Integrated Performance-Management Processes for Organizational Strategy and Operational Plans

Activities
Activity 1A
Estimated
Time
90 Minutes
Objective To provide you with an opportunity to analyses organizational strategic and
operational plans to identify relevant policies and objectives to be addressed
in integrated performance-management processes; and develop objectives for
performance-management processes to support organizational strategy and
goals and to build organizational capability.
Activity Written Exercise
 Select 2 electronic HR Information Systems from the internet.
 Review the Performance Management modules of each system.
 Compare the strengths and weaknesses of each module.
 Present a 1500-word report on the results of your research.
 Imagine the report will be read by a senior management team deciding to
choose one of the two products you have studied. They will look for links
to organisational objectives.
You can use the following website for information: .
www.comparehris.com – a site for comparing HR information systems.
Answer:
Introduction
HRIS stand for Human resource information system which is
known to be interaction between human resources and
technology by making use of software (Rajnoha and Lesníková
2016). It merely allows HR activities and processes to be work
through electronic medium.
In the coming pages of report two electronic HR
information system has been reviewed that is SyncHR and
Zenefits. A review has been done regarding the performance
module of each system. In addition, it deals with benefits and
drawbacks of each module.
SyncHR
SyncHR stand out to be a single source of core human
resources, benefits solution and payroll. It comes up with one
data model which is needed for supporting the whole system.
Cloud-based design help SyncHR to provide a real-time solution in
most of the functional areas with the given application (Ishizaka
and Pereira 2016). The system stand out to be suitable for most

of the business in industries more specifically financial services,
property management, professionals services and retail business.
It comes up with a single-core system for recording along with
automatic trigger of action and notifications.
Some of the benefits of SyncHR are discussed below:
 The system aims in connecting most of the things along
with update in real-time.
 It integrates performance management, learning
management and application tracking system.
Some of the drawbacks of SyncHR are discussed below like
 It is known to be worst price of software that has been used
till date.
 The system has lack in most of the areas.
Zenefits
Zenefits is known to be software as a service organization which
aims to offer cloud based human resource information
management platform. The system is very much suitable for
business in managing different HR services like benefits,
compliance, paid off time, health insurance and other things
(Gerrish 2016). Considering the selection of tools, the application
stand out to be helpful in analyzing employee benefits, insurance
direction for most of employees and lastly providing complete
support on mobile. It consolidates the whole tool suites and
features into a single dashboard for providing complete control
and data access to employees. In addition, it is an equipped
platform which can be easily purchased at much lower value (Van
Thielen
et al. 2018). This particular features makes it ideal for
small business.
Some of the benefits of Zenefits are
 The software is great along with good interface for its user.
Overall the product is outstanding.

 The system is great and comes up with helpful tools where
the cost is far less. In addition, the customer support is
completely excellent in nature.
Some of the drawbacks of Zenefits are
 Zenefits make a charge after six months for using PTO
(Paid-time-off) portion for the given platform.
Conclusion
From the above pages of report, it can be concluded that
this report is two electronic HR information system that is Zenefits
and SyncHR. HRIS can be considered as software for big business
and take care of number of activities which is related to
accounting, management, payroll, and human resource. Both
benefits and drawbacks of two system has been discussed in
brief.

Activity 1B
Estimated
Time
90 Minutes
Objective To provide you with an opportunity to design methods and processes for line
managers to develop key performance indicators for those reporting to them;
and develop organizational timeframes and processes for formal
performance-management sessions.
Activity Portfolio of Evidence
 Approach an organisation that uses electronic HR Information Systems.
 Interview the HR manager or other manager who can tell you about their
Performance Management System.
 Obtain copies of the policies they use to guide their Performance
Management processes.
 Ask questions about the strengths and weaknesses of their model(s).
 Write a report of 1500 words summarising the interview and explaining
what you have learned from this action-learning project.
Answer:
Introduction
The organization selected for analysing electronic HR information
system is Deloitte Australia. Performance management system
can be stated as the approach needed for measuring the
employee performance. This stand out to be process by which
firm align their mission, objectives, and goals within the given
resources (Cappelli and Tavis 2016). Different aspects like skills,
knowledge gaps and competency are completely identified by
making use of this method. It can be enhanced by providing
guidance, mentoring, training and coaching to most of the
employees at various levels
Performance Management Processes
Performance management process makes use of rope of channel
and process which reduces conflict and grievances among the
employee and team members (Bititci, Cocca and Ates 2016). Each
of the individuals is very much clear about the overall expectation
from his or her role. Much of the effort is put for meeting the
performance standard. This process can be applied to either
single department of Deloitte Australia to whole of it. This focus
on continuous monitoring and measurement of performance
standard with respect to desired goals and its objective (Amiri and
Nobakht 2016). Proper management of employee performance

stand out to be key objective regarding establishment of this
system in Deloitte Australia. This system stand out to be best tool
which is needed for aligning the overall goal of organization.
Policy for Performance Management Process
The main task of performance management system is that
employee need to have an idea regarding the expected work from
them (Anjomshoae
et al. 2017). It is all about receiving feedback
how the performance activities are expected from them for
distribution of rewards. This is all about identification of some
development opportunities and addressing their performance
which fail to meet expectations (Borgonovi, Anessi-Pessina and
Bianchi 2018). Performance management system aims in
empowering employees so that they have a much greater input to
personal career. It merely helps the manager to identify,
recognize and reward individuals which are based on some
criteria.
Benefits of Performance Management Process
Policy
Some of the benefits of the model are
 Deloitte Australia aims in providing a suitable environment
where most of the employees can have understanding
regarding their impact (Richards
et al. 2019).
 It aims to analyse the contribution along with achievement
for institute goals and provides opportunity for personal
growth
Drawbacks of Performance Management
Process Policy
Some of the drawbacks of the policy are
 Performance management system completely discourages
free-thinking. If the employee fix the achievement of

production number, then they might not approach issues.
Conclusion
From the above pages of report, it can be concluded that this
report is all about performance management system. The system
aims in setting up criteria which are needed for evaluation of
workers production and their contribution. It merely helps the
Deloitte Australia to completely guide their performance which
suit the organization needs and activities. This particular
organization can have achieve its objectives by running different
workers so that they produce specific number of units on hourly
basis. The system can be used by manager to evaluate and
compare most of the employees in proper ways as per goals of
firm. By using this system, this firm can divided workers like
competent performers and over-performers.

Activity 1C
Estimated
Time
75 Minutes
Objective To provide you with an opportunity to ensure performance-management
processes are flexible enough to cover the range of the
organization’semployment situations; consult with key stakeholders about the
processes and agree on process features; and gain support for implementation
of the performance-management processes.
Activity Observation Presentation
 You need to interview three different stakeholders about the way
Performance Management is managed in their workplace.
1. HR Manager
2. Supplier
3. Employee
 Your interview should identify the issues and challenges that come from
managing an electronic performance management system.
 Present your report as a document to the Board of Directors for review. It
should be at least 1000 words. It should demonstrate your ability to
integrate a range of views.
Answer:
Introduction
This can be stated as method of ensuring a collection of activities
and required outputs. It helps in meeting organizational goals in
an effective and efficient way (Kasemsap 2017). It merely focus
on the performance of organization like department, employee,
and processes in order to manage the given task.
In the coming pages of report, an interview has been done with
three department that is HR manager, supplier, and employee.
The next section deals with issues and challenges with respect to
managing electronic performance system.
Three Different Stakeholders
HR Manager
The leaders of organization need to understand their performance
management system needs to be complete functional. The HR
manager needs to evaluate this particular system so that they
can determine if it is effective or not (Jakobsen and Mortensen
2016). In the workplace, the HR manager requires the evaluation

the system if it is effective or not. This is all about identification of
opportunities that helps in improving it (Mulyanto 2018). HR
manager makes use of independent audit as the best way for
appraisal system which affect most of the employee. It results in
overall impact on protected class for legal concern which can
impact any group.
Supplier
Performance management system helps in analyzing problem and
its root cause so that it can be resolved for the benefit of
individual (Perry, Engbers and Jun 2017). Most of the firm
completely depends on-time delivery, reduction of price, best
offered service for gaining much more profit. Successful
management of suppler directly affects the overall quality of
supply chain.
Employee
Effective performance management system can play a significant
role in managing performance in firm. The system helps in proper
employee selection for promotion, transfer, and action needed for
being consistent (Bruskin
et al. 2017). The point should be noted
that right person needs to be matched for getting the right job. All
the employees of organization needs to be highly motivated. Each
of the employee needs to understand that a firm rewards the
achievement. As a result, most of the employees are encouraged
to enhance the overall performance.
Issues and Challenges in managing electronic
performance management system
It is all about development and improvement of performance
effective for most of team members (Thekdi and Aven 2016). Both
manager and team members need to work togetherly for
monitoring, review, and appraisal.
Wrong Design: Performance management system and its
related tool needs to fit with organization needs. This cannot be
used like system duplicacy which is designed and used in other
firm. There is need proper consultation with stakeholders and it
needs to have system users (Bourne
et al. 2018). Performance
management needs to be considered as an ongoing process and
not like an activity which is conducted on early basis.