logo

Employee Performance Management and Training

   

Added on  2020-01-28

7 Pages2021 Words282 Views
 | 
 | 
 | 
Case Study1
Employee Performance Management and Training_1

Company BackgroundSteel Co. Is a small manufacturing company that basically employs around 65 people thatmainly consists of male employees those are semi-skilled or unskilled. The male employeesrender services full time as well as part time within the premises. The company has beenestablished for 30 long years. Moreover, the organization is mainly bifurcated into two differentsections i.e. “Sales” that consists of eight employees and the other section is of manufacturingoperation “The Works” which consists of remaining employees. In order to improve individualperformance as well as organizational performance there are several initiatives taken by the SteelCo. Which is basically organizing the team and establishing forum etc. that support in improvingtheir performance. Issues of the caseThrough considering the case study of Steel Co. it has been identified that with theincreasing competition and globalized economy, company is facing difficulty related with thetrading conditions. Thus, it results in attaining poor financial performance that impacts theirperformance management (Wirtz, Mattila and Lwin, 2007). The steel Co. also face issuesregarding structuring the individual performance in an effective manner so that it can directlymaximize performance of the organization. Another issue which has been identified is relatedwith assessing that how performance management system within the Steel Co. supports inimproving employee development and enhancing the communication. In addition to this, owner-manager of Steel Co. Focuses on the pay freeze method from the last 3 years which results inimpacting the performance of worker within the manufacturing company. Performance management is defined as a process that supports the employees and workerin understanding what is expected from them and how manager guides them to improve andamend their performance so that they can meet the expectations (Vartiainen, Antoni and Thierry,2008). With the help of performance management tool, employers and employees collaborativelymonitors and review the performance of employees to review their contrition towards attainingobjectives. Through considering the scenario of employees working in the Steel Co. have statedthat they are dissatisfied with the approach used by owner-manager that is pay freeze as thecompany is experiencing high financial difficulties. Therefore, in order to improve theperformance of employees as well as organization they must focus on performance management2
Employee Performance Management and Training_2

systems (PMS) within the company. However, the system is mainly used within the organizationto enhance morale of employees that overall result in increasing their productivity and also retaintheir competent personnel (Armstrong and Stephens, 2005). While implementing the PMS withinthe Steel Co. Divisional Director focuses on different component so that they can directly resultin employee development. The different component are-1.Planning: The foremost step in performance management process is planning that isDivisional Director of Steel Co. must plan the employee’s responsibilities as well asindividual performance indicator so that they can easily attain goals of organization(Brown and Purcell, 2007). The planned standards are then communicated to theemployees and workers so that they can perform according to the key performanceindicators. 2.Monitoring and evaluating the employee performance: Another component of PMSwithin the Steel Co. is to monitor and evaluate performance of workers and employeeswithin the company. The Divisional Director must also focus on providing regularfeedback related with reviewing performance of employees. With discussing or providingfeedback to human resource they will also support in improving any gap or inadequacy inemployee performance.3.Recognition: Another component within PMS is that Divisional Director of Steel Co.must recognize and acknowledge the performance of employees by providing them withrewards (Münstermann, 2010). If the employee enhances their performance then owner-manager of the company must emphasize on providing incentives that mainly includecash rewards or non-monetary rewards such as certificate of appreciation as well as giftor awards to employees. In addition to this, recognition system within the Steel Co.decreases or reduces employee turnover rate and further results in increasing thepossession of competent and qualified employees through enabling higher jobsatisfaction.4.Employee Development: Last component of PMS within the Steel Co. is assessingemployee development. It is an ongoing process for improving and training workerswhich support the overall performance of the organization (Ghosh, 2012).3
Employee Performance Management and Training_3

End of preview

Want to access all the pages? Upload your documents or become a member.

Related Documents
Performance Management System for Steel Co.
|11
|2429
|314

Performance Management at Steel Co.
|9
|2020
|517

Improving Performance Management at Steel Co
|11
|2457
|241

Performance Management for Organizational Success
|7
|1894
|404

Performance Management Systems and Employee Outcomes
|8
|2156
|34

Talent Management Report of Steel Co.
|13
|3920
|45