Employee Performance Management - Desklib

Running head: EMPLOYEE PERFORMANCE MANAGEMENT
EMPLOYEE PERFORMANCE MANAGEMENT
Name of the Student
Name of the University
Author Note

EMPLOYEE PERFORMANCE MANAGEMENT1
Introduction
The Human resource forms an integral part of the organization and hence, it is the
primary role of the human resource manager to ensure that he is successfully able to engage in an
employee engagement procedure which will ensure that the firm is successfully being able to
appeal to the target audience and additionally being able to engage in a successful relationship
them. Any kind of a disparity in pay and salary system generally leads to conflicts in a firm and
increases the employee distress (Susskind, Moore and Kacmar 2018). The focus of this report
lies on the case of Court, Case & McGowan which is a law firm in Sydney and has a large
number of solicitors as present. In line with this, there is non-clarity in the firm regarding the pay
system and it is with respect to this, the new HR head aims to ensure that the disparities can be
met with easily. Hence, the primary focus of the report lies on the new strategies which can be
provided to the firm in order to bring about a parity and pay and satisfy the different employees.
Discussion
Strategic Analysis
The section of the report will highlight the overall manner in which the firm has been
performing currently. The aim of this section lies to strategically determine the internal and
external environment of the firm to be able to identify the key issues which lie in the domain of
the firm.
Human Resource Matrix
The Human resource matrix provides a useful insight into the overall working of a
company and tends to determine the manner in which each aspect of the human resource
management will be affected accordingly. Hence, referring to Appendix 1 which describes the

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Human resource Matrix pertaining to the Court, Case & McGowan it can be understood that, the
Staffing of the firm can be understood to be adequate whereby the firm has a satisfactory
distribution in the different grade levels. With respect to the Development part, it can be
mentioned that the knowledge as well as the technical skills require are sufficient as all the
solicitors as present in the firm are capable (Cappelli and Tavis 2016). Additionally, the attitudes
and beliefs of the employees can be understood to be inadequate in nature as they are under the
belief that there exists some kind of a discrepancy in the overall performance of the firm. In line
with this, the Rewards structure of the Court, Case & McGowan can be understood to be
considerably insufficient as the only reward which is given to the employees is a transition in the
grade level (Shields et al. 2015). However, the manner in which these employees are graded and
promoted throughout the firm remains unclear in nature. Lastly, there does not exist any other
Performance management system which can provide Evaluation, Standards and a scope for the
enhancement of the employees.
Internal environment analysis using SWOT analysis
Through the SWOT analysis it could be understood that the primary Strength of the firm
lied in its capability to recruit a sufficient number of employees and meet the needs of the people
whereas the Weakness can be stated to be in the form of the dissatisfied employees in the
organization. In line of this, it can be understood that the opportunities which lie in the realm of
the firm can be understood to be the performance management reviews and systems which can
be designed within the scope of the firm to improve the overall performance of the employees.
Additionally, a threat which can be determined is that, other competitor firms present in other
cities have been taking up the market of the firm (Refer to Appendix 2)

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External environment Analysis using PEST Analysis
From the PEST analysis of the organization as taken in the previous analysis, it can be
rightfully understood that, the firm is required to look into the overall legislative and employee
welfare which has to be taken into consideration. In line of this, it also needs to be mentioned
that, with respect to the economic conditions it has to be understood that, the pay of the firm
needs to be as per the standards of the organization and in relation to this, it also becomes
important for the firm to ensure that, it is successfully being able to meet with the overall needs
of the employees (Sharma, Sharma and Agarwal 2016). The social aspects suggest a trend of
increasing pay and hence, the firm would be required to abide by this trend and engage in the
increased pay system. Additionally as the Technology has advanced to a great extent, it becomes
considerably important for the firm to ensure that they are abiding by the technology to adjust
their overall pay systems and engage in considerable performance management. (Refer to
Appendix 3)
Key issues relating to motivation and fairness and possible problems of equity relating to
remuneration and performance of the firm
The issues relating to the motivation and fairness can be understood to be relating to the
aspect of the possible problems which lie in the Court, Case & McGowan. The employee
motivation in the organization can be understood to be at a considerate low and this can be
largely contributed to the fact that there lies an ambiguity with respect to the overall pay system
in the firm. Additionally, this tends to demotivate the employees. Moreover, even though the
overall profits of the firm can be understood to be considerably high, the increase in their pay
was very low. In addition to this, they were not provided with adequate recognition regarding the
cases and were not encouraged to perform well (Shields et al. 2015). In addition to this, there