Manage People Performance in an Organisation
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This article discusses the importance of managing employees' performance in an organisation. It covers different aspects such as HR legislations, roles and responsibilities within the business, how employees can be motivated, and many more. The aim of this research is to know the value of employees and how they can be motivated towards their work in a company. The article also provides a risk management register, communication plan, and HRIS to improve people performance management processes.
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Table of Contents
INTRODUCTION...........................................................................................................................3
HR legislations.......................................................................................................................3
Prepare a risk management register........................................................................................4
Communication Plan..............................................................................................................5
HRIS.......................................................................................................................................5
Different bodies, agencies, and specialist...............................................................................6
People performance management processes..........................................................................6
CONCLUSION ...............................................................................................................................7
REFERNCES:..................................................................................................................................8
Books and Journals:................................................................................................................8
INTRODUCTION...........................................................................................................................3
HR legislations.......................................................................................................................3
Prepare a risk management register........................................................................................4
Communication Plan..............................................................................................................5
HRIS.......................................................................................................................................5
Different bodies, agencies, and specialist...............................................................................6
People performance management processes..........................................................................6
CONCLUSION ...............................................................................................................................7
REFERNCES:..................................................................................................................................8
Books and Journals:................................................................................................................8
INTRODUCTION
Managing employees is an important aspect in any business. They can be an asset that
determines the success or failure of any organisation. Managers need to ensure that their
employees perform their tasks and assigned work in an effective and efficient so that overall
goals and aims of business can be attained (Bhatti, Soomro and Shah, 2021). The following
assignment is based on the discussion that how employees' performance can be managed in an
organisation. It covers different aspects such as HR legislations, roles and responsibilities within
the business, how employees can be motivated and many more.
Aim of Research: The aim of this research is to know the value of employees and how they can
be motivated towards their work in a company.
Objectives of Research:
To motivate employees in an organisation.
To manage employee's performance to attain organisational goals.
To improve the communication with employees.
To know the rights and duties of employers and employees.
HR legislations
HR legislation or employment legislations involves the rights of employees and regulates
their relationship with the employers.
Health and Safety Act, 1974: This legislation explains the common duties on
employees, employers, suppliers, contractors of goods, person who manages work
premises and maintain and more. It places the duties on superiors or managers to take the
accountability for the health and safety of their employees at workplace 'as far as is
reasonably practicable' (Zhao and et.al., 2021). This act is vital to manage employee's
performance at work when they see that their organisation putting efforts towards their
health and safety.
Responsibilities of employer:
◦ Maintain equipment and tools at workplace.
◦ Facilitate satisfactory health and safety induction and training.
◦ Communicate with representatives of safety.
◦ Make sure materials are managed, transported, exploited and stored in a safe way.
Managing employees is an important aspect in any business. They can be an asset that
determines the success or failure of any organisation. Managers need to ensure that their
employees perform their tasks and assigned work in an effective and efficient so that overall
goals and aims of business can be attained (Bhatti, Soomro and Shah, 2021). The following
assignment is based on the discussion that how employees' performance can be managed in an
organisation. It covers different aspects such as HR legislations, roles and responsibilities within
the business, how employees can be motivated and many more.
Aim of Research: The aim of this research is to know the value of employees and how they can
be motivated towards their work in a company.
Objectives of Research:
To motivate employees in an organisation.
To manage employee's performance to attain organisational goals.
To improve the communication with employees.
To know the rights and duties of employers and employees.
HR legislations
HR legislation or employment legislations involves the rights of employees and regulates
their relationship with the employers.
Health and Safety Act, 1974: This legislation explains the common duties on
employees, employers, suppliers, contractors of goods, person who manages work
premises and maintain and more. It places the duties on superiors or managers to take the
accountability for the health and safety of their employees at workplace 'as far as is
reasonably practicable' (Zhao and et.al., 2021). This act is vital to manage employee's
performance at work when they see that their organisation putting efforts towards their
health and safety.
Responsibilities of employer:
◦ Maintain equipment and tools at workplace.
◦ Facilitate satisfactory health and safety induction and training.
◦ Communicate with representatives of safety.
◦ Make sure materials are managed, transported, exploited and stored in a safe way.
National Minimum Wage Act 1998: This legislation is generates a minimum wage
throughout the United Kingdom. It suggests that minimum hourly wage rate is highly
based on the age and whether the employee is an apprentice. The National Living Wage
for employees who aged 23 or more must get the minimum wages of Euro 8.91. With an
intent to motivate employees and to manage their behaviour at work, it is much necessary
that must get minimum pay for their work.
Employment Relations Act, 1999: This act introduces a number of rights at workplace
for trade union recognition, industrial actions and de-recognition as well. This act is also
vital to safeguard employees against dismissal for taking part in industrial action.
The Maternity and Parental Leave Regulations Act, 1999: This act facilitates the right
of employees for taking leaves from work. Employees need leave for their maternity or
paternity period to take care of their health and child. It impacts performance at
workplace when organisation taking sensitive concerns seriously.
The Equality Act, 2010: This legislation prevents employee's discrimination in the
organisation and in the hiring process. It founds protected features that cannot be
exploited as an excuse for any decisions at workplace (Ibratova and Khabibullaev,
2019). Unless, it is a choice to make right arrangements to fix them at the work.
Employees can take action when they faced the discrimination phase at their workplace
and from their colleagues or superiors.
Prepare a risk management register.
Roles and responsibilities of employer:
It is the requirement that employer must give proper protective clothing and equipment in
order to neglect accidents or injuries.
To ensure that working areas, machineries and equipment are kept in a safe working
condition (Maya and et.al., 2020).
To facilitate new employees with specialised training in induction to support them to
become familiar with their working,
Roles and responsibilities of employee:
To work for the attainment of organisational goals.
Employees should report their work on time and braced for the workday.
To avoid the use of alcohol, drugs or any illegal drugs.
throughout the United Kingdom. It suggests that minimum hourly wage rate is highly
based on the age and whether the employee is an apprentice. The National Living Wage
for employees who aged 23 or more must get the minimum wages of Euro 8.91. With an
intent to motivate employees and to manage their behaviour at work, it is much necessary
that must get minimum pay for their work.
Employment Relations Act, 1999: This act introduces a number of rights at workplace
for trade union recognition, industrial actions and de-recognition as well. This act is also
vital to safeguard employees against dismissal for taking part in industrial action.
The Maternity and Parental Leave Regulations Act, 1999: This act facilitates the right
of employees for taking leaves from work. Employees need leave for their maternity or
paternity period to take care of their health and child. It impacts performance at
workplace when organisation taking sensitive concerns seriously.
The Equality Act, 2010: This legislation prevents employee's discrimination in the
organisation and in the hiring process. It founds protected features that cannot be
exploited as an excuse for any decisions at workplace (Ibratova and Khabibullaev,
2019). Unless, it is a choice to make right arrangements to fix them at the work.
Employees can take action when they faced the discrimination phase at their workplace
and from their colleagues or superiors.
Prepare a risk management register.
Roles and responsibilities of employer:
It is the requirement that employer must give proper protective clothing and equipment in
order to neglect accidents or injuries.
To ensure that working areas, machineries and equipment are kept in a safe working
condition (Maya and et.al., 2020).
To facilitate new employees with specialised training in induction to support them to
become familiar with their working,
Roles and responsibilities of employee:
To work for the attainment of organisational goals.
Employees should report their work on time and braced for the workday.
To avoid the use of alcohol, drugs or any illegal drugs.
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Communication Plan
Communication is a two way process. If employers want enhance the overall
communication with their employees, it is essential to generate a space to listen to the workers.
The discussion is below:
Schedule weekly work team meetings: It is quite vital that employees aligned
throughout the business. Team meetings on weekly basis can be the best way to share
objectives for the week. When employees see and feel that they are involved in the team
meetings, it helps to improve their communication with their peers and subordinates.
Ask for feedback: As the communication is a two way process, it is essential to give
employees with an opportunity to open up with their thoughts (O’Rourke, 2019).
Communicate feedback and review on their performance, also give choices to react
anonymously.
Introduce communication training: With the right sets of techniques, it becomes
convenient for the workers to make bonds, have tough talks, handles issues as team. Also,
in order to manage overall performance of the employees, managers can hire
communication trainer so that workers can talk more effectively, resulting performance is
improved.
HRIS
It an acronym of Human Resource Information System which can be understood as a
software solution that overlooks, manages and processes detailed information of employee and
HR policies and procedures. It helps to improve the employee processes and make both HR and
their organisation as a whole more efficient. As a result, employees may better to keep pace with
the changing trends (Al-Dmour, 2022). An HRIS can provide assistance HR collect and assess
organisational data and get significant penetration into areas such as salaries, headcount,
retention rate, satisfaction of employee and the effectiveness of company wide initiatives. The
HRIS provides several benefits are explained below:
Make data driven decisions: There are some systems that have predictive analytics,
consisting prediction and modelling. It can support HR experts to make informed
decisions in their business.
Communication is a two way process. If employers want enhance the overall
communication with their employees, it is essential to generate a space to listen to the workers.
The discussion is below:
Schedule weekly work team meetings: It is quite vital that employees aligned
throughout the business. Team meetings on weekly basis can be the best way to share
objectives for the week. When employees see and feel that they are involved in the team
meetings, it helps to improve their communication with their peers and subordinates.
Ask for feedback: As the communication is a two way process, it is essential to give
employees with an opportunity to open up with their thoughts (O’Rourke, 2019).
Communicate feedback and review on their performance, also give choices to react
anonymously.
Introduce communication training: With the right sets of techniques, it becomes
convenient for the workers to make bonds, have tough talks, handles issues as team. Also,
in order to manage overall performance of the employees, managers can hire
communication trainer so that workers can talk more effectively, resulting performance is
improved.
HRIS
It an acronym of Human Resource Information System which can be understood as a
software solution that overlooks, manages and processes detailed information of employee and
HR policies and procedures. It helps to improve the employee processes and make both HR and
their organisation as a whole more efficient. As a result, employees may better to keep pace with
the changing trends (Al-Dmour, 2022). An HRIS can provide assistance HR collect and assess
organisational data and get significant penetration into areas such as salaries, headcount,
retention rate, satisfaction of employee and the effectiveness of company wide initiatives. The
HRIS provides several benefits are explained below:
Make data driven decisions: There are some systems that have predictive analytics,
consisting prediction and modelling. It can support HR experts to make informed
decisions in their business.
Reduce time-intensive labour: Some general features such as analytics, automation or
AI; may assist in the minimization of labour costs linked with time, payroll and
attendance and other manual administrative work.
Operational HRIS facilitate the managers or employers with data to help regular and
repetitive HR decisions. It may include information about government regulations, employees or
organisation' position. This system automates HR operations thereby limiting the workload
imparted by clumsy paper formalities and recurring activities. Hence, having all information
about employees in an unified system makes it simple for the HR professionals to carry out the
activities.
In respect of corporate plan, HRIS helps communication processes and rescue paper by
giving an access, centralised location for organisational policies, links and announcements to
external URLs. Workers tasks such as time-off requests, resulting in faster approval of requests
and limits the paper work.
Different bodies, agencies, and specialist.
Macquarie Group Ltd. is a multinational group of financial services with headquarters in
Sydney, Australia. It has more than 17, 000 employees in thirty three locations. It becomes the
world's largest infrastructure asset manager and ranked Australian' top mergers and acquisition
consultants. It has operations in banking and finance sectors, Macquarie Asset and Capital and
commodities and global market (Top Companies 2021: The 25 best workplaces to grow your
career in Australia, 2021). With the use of following ways, the company improves the
effectiveness and performance of their employees:
Train and develop employees: It is the most effective way to improve the employees
performance in a company. By giving adequate training, it makes employees
understandable towards their roles and foster their knowledge and skills. It is more likely
that employees will do their tasks with more efficiencies.
Embrace Flexibility: Employees are also like to work in a flexible working
environment. Macquarie Group provides flexible telecommuting options and work
schedules to their employees that helps them to be more precise and productive overall
and build a sense of trust among the employees. Hence, it is also essential to embrace
flexibility with the workers to enable them in increasing their time that could lead
increased overall performance levels.
AI; may assist in the minimization of labour costs linked with time, payroll and
attendance and other manual administrative work.
Operational HRIS facilitate the managers or employers with data to help regular and
repetitive HR decisions. It may include information about government regulations, employees or
organisation' position. This system automates HR operations thereby limiting the workload
imparted by clumsy paper formalities and recurring activities. Hence, having all information
about employees in an unified system makes it simple for the HR professionals to carry out the
activities.
In respect of corporate plan, HRIS helps communication processes and rescue paper by
giving an access, centralised location for organisational policies, links and announcements to
external URLs. Workers tasks such as time-off requests, resulting in faster approval of requests
and limits the paper work.
Different bodies, agencies, and specialist.
Macquarie Group Ltd. is a multinational group of financial services with headquarters in
Sydney, Australia. It has more than 17, 000 employees in thirty three locations. It becomes the
world's largest infrastructure asset manager and ranked Australian' top mergers and acquisition
consultants. It has operations in banking and finance sectors, Macquarie Asset and Capital and
commodities and global market (Top Companies 2021: The 25 best workplaces to grow your
career in Australia, 2021). With the use of following ways, the company improves the
effectiveness and performance of their employees:
Train and develop employees: It is the most effective way to improve the employees
performance in a company. By giving adequate training, it makes employees
understandable towards their roles and foster their knowledge and skills. It is more likely
that employees will do their tasks with more efficiencies.
Embrace Flexibility: Employees are also like to work in a flexible working
environment. Macquarie Group provides flexible telecommuting options and work
schedules to their employees that helps them to be more precise and productive overall
and build a sense of trust among the employees. Hence, it is also essential to embrace
flexibility with the workers to enable them in increasing their time that could lead
increased overall performance levels.
Create opportunities for collaboration: The financial group also focus on creating opp
at workplace. Employees often work in isolating and independently environments which
can lead to reduced creativity and productivity. Due to this cause, employers purposely
develop opportunities for the members to collaborate in tasks and projects. This may lead
to major benefits in personal performance of employee and develop trust among other
members as well which may result better in the long run. Macquarie Group do this by
assigning pairs to oversee the projects, establishing full team collaboration sessions and
many more.
People performance management processes
People management can be understood as a set of practices that include the end to end
processes of talent acquisition, talent retention, talent retention and giving regular assistance for
the company and direction for the employees of a company. The following are some processes
that helps to manage and improve people performance at work: Utilise feedback: It is important to give feedback on the performance and work of
employees. If a worker is underperforming, they should know it. A regular meeting to
should be conducted to find possible reasons for their low performance and ways to help
employees to improve (Pulakos, Mueller-Hanson and Arad, 2019). While giving
feedback to under performer, it is necessary that manager should not only give negative
feedback only, positive feedback is also important encourage employees to work hard.
Pros Cons
◦ It drives transparency between
employee and employer.
◦ Providing employees an anonymous
voice enables them to bring up their
issues and concerns they have been
holding back.
◦ It increases the cost in the employee
feedback survey.
◦ It requires time as the employees
ask to take time out to answer.
Performance appraisals: It is also important to manage people's performance at work.
For the beneficial employees, it must be done fairly, regularly, with honest and
constructive two way communication between employee and manager.
at workplace. Employees often work in isolating and independently environments which
can lead to reduced creativity and productivity. Due to this cause, employers purposely
develop opportunities for the members to collaborate in tasks and projects. This may lead
to major benefits in personal performance of employee and develop trust among other
members as well which may result better in the long run. Macquarie Group do this by
assigning pairs to oversee the projects, establishing full team collaboration sessions and
many more.
People performance management processes
People management can be understood as a set of practices that include the end to end
processes of talent acquisition, talent retention, talent retention and giving regular assistance for
the company and direction for the employees of a company. The following are some processes
that helps to manage and improve people performance at work: Utilise feedback: It is important to give feedback on the performance and work of
employees. If a worker is underperforming, they should know it. A regular meeting to
should be conducted to find possible reasons for their low performance and ways to help
employees to improve (Pulakos, Mueller-Hanson and Arad, 2019). While giving
feedback to under performer, it is necessary that manager should not only give negative
feedback only, positive feedback is also important encourage employees to work hard.
Pros Cons
◦ It drives transparency between
employee and employer.
◦ Providing employees an anonymous
voice enables them to bring up their
issues and concerns they have been
holding back.
◦ It increases the cost in the employee
feedback survey.
◦ It requires time as the employees
ask to take time out to answer.
Performance appraisals: It is also important to manage people's performance at work.
For the beneficial employees, it must be done fairly, regularly, with honest and
constructive two way communication between employee and manager.
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Pros Cons
◦ It facilitate a structure where
employer can meet and
communicate on performance with
employees.
◦ It gives a document of employee's
performance over a particular time
period.
◦ If it not done in a right way then it
may deliver negative experience.
◦ It can create a stressful working
environment.
CONCLUSION
It is concluded from the above report is that as the employees are a significant asset for
the organisation, it becomes the duty of manager to overlook on aspects that can affect individual
and overall performance of the business. In order to improve the employees' performance, there
several are several legislation have been announced that can provide safeguard and motivation as
well to the employees. It is also important to overlook on the rights and responsibilities that can
affect the performance of employees.
◦ It facilitate a structure where
employer can meet and
communicate on performance with
employees.
◦ It gives a document of employee's
performance over a particular time
period.
◦ If it not done in a right way then it
may deliver negative experience.
◦ It can create a stressful working
environment.
CONCLUSION
It is concluded from the above report is that as the employees are a significant asset for
the organisation, it becomes the duty of manager to overlook on aspects that can affect individual
and overall performance of the business. In order to improve the employees' performance, there
several are several legislation have been announced that can provide safeguard and motivation as
well to the employees. It is also important to overlook on the rights and responsibilities that can
affect the performance of employees.
REFERNCES:
Books and Journals:
Al-Dmour, R.H., 2022. The Influence of HRIS Usage on Employee Performance and Mediating
Effects of Employee Engagement in Five Stars Hotels in Jordan. In Research Anthology
on Human Resource Practices for the Modern Workforce (pp. 1468-1489). IGI Global.
Bhatti, M.K., Soomro, B.A. and Shah, N., 2021. Training characteristics and employees'
performance among the nurses in Pakistan. Journal of Economic and Administrative
Sciences.
Ibratova, F. and Khabibullaev, D., 2019. LEGAL ISSUES OF SIGNS OF BANKRUPTCY AND
THE REALIZATION OF THE RIGHTS OF WORKERS IN CASES OF
BANKRUPTCY OF EMPLOYERS UNDER THE LAWS OF THE REPUBLIC OF
UZBEKISTAN. Znanstvena Misel, (11-2), pp.55-61.
Maya, J. and et.al., 2020. Responsibilities and Rights of Employers and Employees During the
COVID-19 Pandemic. Labor Law Journal, 71(4), pp.220-254.
O’Rourke, J.S., 2019. Management communication: A case analysis approach. Routledge.
Pulakos, E.D., Mueller-Hanson, R. and Arad, S., 2019. The evolution of performance
management: Searching for value. Annual Review of Organizational Psychology and
Organizational Behavior, 6, pp.249-271.
Zhao, H. and et.al., 2021. How and when does socially responsible HRM affect employees’
organizational citizenship behaviors toward the environment?. Journal of Business
Ethics, 169(2), pp.371-385.
Online:
Top Companies 2021: The 25 best workplaces to grow your career in Australia, 2021. [Online]
Available Through: <https://www.linkedin.com/pulse/top-companies-2021-25-best-
workplaces-grow-your->
Books and Journals:
Al-Dmour, R.H., 2022. The Influence of HRIS Usage on Employee Performance and Mediating
Effects of Employee Engagement in Five Stars Hotels in Jordan. In Research Anthology
on Human Resource Practices for the Modern Workforce (pp. 1468-1489). IGI Global.
Bhatti, M.K., Soomro, B.A. and Shah, N., 2021. Training characteristics and employees'
performance among the nurses in Pakistan. Journal of Economic and Administrative
Sciences.
Ibratova, F. and Khabibullaev, D., 2019. LEGAL ISSUES OF SIGNS OF BANKRUPTCY AND
THE REALIZATION OF THE RIGHTS OF WORKERS IN CASES OF
BANKRUPTCY OF EMPLOYERS UNDER THE LAWS OF THE REPUBLIC OF
UZBEKISTAN. Znanstvena Misel, (11-2), pp.55-61.
Maya, J. and et.al., 2020. Responsibilities and Rights of Employers and Employees During the
COVID-19 Pandemic. Labor Law Journal, 71(4), pp.220-254.
O’Rourke, J.S., 2019. Management communication: A case analysis approach. Routledge.
Pulakos, E.D., Mueller-Hanson, R. and Arad, S., 2019. The evolution of performance
management: Searching for value. Annual Review of Organizational Psychology and
Organizational Behavior, 6, pp.249-271.
Zhao, H. and et.al., 2021. How and when does socially responsible HRM affect employees’
organizational citizenship behaviors toward the environment?. Journal of Business
Ethics, 169(2), pp.371-385.
Online:
Top Companies 2021: The 25 best workplaces to grow your career in Australia, 2021. [Online]
Available Through: <https://www.linkedin.com/pulse/top-companies-2021-25-best-
workplaces-grow-your->
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