This report discusses the role of performance management system in improving employee engagement and commitment. It also explores the benefits and challenges of team-based reward systems for organizational performance.
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TABLE OF CONTENTS INTRODUCTION...........................................................................................................................1 Role of Performance Management System.................................................................................1 Team and Team Based Reward System for Organization Performance.....................................3 Performance Management System to Improve the Employee Engagement and Commitment...5 CONCLUSION................................................................................................................................6
INTRODUCTION Performance management system are explained as a systematic approaches that is used by the organization to measure the performance of the employees. By using this tool organization alignstheirgoals,missionsandobjectiveswiththeavailableresources.Performance management is one of the most important functions that is used by the business organization to align the performance of the employees as per the goals and objectives of the business organization(Sharma, Sharma and Agarwal, 2016). There are different elements are important part of the operations of the organization. Along with the functions like Human resource management, marketing, finance, sales, operations and technical department. This report is providing the brief of performance management system that is used in the Brick Co. the importance of team and team based reward system will be stated in the report. Process of utilising a performance management tool in organization also will be explained in the report. The elementslikeemployeeengagementandcommitmentwillbealignedforperformance management. The processes used for performance management can help the organization to gain maximum performance on the target market. Role of Performance Management System The main role of the performance management tool helps the organization to improve its value by taking feedbackand implementdifferentanalysiswith in the business system. Performance management works as a business cycle which is consists of five steps which are expectations and planning, execution, analysing, forecasting. Expectation and planning is related to the goal of the organization, execution is concerned with particular plan of strategy that is executedthroughdifferentdecisionsandconsequentactions.Monitoringinperformance management system is known as process where all the rolled on actions tracked along with the progress. This is extreme important for the performance management(Rajnoha and Lesníková, 2016). Next step is known as analysing stage. In this process data collected from the tracking activity is used to analysis to access reasons that the activity is on track or not. This process help the organization to develop best processes and practices for the future. The analysis process also can help the Bricks CO to determine the specific reason for slacking. The final process or stage of the performance management system is forecasting. This step in the performance management forecasting helps the organization to track and predict the future outcomes of the various process that are performed in the process of the performance management system. There different role 1
are played by performance management system. This process help the organization gain maximum performance as per their potential of their employees. The roles that are played by this tool are- align goals of organization, facilitate employees’ learning and development, improve the productivity and engagement of the employees and also encourage employees for open communication, recognition and feedback. These all roles can be explained as- Align goals This process is known as process where the employees are provided with enough knowledge and information regarding how their work is helpful for the organization to gain maximum performance in the target market and performance standards(Sutheewasinnon, Hoque and Nyamori, 2016). They are provided with information how their actions in organization can help the company to achieve their goals and targets with different strategies and processes, this process make them aware of the real time conditions that are efficient to keep employees focused and ensured to offer real value for the business. This process can help the Human resource management to make strategies and policies for organization. Facilitate Employees’ Learning and Development This is important for the Bricks Co to keep their employees update related to different skills and capabilities. This process helps the organization to continuously improve the skills and capabilities related to the particular changes in the organization scenario and market scenario. The performance management system provides different opportunities to the employees to stay aware and updated to the new technologies of the market place. This is how by possessing skilled and talented employees Bricks Corporation will be able to achieve their goals related to market place and performance standards. This process is important for the employee engagement that is performed by the Human resource department o organization. Boost Productivity and Engagement Continuous development and improvement program enables the employees to identify various new skills and interest areas, this process helps them to improve their horizon to expand their knowledge and abilities to improve the performance of the organization in the target market (Ishizaka and Pereira, 2016). This process can keep them motivated and encouraged to give their best to improve the performance of the Bricks Corporation to reduce employee turn and attrition. This process can help the organization to retain their best talent in the organization. By following 2
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this process HR team can effectively encourage the employees the employees to perform their best. This can improve the conversion rate of HR team and their efforts. Encourage Open Communication, Recognition and Feedback The performance management system provides the opportunities to the manager of the organization to keep maintain conversation related to the goals, expectations, development and challenges for different needs of employees. By this process senior level people can be stay aware of the concerns relate to the free salaries. It ensures that employees obtain essential recognition and feedback which is important to improve their performance in the organization. This process also can help the HR team to establish better communication between team and management level people of organization. Team and Team Based Reward System for Organization Performance The team based reward system is known as a way that can be used by the organization to motivate and encourage to give their best in the organization operations. There are different operations are performed by the organization to develop their product and services(Gerrish, 2016). This is important for them to keep the performance standards high in order to meet the market objective with high marginal profit. This is not possible for the Bricks Co to maintain high performance and quality standard with dissatisfaction of employees. It is important for them to implement different practices in order to improve the performance of the organization in the target market. As per the current strategy of company there are different teams are formed by the leader divisional director to improve communication and performance of employees with in organization. The main benefits of team based reward system are- The team based performance reward system can help the organization to improve the coordination between the employees by encouraging them by providing reward. It can be used to motivate people to provide their best in different teams to meet their team objective with in time to earn reward for the company management. Financial reward can help the organization to positively motivate the employees after salary freeze condition. This can improve their mentality for the company(Mononen and Leviäkangas, 2016). This process can keep them focused towards the performance and completion the tasks with in the work place. Team reward process is much better process to encourage the individual person to work in a team in efficient way to meet team objectives within time, this can provide different benefits to organization with their market performance in internal operations 3
The other benefits of this team based performance is regarding common goals of organization. Each team have specific goals that are based on the common goal of organization this is important for the organization to provide tasks to different team to meet main objective of the team effectively. When the organization is facing different issues with their performance in the target market them this team based reward system can encourage them to work unitedly to achievecompanywithcostandtimeefficiency.Effectiveteamworkingcanhelpthe organization to create better strategy to full fill main objective company(Kokina, Pachamanova and Corbett, 2017). Effective team working can encourage people with in the teams to encourage each other to avoid negative mentality in the team and get encouraged in order to give their best in the organization performance. This process also can encourage the people to work much harder and smartly in order to complete the complete market objective with high efficiency. The main benefit of the team based reward system is about the collaborative actions of the employees to meet the company objectives with maximum possible efficiency. The result of team is much better than the individual performance for organization. This collaborate team working is able to meet the company objectives with high efficiency, time and cost effectiveness to the company. In teams different type of people are there, who have different thinking process and different mind set in team. Team and team based reward can motivate them to equally participate in the team performance to provide their contribution in the success of the team. This team and team based reward system can motivate the team members to get committed to the team plan for the best execution of the team and organization strategy. For the complex task this is difficult to work individually. Team based reward system can encourages to the team members to put their efforts unitedly to complete complex tasks with high efficiency. By this process of team and team based reward organization to make these complex tasks as opportunity for them to get reward by completing thee tasks with high efficiency(Kim and Kang, 2016). This is more effective to keep these team much smaller in order to develop positive outcome from this process of team operation. This also can help the organization to track the performance of the each employee to evaluate their performance for the organization. Small team are highly responding to the team based reward process. Process of providing effectively work on these small teams to give their best in the overall performance of the organization. 4
These are some main benefits of the team and team based reward system that can help the organization to motivate people and help them to reach to the maximum efficiency level in order to meet company objectives with high profit and performance standards. There are also some disadvantage of these team and team based reward system that can affect the performance of the organisation in the market place(Chromjakova, 2016). This is not possible to keep common standards for all teams with in the organization. Each team have different objective and this different objective can overlook the efforts of different team in the organization. This process also can reduce the motivation of the people who do not get reward for their efforts. The unrealistic standards can affect the motivation level of people. This can affect the overall performance of the organization in the target market. Performance Management System to Improve the Employee Engagement and Commitment In different ways performance reward systems helps the organization to keep employees motivated and committed to the company. The main objective of the performance management system is to improve the performance of individual person in team. This process is completed by targeting each person in the organization to improve their performance level. This treatment can provide capability to the organization to make effective communication with each employees in organization. By this process organization can focus on the performance and development of each employee to get better performance form them(Cappelli and Tavis, 2016). This is how Bricks Co can effectively meet their goals related to employee engagement. The standards of employee’sengagementwillmotivatetheemployeestoperformtheirbestwithinthe organization. By this process the commitment of employees can be improved. TherearedifferentchallengesarefacedbyorganizationinimplementingPerformance management system in organization. some of main challenges of performance management system are- This is most difficult for organization to set goal for performance management system of organization. The main challenge for organization is related to defining strategy for organization in order to meet organizational demand. This is really difficult for Bricks co to evaluate the performance of each employee in organization in this dis satisfactory condition. 5
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This process require continuous training and development of employees with is a costly process. This process can force the organization to make changes in their organizational policy to get better performance form employees. CONCLUSION This report is concluding the importance of performance management system to improve their performance in the target market. Different role of performance management system has been studied in the report that can help organization meet their performance standards with high efficiency. The role of performance management system also has been aligned with processes of HR team. The effectiveness of team and team based reward system also evaluated for the performanceoforganizationinthetargetmarket.Variouschallengesofperformance management system also has been analysed for Bricks Co. The importance of this system has been studied in this report. 6
REFERENCES Books and journals Cappelli, P. and Tavis, A., 2016. The performance management revolution.Harvard Business Review.94(10). pp.58-67. Chromjakova, F., 2016. Flexible man-man motivation performance management system for Industry 4.0.International Journal of Management Excelence.7(2). pp.829-840. Gerrish,E.,2016.Theimpactofperformancemanagementonperformanceinpublic organizations: A meta‐analysis.Public Administration Review.76(1). pp.48-66. Ishizaka, A. and Pereira, V.E., 2016. Portraying an employee performance management system based on multi-criteria decision analysis and visual techniques.International Journal of Manpower. Kim, Y. and Kang, M., 2016. The performance management system of the Korean healthcare sector: development, challenges, and future tasks.Public Performance & Management Review.39(2). pp.297-315. Kokina, J., Pachamanova, D. and Corbett, A., 2017. The role of data visualization and analytics in performance management: Guiding entrepreneurial growth decisions.Journal of Accounting Education.38. pp.50-62. Mononen, P. and Leviäkangas, P., 2016. Transport safety agency's success indicators–How well does a performance management system perform?.Transport Policy.45. pp.230-239. Rajnoha, R. and Lesníková, P., 2016. Strategic performance management system and corporate sustainabilityconcept-specificparametresinSlovakEnterprises.Journalof Competitiveness.8(3). Sharma, N.P., Sharma, T. and Agarwal, M.N., 2016. Measuring employee perception of performance management system effectiveness.Employee Relations. Sutheewasinnon, P., Hoque, Z. and Nyamori, R.O., 2016. Development of a performance management system in the Thailand public sector: Isomorphism and the role and strategies of institutional entrepreneurs.Critical Perspectives on Accounting.40. pp.26- 44. 7