...In this essay, the main issues and challenges for organisations in implementing performance management systems will be explored as well as the specific skills needed by managers and human resource practitioners to address these issues effectively. Performance management systems are important tools and have significant impacts on the overall performance of organisation as well as the development and retention of high-performing and high-potential employees. Before exploring the issues and challenges when implementing performance management systems and identifying the skills required to addressing them, performance management system and process will need to be defined. A performance management system is, ‘the formal, information-based routines and procedures managers use to maintain or alter patterns in organizational activities’ (Simons cited in De Waal 2003, pg. 688). Tovey et al. (2010) describes it as a process that is based on a set agreement between individuals and their managers where a mutual understanding of what needs to be achieved and the standards by which to achieve them exists; aiming to manage and develop people through their day-to-day responsibilities, ultimately contributing to organisational objectives and results. Osmani and Maliqi (2012) refers to it as all the activities that are undertaken to ensure the objectives of an organisation are being met effectively, such as identifying these objectives, the results needed and effective ways and drivers to achieve...
Words: 2278 - Pages: 10
...Managing Performance Bus 3040 with Professor Lori White By: Sonya Taylor Why Manage Performance? “There are many things you can do to avoid failing as a manager. You can set clear expectations. You can highlight the underlying purpose of people’s work. You can correct people when they do something wrong. And you can praise people when they do something right. If you do all these things often and well, you will not fail as a manager” (Buckingham & Clifton, pg 171). Managing an employee’s performance encompasses all of the things mentioned above. Wikipedia defines performance management as “activities which ensure that goals are consistently being met in an effective and efficient manner” (Wikipedia, 2012). Actual performance management can be done in many different ways and can be formal or informal. At Nationwide Insurance the formal process for managing performance is the MBO process, or Management By Objectives. At Nationwide, every employee receives their MBOs during the first quarter of the year. All MBOs follow a top down format which basically means that even the executives have MBOs and all subsequent employees have their MBOs built to follow. The Product director’s MBOs will be different from the Sales Director’s MBOs, but the product associates’ MBOs will almost mirror those of their supervisor and he of his, etc. There is a formal process in place for receiving feedback on MBOs. Part of the process is for each associate to log into the...
Words: 1064 - Pages: 5
...September 2012 Managing People and Performance Assignment Student ID#: 82081035 Word Count: 4779 Managing People and Performance Assignment brief Provide a very short introduction to your organisation, and your role, to provide a context for your assignment. Based on your own organisation (or part of the organisation): a) Identify, with justification, a critical issue relating to people that impact on effective performance within the organisation. In justifying your chosen issue, you should analyse the organisational context using the course materials to show how the issue has arisen, and the impact that it has. (40% of the marks) b) Based on your analysis, develop your recommendations and an outline plan to address the issue to improve organisational performance with clear justification for your proposed approach. (20% of the marks) c) Identify the benefits that you expect to achieve from your recommendations and how these might be measured to know if the benefits have been achieved. Include theories and models from the course materials to support your expectations of the potential benefits. Also identify any major risks that might jeopardise the success of your recommendations. (30% of the marks) d) You should finish your assignment with a reflective statement that includes: – how insights from your elective pathway have influenced your choice of issue and impact on your analysis, recommendations and expected outcomes or your thinking about managing people – the value...
Words: 5541 - Pages: 23
...Managing Individual Performance Abstract A team leader is faced with many responsibilities, from the beginning to the end, of everyday operations that occur within organizations. An individual's personality plays an important role to the success of the team. Personality is also important to take into consideration how the team's dynamics may formulate once the team is working together. Will the various personalities raise conflict on interest? Will this impact completing tasks and reaching tram goals? Is it important to make sure a team leader selects members than they can motivate? Using techniques like MBTI and the Maslow's Hierarchy to ensure optimal productivity within the group. This paper intends to demonstrate the outcome of the simulation Managing Individual Performance and the way that these two techniques were used to get to this outcome. Managing Individual Performance The best criteria for selecting team members are an individual's interest in the overall plan and the facilitation skills they possess. Teams need facilitators more than they do leaders, especially if numerous stakeholder groups are involved. The facilitators should have adequate training and should not have a personal interest in the specific project's outcome. The facilitators, then, will not be tempted to use their power to force personal agendas on team members. (Bill Roth) When selecting the team members, be sure to evaluate their interpersonal and communication skills as well as their...
Words: 1837 - Pages: 8
...PHASE 5 IP – MANAGING EMPLOYEE PERFORMANCE HRM315-1301B-09 Managing Employee Performance The company that I chose to do my project on is TacoBell. I choose this company since I work for them. I figured it would be easier to do a project on a company that I currently work for. I would be able to talk to the HR department, more importantly the head of the HR department, Sharon Smith. When I talked to her last week, she had been working for this company for 15 years. She told me that she started out as a Team Member, then made her way to the restaurant General Manager, then to the Regional Manager and finally to the head of the HR department. She told me that working at Taco Bell have been the best job she has ever had! She wishes she could have started out working here when she was 16. (She started when she was in her late 20s). There are many different jobs available at the Taco Bell Company. You could start at the bottom being a Team Member or if you are lucky, you could get into the main office in Irvine, California where you could be anything from the Finance Department to the Marketing Department of the company. The different positions I choose to do my research on are the Crew Member, Information Technology Department, and the Marketing Department. When I researched the Team Member position, this was the easiest one to find information about. I started as a Team Member. When I first got my position as a Team Member, I filled out the application on-line...
Words: 1013 - Pages: 5
...1. Introduction Organizational effectiveness is paramount to the success of any company, whether this relates to a Small or Medium Enterprise (SME) or a much larger global organization. Therefore it is essential that business leaders have a firm understanding of all aspects that contribute to organizational effectiveness; this includes an understanding of how individual differences contribute to this. This paper considers how organizational effectiveness can be enhanced by organizations having a thorough understanding of individual (employee) differences and how these differences affect the contribution of the individual on the business. Additionally this paper considers how organizations may exploit this knowledge and gives consideration to the most significant barrier to such exploitation. 2. Organizational Effectiveness All organizations strive to be effective and much effort is expended in achieving and measuring organization effectiveness. Whilst the definition of ‘organization’ does not necessarily have to relate to a business or company in every instance, for the purpose of this paper the term will relate to a ‘business organization’ and therefore organizational effectiveness will relate to achievement of organizational goals or business objectives. “From the perspective of an employee, the extent to which an organization can provide satisfaction of the needs associated with the following range of variables is a major consideration in...
Words: 2638 - Pages: 11
...Q – 1 To: The Directors, Marstons Group From: Financial Analyst Date: 16 December 2011 Subject: Performance Analysis 2008-2009 Introduction The following contains a detailed report of Marstons Group’s performance for the year ended 2009, compared with its performance for the year ended 2008. The report also contains calculative analysis of the company’s performance in the past financial year and its variances from previous year’s performance. Trend Analysis A vertical and horizontal trend analysis has been performed so as to detect any major variance in the organization in the past two years. Comprehensive Statement of Position Vertical Analysis There has not been any significant change on the non-current asset side of the organization apart from the decrease in Property, Plant and equipment & increase in deferred tax assets. A part of the Property, Plant and equipment has been either depreciated or sold leading to a negative variance of 2.2%. The reserve for deferred tax has been increased by 0.5%. Goodwill, other intangible assets and other non-current have been stable. Total non-current assets have decreased by 1.6%. The current assets have shown a positive variance of 1.6%, this is mainly due to increase in cash balance from £60.1m in 2008 to £91.3m in 2009. One of the main source of cash was the issue of shares. However, long-term financing does come at a price in the form of future dividend payments. Even though there has been fall...
Words: 4265 - Pages: 18
...Assessment 1 – Written Report 1. Recommend changes required in current policy and procedure * Vacant position: it is important to determine whether a vacant position is still required and specifications need to be updated. * Position description: needs to be very specified and consistent with policy statement * Interview preparation: various techniques could be used to improve the preparation process * Interview applicant: make sure selected applicant meets the requirement of quality trainer with high level of experience. * Reference check: All reference checks must comply with relevant laws including anti-discrimination, access and equity and privacy and confidentiality. Make sure not to use offensive questions that could be considered discriminatory, such as questions relating to marital status, physical appearance, and sexual preference. * Job offer * Induction procedure: After job offer, a well-established induction process must be carried out to make sure new trainers understand the policies, procedures and culture of BS Training and fit into the company quickly. * Add goals and mission of BS training. 2. Recommendation to revise BS training recruitment policy and procedure: * Underlying philosophy of the policy: give reasons why the policy is revised * Policy purpose: what does the policy aim to accomplish * Applicability: how is the policy related to the mission * The procedure need to be consistent with...
Words: 826 - Pages: 4
...The customer care of CTS Unit: Customer care Group Award: The Financial Service SCN: 135667390 Candidate’s Name: Ru Jun Wei HND Centre XianDa College of Economics and Humanities Shanghai International Studies University Supervisor: Geoffery Date: 23/4/2014 Table of Content Introduction 3 Introduction of the China Travel Service company: 3 History: 3 Today: 3 Future: 3 The reason to choose the CTS 4 The suitability of standards for customer care which have been set by the organization. 4 The mission statement 4 Analyze 4 Comment the standard set by company 5 To employees 5 To customers 5 Comment 5 Compare with the international aviation industry standard. 5 To employees 6 To customers 6 Compare with this company 7 The effectiveness and efficiency of China Travel Service` s customer care strategy. 8 The human resource department 8 The financial department 8 Comment: 8 Suggestions 9 1. Improve the customer care efficiency. 9 2. Improve the customer aftercare. 9 Reference 10 Introduction This report is to present about the customer care of China Travel Service, and in this report will introduce the details of China Travel Service and its customer care, and some suggestions...
Words: 2290 - Pages: 10
...Submited By : Guided By: Ashok Tiwari Dr. Deepak Sharma Roll No- 05 PGDM-Ex (2014-15) HR CASE Conflict Management among Employees New Power Company Limited (NPCL), an electric power distribution company for last 20 years. They have a total manpower of 250. When the company started its operation in the year of 1994, they had less than 20 employees and it remained below 60 till four year ago. The majority of current 250 employees i.e. nearly 160 were in operations department which was considered to be most important department of the organization because its business was to provide smooth and quality power supply to the consumers of its licence area. The company was growing at the rate of 17%. This high growth rate was mainly due to urbanization and industrialization of the licence area of the company. So, to ensure good power quality, company need to robust it network and other related activity so that they can meet the demand and achieve maximum consumer satisfaction. Operations department was headed by Mr. Sohom Mukhopadyai. As the Head of Operations, Sohom was responsible for all the operations related activity like maintenance of network, control room, Mains, Loss Control Cell, Transformers, Testing, Metering and all the activity which ensures the quality power supply to their consumers. Thought the maximum workforce was in operations department, it becomes the responsibility of Mr. Sohom to ensure efficiently utilization of workforce. So...
Words: 689 - Pages: 3
...Measuring Performance at Midshires Hospital At the Midshires hospital management can use quantitative and qualitative data to measure performance. Quantitative data is measured through numbers and statistics. Management at the hospital use quantitative data by rating staff performance out or 100. Qualitative data is written this can come in the form of opinions and surveys, management can use this to evaluate the performance of staff as management can get patients to fill out questionnaires on their performance. Management at the Midshires hospital can give their staff targets to reach to measure performance. For example the diabetes ward may have a numerical target to reach in order to not receive disciplinary measures. Staff at the hospital may be given targets to reach to gain a reward or bonus for exceeding targets, this will increase both motivation and performance as staff will aim to complete the target so they can get or bonus or avoid disciplinary. When setting out these goals management will need to make sure the targets is S.M.A.R.T. Specific – The target has to be clear. For example management at the hospital may want to improve waiting times at the hospital; management can break this down by looking at what departments spend longest treating their patients and retraining them to help them become more efficient. Measurable – The targets set by the hospital need to be time specific so the department can measure their progress. The hospital can do this by putting...
Words: 1404 - Pages: 6
...Leadership: Managing Director of Hayasa In a small team of strangers, like the one thrown together for this module, the Managing Director should be the source of leadership and control over numerous responsibilities and functions of their team. • They should pursue the successful completion project goals. • They should keep the team motivated and happy, • They should ensure that the team is giving sufficient effort to the task. The Managing Director should be the most influential and important member of Hayasa car company. The behaviour of this person directly affects the behaviour of his or hers group members, therefore they must show certain key traits and attributes which will exert their leadership and control into the performance of the team, but also themselves. For Hayasa, the leadership was the key factor which influenced and built the group dynamics, the behaviour and motivation of the members during the practical, but also is what I believe the key problem to our lack of success in three years of trading. “The power and influence perspective focuses on the use of power by effective leaders. Two major themes have been identified: a) social power: how leaders influence followers (b) social exchange: discusses the give-and-take relationship between leaders and followers through which leaders are themselves influenced as they try to influence others” (Bensimon et al., 1989) My questions on the lack of social power our Managing Director would...
Words: 3275 - Pages: 14
...Morgan Stanley: The 360 Performance Evaluation Process ▪ 1993: Morgan Stanley (MS) implements firmwide 360-degree evaluation process for over 2,000 professional employees at cost of over $1.5M. ▪ MS’s HR department is called Office of Development; Chief Development Officer is Tom DeLong The New System: ▪ Guiding Principle: 360-degree feedback solicited from: o Superiors o Peers o Subordinates o “Internal Clients” ▪ The Process: ▪ Professional Employees identify folks in Firm with whom they regularly interact. ▪ List of Prospective Evaluators (Evaluation Request Form or ERF) is reviewed by evaluatee’s manager. ▪ ERF submitted to Office of Development ▪ Office of Development distributes eval forms to the people on the ERF, collects complete evaluations and processes them into Year-end Packet for each evaluatee. ▪ Concurrently, each professional completes a self-evaluation ▪ Evaluation Criteria: ▪ A big challenge was deciding on criteria. 4 broad categories won out: • Market/Professional Skills (analytical skills, market knowledge) • Management and Leadership ...
Words: 513 - Pages: 3
...OLDTOWN BERHAD (797771-M) OLDTOWN BERHAD (797771-M) (Incorporated in Malaysia) (Incorporated in Malaysia) The Board of Directors (“the Board”) of Oldtown Berhad (“the Company”) recognises the value of good governance and believes that a high standard of corporate governance will deliver long-term sustainable shareholder value. The Board is committed to ensure good corporate governance practices are applied throughout the Company and its subsidiaries (“the Group”). This Statement sets out the key aspects of how the Company has applied the Principles and Recommendations of the Malaysian Code on Corporate Governance 2012 (“MCCG 2012”) during the financial year ended 31 March 2014 and any non-observation of the Recommendations of MCCG 2012, including the reasons thereof, has been included in this Statement. Principle 1 – Establish Clear Roles and Responsibilities 1.1 Clear Functions of The Board and Management The Board leads the Group and plays a strategic role in overseeing the Group’s corporate objectives, directions and long term goals of the business. The Board is responsible for oversight and overall management of the Group. The Board Committees are established to assist the Board in discharging its responsibilities. The Board delegates specific responsibilities to three (3) principal Committees, namely the Audit Committee, the Nomination Committee and the Remuneration Committee. All committees have written terms of references and operating...
Words: 6032 - Pages: 25
...Manager’s Job in Context Contents Introduction……………………………………………………………………………………3 The organization……………………………………………………………………………… 3 Job Description of a manager in an organization......................................................................4 Organizational Structure...........................................................................................................6 Internal and external interactions of Managers.........................................................................8 Recommendation......................................................................................................................9 Conclusion...............................................................................................................................10 References...............................................................................................................................10 Introduction Organizations can be considered as a system which consists of a numerous number of people who coordinate and work together to achieve the common goal. Organizational behavior is the set of actions performed by the individuals or the attitudes of the individuals in a particular organization. For a manager it is very essential to study and understand the organizational behavior as it will assist him to identify and correct problems, establish necessary changes etc. Management or managers plays a vital role in organizational behavior and in achieving...
Words: 2054 - Pages: 9
