Performance Management in PMC Company

The assignment focuses on developing a comprehensive performance management system for PM Company. It emphasizes the importance of effective recruitment, setting personal and organizational goals, and utilizing tools like benchmarking to assess the success of the system. The document also highlights the role of leadership styles in fostering employee development and achieving company objectives.

WORKING WITH
LEADING PEOPLE
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INTRODUCTION
For an organisation, human resource department is highly focused area which plays a
significant role in working of the business. In respect to this, top level management of the
company pays high attention on manpower resource that is responsible to set the direction of the
business. For maintaining a proper Human Resource Management (HRM), firms require to have
an effective leadership and managerial skilled personnel (Bonnici, 2011). This report is
discussing about the importance of leadership, management and administrative functions for an
organisation. Purple Mail Company (PMC) is ranked among the best courier companies in the
UK and this report is representing some human resource processes that can solve the problems of
the cited business unit.
TASK 1
1.1 Documentation required for recruitment and selection process
The stated problematic situation faced by PMC depicts that they are currently having
issues with low level of efficiency and abilities in their staff. This is the responsibility of HR
manager to sort these problems and find out a suitable solution (Condry, 2010). The specified
duty addressed under an HR manager is to arrange an effective recruitment and selection process
that is necessary to identify and attain the skilled staff from the ample numbers of candidates. As
a new HR manager, the planned set of documentations and activities required for proper
recruitment and selection process according to me are:1. Analyse the requirements – It would help me in attaining proper information about the
job requirements in operational department and on considering such needs, I would
generate job description and person specification.2. Job description – This document describes about the person's job title, location of the
company, grade entitled to the person offered by the company. This also depicts the set of
roles and responsibilities of the person applying for the position.3. Person specification – It helps in addressing the information of needed skills, knowledge,
abilities and expertise among the candidate applying for this job (Maki, 2010). Job
description and person specification work as a filter that separates eligible candidates
from the entire group of applicants.
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4. Internal recruiting – This activity is termed as using the internal strength to overcome an
internal weakness. This is generally in the form of promoting a person from a low to high
post. It reduces the investment made by the company on recruitment and selection
process, rather encourages motivation among the employees.5. Advertising for vacancy – If the internal sources are no longer available the company,
then it is bound to advertise the same for operational staff vacancies. It advertises to
attract the external sources and states aspects such as job title, salary offered and other
important details (Montiel, 2011).6. Interviewing – Further, the applicant’s information are refined by the HR team and
according to this, the team would organise an interview.
7. Selecting process – In this activity, the individual qualifying all the rounds of tests and
interviews are further promoted to the HR team through face–to-face meeting, in which
the best eligible person is being selected and appointed for the post.
1.2 Analysing the impact of legal, regulatory and ethical considerations
The process of selecting the best eligible applicant for the postion of operational
manager, due considerations and arrangements need to be given to the laws and regulations
applicable in the country in which the company is operating its business. Considering the case of
PMC, it is bound to follow the laws and legal regulations stated by the UK government in their
recruitment and selection process (Philip, 2010). It is ascertained that in order to overcome such
non compliance obligations, it is essential for the management team of PMC to integrate such
policies and implications in their recruitment and selection processes. However, the laws
regulated by the UK government such as Equality Act (1995), Race Relations Act (1976),
Disability Discrimination Act (1995) and Sex Discrimination Act (1975) are obligatory to be
comply with certain requirements when recruiting and selecting new employees to the company.
According to such laws and regulations regarding the disability, religion, colour and race
are to be avoided in the processes of recruiting and selecting the candidates. In addition to this,
the company is forced to take due attention to the female applicants too because there are laws
and legal regulations where equal or reasonable opportunities needs to be given to the female
applicants as well (Mills and Rose, 2011).
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1.3 Evidencing as a part of the selection process
For evidencing the selection process, I would participate in selection process as a HR
head manager. In that context, my responsibilities is to determine, measure and monitor the
overall functioning of selection and recruitment process for appointing the eligible individual
over the work (Ison and Bell, 2012). In order to execute the results from both the processes, I
would consider the following actions which would help me in following aspect: Forming a Job Description: Being as a HR manager in the organisation, I would
stipulate a particular job description for the vacant position by assessing their duties and
responsibilities of the person and also determining the scope, aim and working structure
of an employee. Because it is essential to formulate a base of information for an official
and explain all the doubts about their responsibilities, anticipated abilities for the job and
needed performance skills.
 Designing Person Specification: For planning the specification, I will design the plan by
determining the list of the entire necessary skills and abilities in the person which is
needed among them for accomplishing the objectives determined over the position. This
procedure will allow my HR team to evaluate each applicant effectively (Frascaroli and
et.al., 2013). It defines an easy method of comparing the best applicants while conducting
the selection process.
1.4 Determining the role of HR manager in selection process of an organization
The set of contribution in the selection process of a HR manager in PM Company is
settled on my work and duties. The defined set of roles and duties are the responsibilities of a HR
manager in the process of selecting an employee and they are: Proper assessement: In an organisation, the manager is liable to assign the work and
provide guidance to superiors for screening activity to establish the functional staff in the
company. Taking Primary Test: As per this trial, the individuals are analysed and are grouped
together to handle about the nominative topics to know the applicant’s powers, skills and
cognition (Bromley and Emerson, 2010). My function as a HR manager is alternate and I
would aid the team in investigating the candidates accordingly. Generating technique: Considering the above test, the candidates are ascertained during
the examination session and they are commanded to give their belief on some special
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tasks. Further, individuals are generally examined by managing dealing and purpose by
the HR director to analyse their learning quality. Integrating knowledge Test: To check the abilities of the candidates, their efficiency is
tested by their knowledge to solve the case survey where the individuals are needed to
assess the factors or reason impacting the results and strategy to overcome that situation
is attained (Dwiggins‐Beeler, Spitzberg and Roesch, 2012). In this activity, the goal of
HR director is to create the form of knowledge and mental objective among the
candidates.
 Negotiating salaries: The persons passing the above specified tests are now advised for
attending the next round where they are appointed and the process of salary negotiation
takes place. In that process, they are also recognized about the practices and regulation
they need to follow while on duty.
TASK 2
2.1 Defining the set of skills and attributes needed for leadership
For an effective leading, an individual is required to have some set of skills and attributes
that are helpful in generating proper leading activities. This enhances the business processes and
relations with the staff members of an organisation. The set of skills and attributes for an
effective leader has following terms:
 Better time management – An effective person should have the high potentiality to
handle the time considering his activity (Bailey, 2012). In an organization, a person is
responsible to accomplish many projects along with completing business dealing and
thus, handling time is helpful for him in order to address all his work and complete all
the assigned task.
 Power of taking appropriate decision – A leader needs to have an essential set of skills
to face many challenges and issues in an organisation. An effective leader has to cope up
with all the situation that can harm its business and effective working strategy. This
quality of a leader could help him in turning such issues to opportunities and enhance its
learning experiences (Bildstein, Gueldenberg and Tjitra, 2013).
 Abilities of motivating – A skilled leader should have an impressive ability to motivate
its sub ordinates. Along with this, a leader should also have the ability to self motivate as
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this will encourage his level of motivating himself as well as the other members in the
organization.
2.2 The difference between leadership and management
The difference between leadership and management can be generated by their processes
and functions which are distinguished as:
Basis Management Leadership
Human development and
networking
It is responsible for organizing,
staffing, maintaining
construction, delegating duty
and potency, implementing the
imagination and establishing
policies (Rothwell and
Kazanas, 2011).
It aligns an organisation as it
determines business's vision,
operations and route. It also
determinate activity of
alliance, unit and concern that
understand and accept the
vision.
Vision establishment  It defines all the plans
and budgets for an
organization.
 It acquires activity path
and defines timelines.
 It shows personal
cognition about the
business visions and
objectives.
 It determines direction
and creates the
imagination for an
organization.
 It creates strategic
plans to accomplish the
vision statement
(Schein, 2010).
 It shows very aroused
attitude for some the
organisational
imagination and goals.
Vision Execution It is responsible to control
processes of identifying
problems and solving such
problems & issues.
It helps in motivating,
inspiring and energizing
employees to defeat barriers to
bring change. It satisfies basic
human needs and takes high
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risk approach to problem
solving.
Outcome Directors has to order the
vision statement and predict its
necessary outcomes
(Schweyer, 2010.). It has to
provide results consistently to
the leaders and other
stakeholders.
It has to promote useful
striking alterations, such as
new commodities or
approachment for improving
relations with labours and
other staff members.
Table 1: Variation between management and leadership
2.3 Differentiating between Leadership styles at different situations
Considering different situations is helpful for getting better knowledge and understanding
of different leadership style. The examples of two different situations are specified in this context
and they are: In case of supportive situation
◦ Democratic style – There are many respective potential paths for the companies in
order to achieve their overall objectives. The leader is answerable for the duties of
carrying out the level of employees' contribution in the business operations.
◦ Giving mentoring – It is termed as an effectual leading style that is supported on
director's expectation over their subordinates for executing all the allotted tasks. The
leader is ascertained as a coach that enable all the employees under him for
completing the tasks (Selznick, 2011). In case of destructive situation
◦ Proper delegation – At the time of destructive outcomes, no enterprise could stay at a
definite position in the marketplace. Hence, it is the duty of the leader to identify the
best qualities and capability among the unit members which are required to hold the
authority. In that situation a leader is liable for delegating the authority among the
eligible persons to take decisions.
◦ Effective autocratic – in changing situations, the leaders should have essential
abilities to control and give orders. Many employees do not have the power to
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understand the situation and in case of crisis too they face such issues, so it gives
them a mental support when they know that a leader is always their to give them a
hope to overcome such situation (Ward, 2011).
2.4 Ways to motivate staff to achieve objectives
The effective ways to motivate employees of PMC in order to overcome the problems
and issues are: Rewarding: The motivational strategy used by the directors of the organisation is based
on monetary/rewarding benefits through effective reward system where employees are
often awarded in form of incentives, recognition, special designate, grants and verbal
congratulations. The manager of an organisation always praises and acknowledges the
trainees when they have performed well through reward system.
 Appointing: It is the best process which is utilized for improving the employees. As per
the process, the assistants are supplied with proper control, independence, assistance and
approvals in order to increase their overall ability to explicit themselves in a planetary
social entrepreneurship which would assist the brand to establish in the market (Bonnici,
2011).
TASK 3
3.1 Determining the advantages of team-working for PMC and its effectiveness
In the context of PMC, the particular advantages of team employed and their potency in
accomplishing the organizational objectives are: Improves quality – It is ascertained that teamwork allows workers to take greater
responsibility for taking decisions and enables them to hold up their power on the work
process. Further this circumstance leads to developed morale assistance as workers gain
more control and higher ownership on their current projects (Condry, 2010). Its
effectiveness can be sounded by creating the level of performance among the employees.
It is addressed that by taking extra responsibility that encourages more rewards and lower
turnover level. Thence, working along a team gives employees a greater sense of
happiness and level of recognition, that helps them take more pride in their work as well
as their company.
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 Greater feasibility – For PMC, teamwork will assist in inspiriting malleability and
feasibility, as it convey employees from assorted section of department for employed
jointly in a team (Maki, 2010). In that case all the problems or bottlenecks are knocked
out more easily. Its effectiveness on PMC is determined by its utility in finding the
problems from the issues generating areas as the whole team is able to deal with them and
this method is also helpful in completing such task in much faster way.
3.2 Significance to work under team in the position of leader and member
There are many conflicts and challenging situations are faced by each member and leader
of a team during achieving organizational objectives. Similar to this, the main issues featured by
both the participants of a team which determines that importance of working together are:
 Poor communication network – The case state that it does not possess an effective
structure of communication and because of it several problems is being occurring within
team. This is a one of the main barrier that hinders the development of a team. Thus,
PMC should adapt some clear and cordial changes in their communication process which
should be accepted by every member of the team and the organization.
 Improper leadership trait – Due to unsuccessfulness of leadership which causes great
disruption in the working of a team. This results with lack of coordination, lack of
creativity, increasing distrust and rising inability which further encourages conflicts
(Montiel, 2011). However, the leader needs to ascertain such issues and take suitable
decisions for overcoming such situation.
 Need of participation – Lack of confidence lead to develop fear among team members
and due to which they resit in giving their participation in any team activity. This
condition cause direct effect on the motivation level of the team member for generating
new ideas as well as making efforts for motivating other employees who are working
within corporation. In that case, PMC has to identify such individuals and promote their
level of confidence at highest point.
3.3 Team effectiveness in attaining overall goal
The elements that improves the efficiency level of a team in achieving its set of desired
objectives are:
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 Team focus – Each members who are working in a team should have common objective
or the goal. This is because, the given type of thing will tend to set the direction of team
members towards correct path and due to this goal of team will be met. Assigned duties – It is ascertained that if set of roles and responsibilities for all the
employees are clearly defined than every member is aware about its duties. Expectation – When every member has clearly defined its expectations over other
members (Mattson, 2015). Utilization – The members of team should effectively utilize all the resources which
prevails in the external environment of company. Feedback – The communication between team members should be effective as well as
open. Furthermore, the team members should be encouraged for giving their feedback to
others. Here through this way the overall goal of team can be accomplished. Meetings – It enables the team members to manage their meetings in an effective and
productive way.
 Achieving results – The higher efficiency help the team in addressing and reach to the
desired sets of goals, along with this, is also enables them to achieve necessary results.
TASK 4
4.1 Factors which are involved in the process to plan, monitor and assess the work performance
of PM Company
It is ascertained that it is necessary to identify elements which are essential for improving
the planning that is for monitoring and assessing the work performance of employees. In this
context, PM Company has to emphasize their efforts on the following elements which are:
1. Benchmarking for Performance: Considering the benchmarking method which plays a
vital role in the areas of monitoring and assessing the performance level (Philip, 2010).
Similar to this, PMC can set some performance standard for its employees and same
needs to be communicated by it to the workers. However, later on manager should
compare the performance of its employees with set standard. Through this way,
effectiveness of the employee performance can be examined.
2. Measurement of Performance: It is necessary for the firm that it should monitor as well
as examine the performance of its employees. In accordance with the given context, PM
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company can use the methods such as checklist and the appraisal system for measuring
the performance that can be done by adopting both these methods (Ward, 2011). In
addition to this, it will help in assessing the skill gap which can be further be fulfilled for
boosting the efficiency of team members.
4.2 Examining the developmental need of individual
Based on environmental and organizational audit, a set of information result will be
received, which is useful for generating a perfect plan. According to that information, necessary
actions will be taken in terms of developing the requirements of all the employees in the
company. This whole activity is to be performed by HR head for imitating the level of skills and
performance (Gorey, 2012). There are various methods which can be used by HR team for
developing the individual improvement plan. This activity will help workforces in addressing
their different requirements on the basis of leadership and professional management. The HR
team of PMC should follow the certain topics that are helpful is determining assessment are: Effective recruitment – It is necessary to carry out an effective recruiting and selecting
processes and techniques to carry out skilled workforce from the internal and external
sources of environment. This process will be on the basis of SWOT analysis of an
employee skills which is being accessed and is necessary for generating a perfect
assessment plan.
 Developing personal and organizational goals – For better professional growth plan is
the company should focus on improving the development plan for analysing and
assessing the goals of an individual and determine them the organizational objectives.
4.3 Evaluating the success of assessment process
The tool such as benchmarking can be used in order to evaluate the success of the
assessment process. By using respective tool, some standard can be set by PM Company which
later on can be compared by it from the actual performance. For example, firm manager has set
the standard that its overall performance will be improved by 10% by performing significant
improvement in the employee management practices (Zhang and Bartol, 2010). If respective goal
will be achieved then success of assessment process can be measured in an effective way. It is
evaluated that the assessment plan was resulted beneficial for the company and attained high
level of productivity and profitability. This was all due to the effectively working and rising
awareness of working among the employees and workforces. It was examined that the
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production level of the company was increased by 10% and the level of talent was also strong
among the management.
CONCLUSION
Based on this report, it has been articulated that company need to recruit and select
skilled and talented employees in order to meet with the business objectives in desired manner.
Further, democratic and transformational leadership need to be adopt in order to develop healthy
relations with employees and also to attain increased efficiency from it.
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