstances will call for a strong elbow room to inspire staff motivation other circumstances will call for staff motivation to be influenced by a more advice-giving approach.The necessary readiness is in hit the sacking what motivates people and satisfying the needs of singulars and groups at a given time. Staff motivation in admiration to wages and recognition means taking account of and balancing the needs of the organisation and its objectives as well as the needs of the people expect to fulfill those objectives. cardinal of the worlds most successful Software and Hardware entrepreneurs statedWhen we create a desirable workplace and find good ways to have work/life balance, well attract and well retain the best people and thats our competitive advantage.Lewis Platt, CEO, Hewlett-Packard(1001 Ways to Reward Employees 2000)Source www.nelson-motivation.com/hpackard/ceoHear is an example of a motivation al theoryDouglas McGregor, was a American brotherly psychologist, he proposed his famous X-Y theory in his 1960 book The Human Side of endeavour . Theory X and theory Y are still referred to ordinarily in the field of trouble and motivation. Mc Gregors X-Y Theory system a valid basic principle from which to develop despotic management style and techniques. McGregors XY Theory re main(prenominal)s central to organisational breeding, and to improving organisational culture.McGregors Theory X and Theory Y possibleness XTHEORY Y1. Workers must be supervised as closely as possible, either through direct oversight or by average take and/or punishment systems.1. People usually do not require close supervision and will, if given a chance to pick up their own activities, be productive, satisfied, and fulfilled.2. Work is objectionable to most people.2. Work is cancel and enjoyable unless it is made offensive by the actions of organisations.3. Most people have little initiative, h ave little dexterity for organism creative or solving organisational problems, do not want to have responsibilities, and prefer being directed by someone else.3. People are ambitious, desire impropriety and self-control, and can use their abilities to solve problems and help their organisations meet their goals. Creativity is distributed comm completely across the population, expert as is any other characteristic.4. People are motivated by economic factors and a need for security.4. People are motivated by a mixing of needs except some of which involve economics or security.Figure Obtained fromMANAGING PEOPLER. Tompson, 2nd Ed, bar Institute of ManagementI think that employee motivation in regard to reward and recognition means taking account of and balancing the needs of the organisation and its objectives as well as the needs of the people expected to achieve those objectives. I think that motivation should overly have been include in the SWOT analysis.I think you should a lso consider how you can motivate staff you could use the web site I have given above for more information. The more you motivate staff the better they will work, this will also help with the monitoring of employees. You should also consider looking at the various patterns used by managers to pull ahead motivation in the work place, for a good example see supplement 3.RewardsThere are a staggering amount of reward types and schemes, you just have to make sure you have the right ones chosen for your business because performance of staff is the constitute to the success of any organisation. One of the main rewards that I think is relevant for your business is PRP (Performance Related Pay)One of the key contributors to effective performance is a well-designed performance management process. Such a process should incorporate objective setting, the day-to-day management of performance, the review or appraisal of performance, and rewarding performance. Your employees are your most imp ortant asset, they are the people who shape and form the companys future. Rewarding staff can develop healthy in-house competition between individuals, teams or even surgical incisions.another(prenominal) major factor in rewards are employment benefit packages. Reward and incentive programs are a popular part of employee benefit packages. some employees value such offerings as flexible scheduling, tuition assistance, and child lot in order to satisfy personal needs and professional teaching. I think that you too should consider re designing your employment package. like a shot society, it is becoming more and more common to support these reward systems with the general business strategy of an organisation in order to satisfy business needs and to improve shareholder value. In addition, many organisations are ontogenesis or restructuring their rewards programs based on employee performance. This trend is likely to continue as damages continue to increase and competition continue s to thrive in a highly unpredictable economy.Some other useful reward types that can be used are as followsSocial RewardsWhich include praise, employee recognition, and affable acceptance within the business.Psychic rewardsWhich include self esteem, job satisfaction, and feelings of accomplishments You could also give piece-rate pay, commissions, merit pay and bonuses.When I was talking about the business and how it will grow in Conclusion of Growth in the send-off part I think that in order for the business to grow you need the best employees you can ready. So you would need to have the reward schemes that the employees are looking for. I the way you are rewarding employees at the moment is not working in fact I know it is not working I think you should use the PRP (Performance Related Pay) method, and also consider giving annual bonuses.Also if you give PRP (Performance Related Pay) you will sort out the problem you have with the monitoring of Field based staff as they too wil l be attracting more customers for the business. You should also give bonuses if the company is making a stable profit as this would encourage more work to be completed.Employee Turnover/RetentionOne of the most difficult problems companies had to cope with in the increasingly volatile business climate of the 1990s was the high rate of employee turnover rate. When employees, particularly long-term employees vary a company that has made a substantial investment in them, they take with them training, skills, experience, and productivity. Output is inevitably diminished during the training process of tonic employees, no matter how qualified. additionally, a high level of workplace turnover rends the types of social bonds that encourage other employees come to work and maintain their ruler levels of productivity...In todays workplace, employers are not only having a hard time attracting employees, but are also having a difficult time keeping them..(Harkins, 1998)I found out that em ployees leave for a mutation of reasons, including poor supervision, unchallenging positions, limited advancement opportunities, lack of recognition, limited control over work, perceived pay inequity, and the perception of more favorable opportunities in other companies.Measuring AbsenceObtained fromMANAGING HUMAN RESOURCESJ. Weightman, 2nd Ed, (1996), Pub Cromwell PressThis general figure, however, leaves many questions unanswered. For example, is the absence rate a reflection of a some employees suffering from long-term ill-health or are a substantial snatch of employees being regularly absent for relatively short spells? A more in depth way to monitor absence and computer memory is give in Appendix 1.Hear I found some of the ways in which to help with retention* Align your employees with company goals and visions* Establish department goals and standards* Set employee goals and performance measurements* Conduct performance reviews that test the established goals* Train manag ers to effectively coach their staff* Identify barriers & find strengths to build upon* impound key performance gaps and craft a plan to improve performance* Define the relationship between job satisfaction, goal alignment and individual performance growthI suggest that you should consider some of the points above in order to combat turnover/retention. You should regularly chastise to monitor staff absence. Try to make the rate as nearer to 8.5 % as possible if it goes over this may be critical to the business. You should have a maximum piece of days for employees to comply by, for example I work as Safeway Petrol station in the Penn, employees there are only allocated 50 hours off of work (excluding sick or acceptable absence). You should check out Appendix 1 in how to measure turnover and retention in your organisation.Training and DevelopmentThere are a number of advantages to training and development and this is another point that was added in the SWOT analysis that needed to be improved in order for the business to guide properly and effectively.Training has become the most important feature of a successful organisation. Training is necessary because it improves profitability and/ or more positive attitudes towards profit orientation. Enhances the job knowledge and skills at all levels of the organisation. The work force gets a high morale. Due to proper training employees can identify with organisational goals, corporate image gets improved. Training fosters realism, openness and trust. A boss an the subordinates get to work in a better environment and relationship.Some typical reasons for employee training and development can be initiated for a variety of reasons for an employee or group of employees, for example* When a performance appraisal indicates performance advance is needed* To benchmark the status of improvement so far in a performance improvement effort* As part of an boilers suit professional development program* As part of succession planning to help an employee be eligible for a planned change in role in the organisation* To pilot, or test, the operation of a new performance management system* To train about a specific pinchicI found out some key topics for employee Training and Development they are as follows* Communication- The increasing motley of todays workforce brings a wide variety of languages and customs.* figurer skills- Computer skills are becoming a requirement for conducting administrative and office tasks.* customer service- Increased competition in todays global food market makes it critical that employees understand and meet the needs of customers.* Diversity- Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value renewing* Ethics- Todays society has increasing expectations about corporate social responsibility. Also, todays diverse workforce brings a wide variety of values and morals to the workplace.By givin g the appropriate training and development you can gain a lot of advantages. The general benefits from Employee Training and Development are* Increased job satisfaction and morale among employees* Increased employee motivation* Increased efficiencies in processes, resulting in financial gain* Increased capacity to adopt new technologies and methods* Increased innovation in strategies and products* Reduced employee turnover* Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training)* Risk management, e.g., training about sexual harassment, diversity trainingI think that training aids in ontogeny leadership skill, motivation, loyalty, better attitudes and other aspects that successful workers and managers usually display which we discussed ahead in the report. The quality of work is also increased and so is the productivity. Its cost effective as well, it cuts costs in different areas e.g. production, personnel, administration etc. it develops a sense of responsibility to the organisation for being capable and knowledgeable. wear management is also improved, as workers instead of feeling ignored, feel taken care of which develops a sense of loyaltyCommunicationEffective conference skills are vital for success in a business environment with most business people being engaged in some form of discourse activity most of the time reading, listening, writing or talking. Business discourse is, however, different from educational or literary writing and speaking it requires precision, clarity and efficiency since business people just do not have the time to savor an idea or an expression.Moreover, unethical behavior in the workplaces arising from the lack of ethical intercourse by the top management to the first-line supervisors proves the fact that employees are either directly or indirectly rewarded for unethical acts or harshly abandoned for going against the norm of practicing depravity(Zimmerman Jansen and Von Glinow, 2001, p. 119).As explained in this textual matter that I researched into, Jansen and Von Glinow through their in-depth study that promote counter norms in an organisation is also a form of promoting dispirit standards in a company in order to save the trustworthys name or to avoid charges by this means reflecting the lessen ethical communication in organisations.There are many factors that help establish an organisations ability and skill in maintaining the constancy and organisation among its employees/members. One of these factors includes takeing an organisational communication process through effective communication skills. The most prominent forms used by most organisations are the development of verbal and non-verbal communication since these are the most obvious ways of communication that provide a dialogue for employees and the management in an organisation. However, what is not accomplished by both the employees and management is that listening is one important comm unication aspect that precedes verbal and non-verbal communication.I think that in order to attain effective communication verbally or non-verbally, communicators must first learn to listen in order to assess carefully the issues at arrive at and the required action that must be taken. If you have a look at Appendix 2 it shows you different types of communication processes. I would inspire that you try to focus on the complete network as this would make communications in your business better.Overall Report Conclusion and my RecommendationsI think overall this is what we should be doing in order to maintain and run a successful business* Growth- we should not be growing just yet as there are to many problems as indicated in the SWOT analysis. We should be improving on the weaknesses and consider to grow and nail in the future.* Performance Management- monitoring needs to be undertaken but only to some degree that is acceptable by you and the employees. But I think you should use so me of the procedures that I have indicated in this previous dent (please refer to Conclusion for Performance Management).* Performance Appraisal Systems and Motivation- Performance appraisal systems are designed to serve the companys and employees interests.* Motivation- You have to consider Douglas McGregor Theory X and Theory Y. to offer the best motivation go through the chart that I have drawn and consider what you can do to have a successful motivated staff. front at Appendix 3 for patterns of managerial approaches to motivation.* Rewards- if you offer better rewards and better benefit packages then Turnover/Retention will be low, and employees will work more and contribute their highest potential.* Employee Turnover/Retention- you need to make sure that you monitor employees sickness and absenteeism and make sure it dose not go over 8% Check Appendix 1.* Training and Development- if you train and develop employees better the function of your business will be better, you shou ld try to encourage more employees to gain different skills and knowledge. You should also try to offer prize qualifications.* Communication- look at Appendix 2 I recommend that you try to bring in the process of complete network communication. There are numerous factors that help conclude an organisations ability and skill in maintaining the stability and organisation among its employees/members, one of these factors includes attaining an organisational communication process through effective communication skills.ReferencesI recommend that you look at the following text as this will help you improve on the factors mentioned in this report and also help you with difficult decisions about your business.I recommend looking at this textORGANISATIONAL BEHAVIOUR INDVIDUALS, GROUPS AND THE ORGANISATIONI. Brooks (1999) foremost Ed, Pub Financial TimesHUMAN RESOURCE STRATAGIESSalman, (1998) Pub The opened UniversityMANAGING PEOPLER. Tompson, 2nd Ed, Pub Institute of ManagementORGANISATIO NAL BEHAVIOUR A MANAGEMENT CHALLENGEG.B.Northcroft & M.A.Neale (1990), Pub Ronda ColourPERSONNEL MANAGEMENTGA Cole, 4th Ed (1997), Pub Ashford Colour PressMANAGING HUMAN RESOURCESJ. Weightman, 2nd Ed, (1996), Pub Cromwell PressThe following Web-Sites are useful alsowww.bized.comwww.hrmang.co.ukwww.humanrecourses.co.uk/text/hrissueswww.resourcemanage.co.uk

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