Case Study on College Nuveau’ Performance Management

This case study discusses the implementation of a new performance management system at College Nuveau. It covers the sense of urgency, guiding coalition, strategic vision, short-term wins, and evaluation of the change. The new system aims to provide frequent feedback to employees and improve their performance, ultimately increasing enrollment rates and the college's reputation.

Running Head: CASE STUDY ON CNC COLLEGE’S PERFORMANCE MANAGEMENT
Case Study On college nuveau’ Performance Management
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction....................................................................................................................................2
Sense of Urgency..................................................................................................................3
Guiding Coalition...................................................................................................................4
Strategic Vision:....................................................................................................................6
Email to the volunteers.........................................................................................................7
Short –Term Wins:................................................................................................................8
Evaluation of the change.....................................................................................................8
Reference.....................................................................................................................................10
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CASE STUDY ON COLLEGE NUVEAU’ PERFORMANCE MANAGEMENT
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Introduction
The College Nuveau is a post-secondary educational institute which helps the
resident of the central interior or British Columbia. There are more than 145,000 people
around this region and encompasses three famous school districts including Prince
George, Nechako Lakes and Quesnel. The college has an annual enrollment of 5,000
students in fields like trades, university sciences, health sciences and many more. The
college has partnership with University of British Columbia, University of Victoria,
Thompson Rivers University, Simon Fraser and Royal Roads University. In order to
provide high –quality education to all the students and increase the number of
enrollment by developing online performance system that is easy for the staffs to use.
The new system can give our staffs feedback on their performance at the same time
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enabling them to improve their performances. The staffs will be motivated if this comes
out to be a successful change. This new performance management strategy would help
the college to retain their high position and meet their future goals smoothly.
Sense of Urgency
We want to make an important announcement regarding the change in the
performance management system change in the college nuveau. We have found out
that the previous performance management system was losing its effectiveness with the
passage of time. In the digitalized world, we also need to upgrade ourselves in order to
compete in the global context. The traditional system that included holding meetings,
completing forms and giving ratings have been worn out methods which need to be
revised and modified. Till date, we have invested a good amount of time and money on
the useless and counterproductive systems, but now we should stop the annual
evaluation cycle and initiate feedback process and training programs. There will be an
online performance management system from now and the IT department is helping a
lot to deal with the systems. It would be easier both for the older people and the young
ones too.
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We are having a problem with our decreasing enrollment rate. We do need all your
cooperation to make our College better. Through this System, we could determine what
is the core problem in our organization, if we need some training and development. If
we cannot address this problem as soon as possible, our College will be at risk, and all
of us will also be affected by this low enrollment rate. The College might decide to cut
down numbers of employees and lay-off some stuff if there are only a few students that
are enrolled (Obeidat, Al-Dmour & Tarhini, 2015). We do not want this to happen, so we
need all your participation in this matter. The best benefit of the new system is that it will
provide frequent feedbacks after each serious project and there will also be weekly
check –ins with the principal entities of the institute in order to heighten the performance
related discussions. After the implementation of the new system, we will be able to
save a big amount of money and time too without any risks.
(Kotter, 2012)
(Robert Tanner, 2018)
Guiding Coalition
Human Resource Head: The implementation of the feedback based performance
management system will be preferred by them the most. Therefore, they are requested
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to know the essential criterions of the improved system. Since, they are the bodies to
control the staffs of college nuveau, their guidance and assistance is highly required.
Consultant: The purpose of our coming here is to help the HR department to establish
and develop the new performance management system for the betterment of the
college. The employees of the institute will also be informed about the new system with
much details.
I.T Department: The IT department will be needed the most because they are the
expert people in the technical field. The new system will incur a list of machine oriented
works and computers too. Hence, their presence is required the most to resolve the
problems. They will be responsible to handle the technical works and the computers
which will be used to keep records of employee performance (Comodi et al., 2015).
Finance: Since all the expected and designed plan will not be successful without a
strong financial condition, this area needs to be concerned about. The budget plan of
the College nuveau will be handled by the finance department.
The Dean: The deans of the college are important because they would be the people
who would motivate the staffs to adopt the change happily as it is for something better
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in future. They will work as the guiding bodies in each of the departments (Fonseca &
Lima, 2015).
Strategic Vision:
The first strategic vision of the college nuveau is to have an advanced and cost
effective method to evaluate the performance of the employees. The college is aimed
towards having a better educating, better performing and better positioned status in
order to serve people sustainably in future. The college envisions high-quality education
for all the students and produce competitive graduates in the future. We aim to have a
better performance for all our staffs and employees because it will reflect the
college/organization's reputation and we believe through all this effort we can increase
our enrollment rates with International, Aboriginal, and Canadian Students.
Image 1: Performance Management System
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Source:https://www.td.org/insights/the-purpose-of-performance-management-
redefining-aspiration
Email to the volunteers
Hello People!
I would like to notify you that a new performance management system is going to
be implemented in the college nuveau. I cordially welcome all the people of the college
to cooperate with their respective leaders as well as with the HR department in order to
bring a successful change in the institute. I would like to demonstrate the way of
operation of the new system. The new system will include functions like:
 It will concentrate on the individual contribution of each employee. The
staffs will no longer be compared to other staffs or be rated according to their
performance.
 The feedbacks will be provided more often and instead of a single review
that used to occur once a year, it will occur after every important project (Mir &
Pinnington, 2014). The weekly check-in system is also going to happen in order
to fuel the performance discussions.
Thank You and Good luck!
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-HR Department
Short –Term Wins:
 The new performance management system will reduce the stress of waiting for a
year’s performance evaluation and will design frequent reviews to support the
employees go ahead in reaching their goals (Shields et al., 2015).
 The employee performance will surely be fueled rather than only managing their
performance.
 The employees will perform better because the new system will discard the
single ranking or rating system (Mahalekamge, 2016).
Evaluation of the change
The success can be apparent after few weeks of the implementation of the new
system. It is well known to be a long process which has been specially made for the
college nuveau. The results of the system will be evaluated and presented in a
graphical manner enabling a better understanding of the improvement. We can evaluate
the success If we can see some improvements with the performance of all our staffs
and if all employees are doing it and if we have an increased number of enrollees
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If our change initiative is not successful maybe there is something wrong with the
implementation of the change itself. We can be stiffer and try to convince all the staffs
for their cooperation because this will benefit all of us if we are successful.
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Reference
Bernardmarr.com (2018).
Deloitte - Reinventing Broken Performance
Management. [online] Bernard Marr. Available at:
https://www.bernardmarr.com/default.asp?contentID=1058 [Accessed 26 Nov.
2018].
Comodi, G., Giantomassi, A., Severini, M., Squartini, S., Ferracuti, F., Fonti,
A., ... & Polonara, F. (2015). Multi-apartment residential microgrid with electrical
and thermal storage devices: Experimental analysis and simulation of energy
management strategies.
Applied Energy,
137, 854-866.
Fonseca, L. M., & Lima, V. M. (2015). Impact of supplier management strategies
on the organizational performance of ISO 9001 certified organizations.
Quality
Innovation Prosperity,
19(2), 32-54.
Mahalekamge, W. G. S. (2016). Relationship between perceived fairness in
performance appraisal and performance appraisal satisfaction in the audit sector.
Mir, F. A., & Pinnington, A. H. (2014). Exploring the value of project
management: linking project management performance and project
success.
International journal of project management,
32(2), 202-217.
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Obeidat, B. Y., Al-Dmour, R. H., & Tarhini, A. (2015). Knowledge management
strategies as intermediary variables between itbusiness strategic alignment and
firm performance.
European Scientific Journal, ESJ,
11(7).
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A.,
McLean, P., ... & Plimmer, G. (2015).
Managing employee performance &
reward: Concepts, practices, strategies. Cambridge University Press.
Van Dooren, W., Bouckaert, G., & Halligan, J. (2015).
Performance management
in the public sector. Routledge.
References
Kotter, J. (2012).
Leading Change, With a New Preface by the Author (pp. 37-
121). Boston: Perseus Book LLC (Ingram).
MCDOWELL, B. (2018). How to Implement an Effective Performance
Management System | HRLocker. Retrieved from https://www.hrlocker.com/hr-
software/blog/implement-effective-performance-management-system/
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Robert Tanner, M. (2018). Leading Change (Step 1): Creating a Sense of
Urgency. Retrieved from https://managementisajourney.com/leading-change-
step-1-creating-a-sense-of-urgency/
Scott, S. (2018, October 20). Six Main Functions of a Human Resource
Department. Bizfluent. Retrieved from https://bizfluent.com/info-8244762-six-
functions-human-resource-department.html
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Appendix
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