Employee Performance Management and Business Productivity

This assignment explores the significance of people management in a business organization, highlighting the need to manage working and people performance effectively. It emphasizes the importance of high employee performance as a proactive plan for business growth and development, along with employee satisfaction and engagement. The discussion also touches on how employee performance is crucial for building a successful business at an optimal level.

MANAGING PEOPLE IN THE SPORT AND
EVENT INDUSTRY

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
a) Mission & vision of the Globe................................................................................................3
b) Organisational culture.............................................................................................................3
c) Selection and recruitment of new employee's.........................................................................4
d) Training and development techniques....................................................................................4
e) How Globe rewards its employees intrinsically or extrinsically............................................5
g) The ethos of the manager: employee relationship and practices of performance
management................................................................................................................................6
CASE STUDY:................................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES ...............................................................................................................................9

INTRODUCTION
Management of people is a broad concept, in any industry and irrespective of its own size
and structure for longer period of time. Also, sports and event industry has become most formal
industry with maximum empowerment of people in that. In a current scenario, peoples are most
regulative role in a sports or events sector with its influences on both local and global context
(Hermens, 2014). This report will be carry on Globe, which are majorly specialist, independent
and expert sports, meeting, music concerts and events management company. This business firm
is headquartered in London, UK and continuously working towards carrying an effective
performance. Apart from this, report will cover mission and vision, organisation culture and also
how they recruits people.
Lastly, there will be a discussion on over how training & development techniques used &
how events firm rewards their own employee's
TASK
a) Mission & vision of the Globe
Globe group is the world emperor with world class functioning & operations in an area of
events management, which involves organising music concerts, conferences, high level meeting
and food events. It look likes business adventure with working in different zonal area of creative
and innovative strategic planning to lead growth in their business operations.
Mission: Globe mission is to build its operation at an international platform to gain
higher and higher customer retention. Also, they are majorly focused towards entering in every
sector of events management.
Vision: Globe vision is to Delivering of unforgettable experiences to bring brand to life.
b) Organisational culture
Globe group deals in establishing ways to organises events through support of teamwork,
who are working in a culture, where empowerment of collective contribution and collaborative
working is very high (Adair, 2016). Through, collectivism culture each and every employee's in
their team are self-motivated and interested to contribute their efforts in structuring, planning and
organising events in an effective manner or way. There is as such organisational structure for
Globe group, a they are believes in group and also collaborative working and performance with

support of each and every person. After conduction of every events, in their culture, they used to
do own parties and events in own premises. This is a way to motivate people to work with great
level of vision and passion to follow. They have transformed themselves for individualism to
collectivism of which results shows that Globe is the market leader for organising events.
c) Selection and recruitment of new employee's
Globe group believes in hiring passionate people and hiring centric towards in what
Globe is currently engaged and also what they are doing. Being engaged in an events industry,
they have completely changed hiring of new employee's and process of associated with it. This
leading event industry believes not in skilled employee's, that can be lead also, but they actually
have faith in hiring people with perfect ideology, passion and must have vision for own working,
which they can linked to Globe in real vision & mission (Morgan, 2016). This leading event
industry is majorly prefers to do external recruitment to hire new and talented employee's. Globe
used to do recruitment through inviting candidates from social media mainly, on which they
provides Apply Now link and after receiving an application, they prefers to do initial screening
of the person face to face, asks info on different matters such:
 Are they aware of the events industry and what are their perception over this?
 Do they have any experience in organising any small or large medium?
 What motivates them to work with Globe
Selection: This process comes after the recruitment stage, where all kind of verification
is used to be done. After this process of selection comes into role. Globe group used to conduct
interview, in which they ask situation based or condition based questions, which generally arises
at time of organising events (McGraw, 2015). Also, they believes in selecting through keep that
candidate engaged while in process of process of ant events.
Globe is continuously practising their efforts in making their hiring of a new employee's
more productive and contribution to strategic goals & targets.
d) Training and development techniques
Globe is growing with support of people management in their premises, which involves
maintaining people be motivated, inspired and with higher confidence, so as to get right efforts.
In this leading event management industry, training & development is one most necessary to
make high performance workforce to led effective working and regulations into globe process of
business. High performance workforce will be brought up with support of module of training &

development into this event business activities. In order to bring high performance workforce,
On the job training method is a very useful technique to conduct training & development into a
Globe to implement performance of team working on a higher level to structure or planning of an
employee's on a regulative manner (Doherty, 2017). In this on the job training method, Globe
have different way of giving training such as individual assignment, role play in planning or
structuring of an events and giving most suitable opportunity to get learn things:
Individual assignments: Globe provides individual duties and work to their new person
with some situation or conditions to be handle to make progress in learning and building info and
knowledge at a given point of time.
Role play: This is a superior part of on the job training, in which an employee is used to
provide specific role to be performed in actual working condition such as musical concerts,
planning for conferences, books and food fairs and also sports events.
e) How Globe rewards its employees intrinsically or extrinsically
Rewarding to an employee is one most necessary for business entities to raise sources of
motivation to the employee’s at a higher and optimised level of motivation and passion, so that
they will contribute business process with their right efforts. In context with Globe group, they
provides bulk incentives to their employee’s and people, so that there level of encouragement
will be raised at an optimised level, which are enough to building their confidence and passion.
Globe noticed that, high performance workforce is very necessary to enhance performance of an
employee’s at a bigger level and also this is prominent to lead effective of an employee’s on a
larger basis (Taylor, 2014). Globe has structured giving rewards on two basis such as extrinsic
and intrinsic. These rewards are majorly helpful to raise high performance workforce in the
Globe. The discussion of such rewards in context of globe group are as follows:
Intrinsic rewards: In this kind of rewarding, major focus is on sense of achievement,
recognition, words of the praise, recognition etc. These rewards are basically are in form of non-
monetary and helpful to grow internal confidence and pride of an employee to contribute in a
working of the globe.
Extrinsic rewards: These are some of benefits such as pay, commission, remuneration and
awards in response of the performance and work done by an employees of the globe to raises the
performance level at a big and optimised source of level. Globe believes that confidence of an
employee generally connected with their pay, which is very much necessary to build high

performance workforce for longer period of time. Globe is looking to enhance motivation level
of employee in future by bringing ways of an effective basis.
f) Organisation approach to creating an employee satisfaction and employee engagement
Before attempting this question, it is necessary and pro-active to have first major
discussion over employee satisfaction and employee engagement at a bigger level of working. In
order to create employee satisfaction, this is necessary and important to take survey of an
employee, first to get informed what all employee's whose satisfactions are at a down based level
or stage (Walters, 2012). In this, Globe have organised several events for their employee's to
increase their work based role into the business operations by contributing to the major priority
level to build high workforce performance at a optimised level to enhance goals accomplishment
for this leading business entity. There are various ways through which employee satisfaction will
be raised such as follows:
Increased pay and remuneration: Globe has realised that maximum employee
satisfaction has been resulted out of the higher remuneration, paying as per employee level of
choice and increased support of business entity in enhancement of their career development on
an optimised basis.
Performance appraisal: This is a way through which employee performance will rise at
a productive stages or level. If employee's performance will rise, this will create a sources or way
to make employee happy and also this will lead to enhance their confidence and motivation at an
optimised level (Hall, 2012). In context with Globe, performance appraisal is necessary to
increase employee satisfaction and also this will help to create a positive force to generate
employee performance at a satisfactory stage.
g) The ethos of the manager: employee relationship and practices of performance management
Ethos of the manager is majorly applies when an employee relationship and practices of
performance management takes place in a specific way or manner. In a Globe, as a manager, this
is to influence the work of our employee's. Also, this depends on a kind of business process, in
which Globe business process is engaged. In organisation, it is necessary to have common
relationship between employee relationship and effective performance management to build
profits at a productive level. In other way, it is necessary to find a major way to motivate your
employee's and make happy them to work in an effective way. This a proactive stage of working
in any other organisation, but here in context of Globe.

CASE STUDY:
In Globe, there was one situation happened, when all employee's were tired with overall
and continuous working, without any single break. Actually, there were in peak load of working
and Globe were handling number of bulk operations at one point of time such as business
meetings, conference and music concert. Because of this condition, workload was increased at a
bigger level of working. This is a reason, of which moral and confidence of Globe employee's
were brought down. They were in major situation, which needs to be solved in given period of
time and also a rapid solution is required in this context.
Impact: These has put large impact on the performance of an individual, team working
and entire working regulation, as they were facing issues on frequent basis. This has led negative
working environment in the Globe along with increase lots of conflict into the working progress.
Globe has faced working shutdown, because of tiredness of their employee's and results of which
shows that employee satisfaction has went down and also employee engagement has been
impact at a greater and co-relative manner or ways. The right solution is required for this
enhance high working performance of their employee's.
Factor that can impact on business context of the Globe: In the Globe, top management
is responsible to take an effective decision, as because this leading sports or events firm has been
expanded at an international platform and top management is no in mood to take risk. Top level
of management is the globe is responsible to take a critical along with regulation of business
strategic planning or decision making at an optimised period of time.
Factor that can impacts on a wider business environment: Factor's such as political,
social and legal can fluctuates the performance of an organisation at a greater ratio. These factor
has put major impacts on strategic formulation or planning of a business firm to make strategies
in respect of an entire potential to raise business productivity. Political factors such as flux in
gov. regulation, economical factor's such as flux in exchange rates etc. are some of the impacts to
the business environment and legal factors such as lack of policies or regulation has impact on
the business environment of the Globe group.

CONCLUSION
From an above report, it is highly concluded that people management is very much in
business organisation, as it is necessary to manage working and people performance in the given
point of time. High performance of an employee is a pro-active plan, as this completely involves
effective working of the business entity in a developed manner to enrich business goals and
objectives in given point of time. Also, employee satisfaction and also its engagement is very
much necessary to enhance business functioning on a greater and optimised level. Lastly, it is
also employee performance is pro-active and suitable way to build business at a greater and also
productive level.

REFERENCES
Books & Journals
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Morgan, A., Adair, D., and Hermens, A., 2014. Sport sponsorship alliances: relationship
management for shared value. Sport, Business and Management: An International
Journal. 4(4). pp.270-283.
Cashman, R. and Horne, J., 2013. Managing legacy. In Managing the Olympics (pp. 50-65).
Palgrave Macmillan, London.
Preuss, H., 2015. A framework for identifying the legacies of a mega sport event. Leisure
studies. 34(6). pp.643-664.
Trenberth, L., 2013. The sport business industry. In Managing Sport Business (pp. 29-42).
Routledge.
Xing, X. and Chalip, L., 2012. Challenges, obligations, and pending career interruptions:
securing meanings at the exit stage of sport mega-event work. European Sport
Management Quarterly. 12(4). pp.375-396.
Du, J., Jordan, J. S. and Funk, D. C., 2015. Managing mass sport participation: Adding a
personal performance perspective to remodel antecedents and consequences of participant
sport event satisfaction. Journal of Sport Management. 29(6). pp.688-704.
Hall, C. M., 2012. Sustainable mega-events: Beyond the myth of balanced approaches to mega-
event sustainability. Event Management. 16(2). pp.119-131.
Dickson, T. J., Misener, L. and Darcy, S., 2017. Enhancing destination competitiveness through
disability sport event legacies: Developing an interdisciplinary typology. International
Journal of Contemporary Hospitality Management. 29(3). pp.924-946.
Walters, G., 2012. Managing social responsibility in sport.