Report on Development and Management Performance- (IPRP)
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Added on 2019-12-03
Report on Development and Management Performance- (IPRP)
Added on 2019-12-03
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Developmentand ManagementPerformance
TABLE OF CONTENTSIntroduction......................................................................................................................................3Coursework 1: reward management report......................................................................................3Individual performance related pay in business environment.....................................................3Barriers in implementing individual performance related pay....................................................4Overcoming barriers in Performance Related Pay.......................................................................5Advantages of individual performance related pay in hotel sector..............................................6Disadvantages of individual performance related pay in hotel sector.........................................6Alternative reward strategies to complement or replace IPRP....................................................7Most effective reward strategy.....................................................................................................8Coursework 2: Appraisal management report.................................................................................8Performance Management...........................................................................................................8Appraisal as a Performance Management tTool..........................................................................9Importance and effectiveness of Objective Setting, Strategic Alignment and Feedback............9Improving organisationorganization’s performance on the basis of Pperformance managementtools and performance management plans.................................................................................10Methods of managing poor performance by an employee.........................................................11Improving hotel's management by using Management tools.....................................................13Conclusion.....................................................................................................................................14References......................................................................................................................................152
INTRODUCTIONPeople are the most valuable assets of any organization. They must be carefully deployedand managed to ensure optimum utilisation of resources. As per the given case, Cavendish HallHotel is a 200 bedroom, four-star county house hotel located in rolling hills. The hotel hasintroduced an individual performance related pay (IPRP) scheme but now it is facing variousongoing performance problems. Ways to overcome these problems by adopting PerformanceManagement System have been depicted here. Performance Management System is a processwhere managers and employees work together to ascertain the overall contribution of employees.The study shows the need, advantage; disadvantage of IPRP and steps that Cavendish Hall Hotelcan take to improve the performance of its hotel. Along with that, ways in which organizationcan overcome the hurdles related to reward and incentives have been assessed here. Variousperformance management tools have also been discussed in this report.COURSEWORK 1: REWARD MANAGEMENT REPORTIndividual performance related pay in business environmentIt is a combination between financial rewards and company's performance. The main aimof this scheme is to give rewards based on performance of each individual. It ensures the controlof managers over his employees. IPRP is suitable in the business environment of Cavendish HallHotel because main objective of IPRP is to improve performance of all employees by:Specifying each employee the objectives and targets related to Cavendish Hall Hotel.Giving emphasis on performance oriented culture.Setting objectives and standards that need to be met by the employers.Giving rewards based on performance.Giving more emphasis on teamwork and individual performance.Motivating staff members.If any manager of Cavendish Hall Hotel assures implication of these above rulessuccessfully, then it is an indication that he can use PRP advantageously. The incentives will notonly motivate everyone to work harder but will also make them aware about the business inwhich Cavendish Hall Hotel is involved. 3
Barriers in implementing individual performance related payThere are various barriers in adopting performance-related pay. Whole performance ismeasured on the basis of a single parameter instead of various measuring tools. This may resultin causing a hostile attitude of employees towards Cavendish Hall Hotel because there aresituations when there is low customer volume and at that time, manpower strives to achieveattention of a single customer(Lewis, 2014). This may however please the customer but increasesresentment between employees. It also makes employees work at unsafe speed and does not takeinto account all factors. Various issues that affect the performance of an employee negatively areas follows:Compensation Package: The main aim of an employee at the time of joining anorganization is not only to satisfy their personal desires but to fulfil their financial needs.Good financial status not only helps an employee to fulfil his basic needs but also enableshim to achieve various social ambitions (Rigby and Bilodeau, 2005). Due to anunsatisfied pay package, it is possible that employees will feel distressed due to nonfulfilment of their expectations. Hence, they can be reluctant to do any additional orchallenging new task. Reward system: Reward is the best kind of motivation that a person can earn. In generalparlance, performance and incentives are linked with one another (OCED, 2005).Rewards can be different depending up on the performance.Training and development: The main aim of providing training is to promote change forthe betterment of people. It upgrades the skills of a person which may result in providingdesired change which an organization wants to achieve (Razmerita, Kirchner andSudzina, 2009). Thus an organization should always boost its performance by removingcomplex activities that do not add to the firm's growth and providing training to thosewho require it.Balancing work life: All employees want balance between work life and personal life.Stress arises when any person either keeps his personal obligations or professionalobligations pending (Tangen, 2005). Work-life balance is very much related to theperformance of an organization and individual. This balance results in job satisfaction,positive thinking, etc. 4
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