Developing and Managing Performance - Assignment

Added on - 03 Dec 2019

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Developing and ManagingPerformance
Executive SummaryIn current study the learning has focused on developing and managing performance. Improvedlevel of understanding about this procedure provides proper allotment of various actions so that workculture effectiveness and workforce performance can be enhanced. In this report, it has been spottedthat the performance of workforce have great impact of reward systems so the management ofCavendish Hall Hotel need to focus on it in effective manner.Moreover, the managers and employeesof Cavendish Hall Hotel need to focus on collective monitoring and review of actions so thatorganisational performance can be improved. It is also necessary for business organisation to acquireeffective identification of development opportunities in order to have impressive success. It has alsobeen spotted in report that new performance management system of Cavendish Hall Hotel providesadvancement in income level by one percent in respect of performance or activities performed withinorganisation. In the support of this, it can also be stated that the performance management system isclassified in four categories such as excellent, good, satisfactory and unsatisfactory.Furthermore, it has also been spotted in the report that the management of Cavendish HallHotel can face number of issues or barriers in implementation of reward system. In the support of this,it can be stated that reward policy provides monetary advantages to employees, which also enhancesthe overall cost of business organisation. In this it is necessary for management to have properallocation of financial resources. Moreover, the improper evaluation of employee performance alsoinfluences the execution of reward policy. It is also necessary for management of Cavendish Hall Hotelto ensure that the employee's are satisfied with the policy norms and IPRP schemes so that businesscan have great advantage of reward system implementation.Other than this, it has also been determined in the report that the business organisation can haveeffective management of performance by focusing on various managerial concepts.In this support, itcan be recommended that improved focus on objective setting, feedback and strategic alignment canenhance the performance of Cavendish Hall Hotel employee's. Organisation can also focus on variousbalance scorecard and 360-degree approach of appraisal in order to have effective management of poorperformance.It will amend the effectiveness of development plans and lead business to impressivesuccess by proper linking with employee performance.
Table of ContentsINTRODUCTION................................................................................................................................................................1COURSEWORK 1...............................................................................................................................................................1Performance management...............................................................................................................................................1Reward policies...............................................................................................................................................................2Individual performance related pay................................................................................................................................2Barriers to implementation of IPRP schemes.................................................................................................................4COURSEWORK 2...............................................................................................................................................................5Importance and effectiveness of objective setting, strategic alignment and feedback...................................................5Links to appropriate development plans.........................................................................................................................7Appropriate methods to manage poor performance and support performance development.........................................8CONCLUSION...................................................................................................................................................................9REFERENCES.................................................................................................................................................................10
Prepare a management report to provide Daphne with a critical evaluation ofindividual performance related pay (IPRP) and the possible barriers to its effectiveimplementation at the Cavendish Hall Hotel. Provide recommendations onalternative reward strategies she could consider.Your answer should be presented in a management report of between 1,500 and2,000 words. It must be supported by reference to relevant academic literatureusing the Harvard Referencing system.Please give proper answer to these questions:The advantages and disadvantages of individual performance related pay asa performance management tool in the hotel sectoroHow can IPRP improve organisational performance?oHow suitable is IPRP to the business environment of the CavendishHall Hotel?Barriers to the effective design and implementation of IPRP schemesAlternative reward approaches which could be used to complement, orreplace IPRP and why these may work more effectively.RECOMMENDATIONConclusion1
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INTRODUCTIONDeveloping and managing performance is all about proper allotment of various actions, whichcan amend the work culture effectiveness and workforce performance. It can be done with an improvedfocus on performance management system. It is a procedure, which allows proper allocation of rolesand responsibilities as per the capability of employee (Salas, 2001). In other words, it can be said thatthe performance of employee can also be improved by focusing on various reward systems. Moreover,the performance level can also be managed with an assistance of various human resource activities.In this report the learning will focus on work culture of Cavendish Hall Hotel in order to havebetter understanding about developing and managing performance concepts. It will focus on variousreward principles, policies, practices and their impact in the overall organisational performance. It willalso spot light on decision-making process and its outcome in performance management of CavendishHall Hotel. Furthermore, it will also focus on various techniques, which can be implemented to haveadvancement in organizational performance.COURSEWORK 1Performance related payPerformance related pay is a salary or wage process in which management ensure about theindividual performance and then provide salary. In the support of this, it has been spotted that thevarious standard based systems are used by employers to have effective evaluation of workforceperformance (Pattanayak, 2005). In other words, it can be said that it is a financial reward system foremployees in which business organisation like Cavendish Hall Hotel provide monetary benefit andcompensation in respect of efforts and performance of employee. In this, some standards are followedby organisation to identify the performance (Robert, 2002). For example, the management ofCavendish Hall Hotel has decided to that the employee who finish-cleaning task within 5 minutes willbe considered as an excellent and have four per cent of rise in income. These standards can also beused to measure the team performance and then decide the pay as an increment. The advancement inpay also increases the morale of employee's and motivates them to accomplish task in more effectivemanner.In the support of above statement it can be said that the individual performance related payhave number of benefits and disadvantages that can impact on the organisational performance.Performance of Cavendish Hall Hotel employees can have positive impact due to individualperformance related pay policy. It motivate workforce to follow various organizational guidelines tohave better accomplishment of task in order to attain better incentives (Hall, 2004). The one of keybenefit of this policy is that it provides long term monetary earning as compared to one time bonus.3
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