Improving Organisational Performance: Tools, Techniques, and Employee Wellbeing

This report covers tools and techniques that help improve organisational performance, the role of employee wellbeing in developing motivation and performance, and a PESTLE analysis of BUNI Travel agency in Bolton. The report discusses performance appraisals, 360-degree feedback, KPI, PDP, and rewards and recognition programs as tools to improve performance. It also explains how employee wellbeing can improve motivation and performance through loyalty, competition, engagement, and productivity. Finally, the report provides a PESTLE analysis of the organisation, highlighting its strengths and weaknesses in political, economic, social, technological, legal, and environmental factors.

People and
Performance

Table of Contents
INTRODUCTION...........................................................................................................................3
WHAT TOOLS AND TECHNIQUES WILL HELP IMPROVE ORGANISATIONAL
PERFORMANCE............................................................................................................................3
THE ROLE OF EMPLOYEE WELLBEING IN IMPROVING MOTIVATION AND
PERFORMANCE ...........................................................................................................................5
PESTLE ANALYSIS OF THE ORGANISATION........................................................................6
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
The people refers to the persons who have relation with the company's work that includes
supervisors, managers, colleagues, customers and clients. Their performance are measured in the
terms of teamwork, interpersonal skills, communicational skills, employee development, project
management skills leadership and team business objectives. The performance of the people
advantages a company to track their worker's outcome as well as examines whether they need
extra help or they are capable of handling high level training or they desire a promotion (Achi,
Adeola and Achi, 2022). This report is going to cover some tools and techniques that help the
entity;s performance, the role of worker's well being in developing motivation and performance.
This report concludes with a PESTLE analysis of the organisation and this whole report is in

reference to BUNI Travel agency which is situated at Bolton. The agency contains less
workforce and perform in a traditional working department.
WHAT TOOLS AND TECHNIQUES WILL HELP IMPROVE
ORGANISATIONAL PERFORMANCE
The organisations get advantage in checking the progress of their functioning by the use
of performance management software and tools that are available in order to bring success for
the organisation. The organisation has to know about the scope, features, specifications, flaws
and advantages of these tools before drawing them as per their requirements and scope of
improvement. The tools and techniques also advantage the employees and some of them are
mentioned below -
 Performance appraisals – This is a vital component used in every organisation, it is
utilized in order to combine the individual goals and performance into the organisational
common goals and performance only when used appropriately (Hollnagel and Nemeth,
2022). In context to Buni travel agency, their workers will bring an adequate amount of
output in case when they have got true and fair appraisals in the two way conversation. If
they unfollow such practises then the employees can be demotivated instead and thus
their performance will fall eventually. The appraisals also work on the people who are not
updated in their work or following a wrong path in their tasks.
 360 Degree feedback – This tool is related with the analysis and testing the workers
either they are internal or external. It gives each and every person of the entity with a
brief analysis of their performance that are depended on the insights of their co-workers.
The reports or outcomes are always the matter to be remained in the company which are
showed by the managers to their workers (Luo and et. al., 2022). The 350 degree
feedback is utilized in Buni travel for worker's training and development, if it is used
properly then it helps in re considering the method as it is made up of different people's
thoughts but not only just the managerial review.
 KPI – This represents as Key Performance Indicators, it is a tool which gives various
ways to measure the efficiency of the organisations, units, projects, team, workers and
measure their performance. Buni travel makes decisions through this tool. This give a
clarity to the company to measure the level of their performance based on their results so
that they can expect their business to achieve their goals and objectives.

 PDP – Its full form is Personal Development Plan, this is an action plan designed in order
to aware the employee about their needs and wants focused in their actions which will
develop the person as well as the entity. PDP are mostly utilized in Buni travels in the
case of the training and development of the employees. This is based on acting towards
the requirements to be covered. This tool serves a benefit to people to increase their
capabilities and search more ways to achieve their aims. It can rise the interests in the
entity and help the people to develop their performance. They should make sure that the
entity achieves heights in performance with the tool as it serves the important part of the
entity.
 Rewards and recognition programs – The companies should ensure to appraise, reward
the high performing people. If the employees of Buni travels feel a sense of hard work
and unvalued results in their work so they can be demotivated in that case. Thus the
organisation will be distracted from their objectives and goals. It is suggested to keep
rewards and recognition programs frequently so that they can improve their performance
management system for their success. Hence it is vital for all the firms and some
organisations have an idea to give financial rewards and incentives in the form of bonus
and increments in their salary to support their employees. Buni travels consider the
rewards and recognition in the terms of basic working so as to boost the morale of their
workers in a complex and stressful working life.
THE ROLE OF EMPLOYEE WELLBEING IN IMPROVING
MOTIVATION AND PERFORMANCE
The employees are the biggest asset for an organisation who brings revenue in return of
their efforts, the firms tend to invest upon them in an efficient manner so as to bring the success
to organisation. The workers should be at least satisfied, happy and recognisable towards their
work in which they are specialised. The companies should also meet the basic requirements of
them depended on their level of efforts. There are several roles of employee well being in their
acceleration with motivation and performance which are as explained further -
 Loyalty of the employees towards organisation – The employees enjoy some health
benefits from the organisation if they know everything about their firm. They get highly
appreciated towards their work and they enjoy while working in their workplace. It is
simple for them to maintain a healthy lifestyle. This is conditional in this generation that

an employee stays honest towards their work and organisation (Maunav, 2022). Buni
travels contains some of the employees who are loyal in their work so they provide them
some perks and benefits and they get motivated towards their work.
 Create competition – The employees work when they see their co-workers to accelerate
in their field. This technique of motivation is due to the psychological and human
behaviour (Morris, 2022). The employees of Buni travels are always ready to stand
opposable strong in front of their competitors so that they get the benefit rather than their
competitors. This motivation and high performance of the workers will help the
organisation to react appropriately towards the cost cutting measures in return to the
health benefits of employees.
 Develop the quantity of employee engagement – The satisfied employees of an
organisation get engaged in the environment of their workplace (Roka, Diwakar and
Karanwal, 2022). Some workers of Buni travels are emotionally attached to the agency's
goals, missions and they are more likely to accomplish their targets and productivity on a
regular basis. They care for their tasks as if it is their own and personal goal to achieve so
they do it in a better way. The engaged workers can communicate openly and positive
with the others and their supervisors. They often take part in the organisational programs.
These employees easily adapt the culture of the organisation. The companies can offer
some perks and incentives in order to make their workers more engaged towards their
work.
 Improve organisational goodwill – The employees who are more engaged, satisfied and
motivated towards their assigned work can help the business to gain a level of reputation.
Only some of the entities thing about the health and personal lives of their workers like
Buni travels. An entity can grow their goodwill by doing so and thus the business can be
aware about the conditions and care of their people like they are for their profits.
 Productive and focused workers – The persons who have a good health and lifestyle
then they can utilize their brains at more potential level and perform highly at their
workplace (Scott and Boyd, 2022). Buni travels focuses at the productivity increment on
the basis of benefiting them in their health. The mangers at the agency are always
promoting to keep the health at the most top priority before performing at the workplace.
This helps the firm to make smart decisions that in response attains productivity and

performance levels to be at top. This brings the organisation to achieve reputation and
trust from not only the society but also their own employees.
PESTLE ANALYSIS OF THE ORGANISATION
Pestle analysis is the structural work which is utilized in order to understand the external
environment which influence the activities of the business. It comprises of six types of factors
that are explained below -
 Political factors – The business is influenced by some governmental interventions in
their system that can be policy and tax changes. Buni travels is not effected by the
political factors much as the government of UK has consistent laws and regulations.
On the other side the UK government is strict for licensing, clearances and certifications which
includes time and cost for the business (Stange and et. al., 2022).
 Economical factors – The economical factors relate to instability in inflation deflation,
exchange rates and employment rates. The agency is advantaging in the aspect that the
economy of UK is more focusing towards service sector rather than goods economy.
But Buni travels have to face some price fluctuations in the local market of UK and also the
company has less capital invested in their business.
 Social factors – These factors have a relevance in the instability of population,
education, beliefs and demographic trend. The business has a benefit of society's trend of
health and safety which is promoted by them and the customers admire it.
But they have been facing some changes in the choice of people which is unpredictable by the
agency.
 Technological factors – The development in automation, artificial intelligence, data
analytics have a big impact on the businesses. Buni travels has been performing good in
research and development and they offer an application to access for their services online.
They can't afford the costs for automation and technologies for their customers which serves as a
drawback to them.

 Legal factors – The factors that have relevancy to the business laws, labour laws, health
& safety laws can impact an organisation in some ways. For example Buni travels have
been following all laws of UK government strictly which serves as a good point.
But the organisation is not good enough with the judgements in judicial process and court cases
which can be needed for them anytime (Toglia and Foster, 2022).
 Environmental factors – These factors contribute to the variation in climate, weather,
pollution level and greenhouse gas effects. The agency has been following environmental
standards and regulations properly.
But another side they are not shifting to the new renewable technologies.
CONCLUSION
This report concludes with an analysis of the tools and techniques which improves the
performance of company that were KPI, PDP, 360 degree feedback and so on. Then we had
evaluated the employee's well being in developing their motivation and performance that were
explained in the aspect of creating competition, productive and focused workers, improved
company's goodwill and others. The report has a PESTLE analysis that has concluded that the
company has more positive aspect in technical, legal and social factors but they had deprivation
in political and environmental aspect.

REFERENCES
Books and Journals
Achi, A., Adeola, O. and Achi, F.C., 2022. CSR and green process innovation as antecedents of
micro, small, and medium enterprise performance: Moderating role of perceived
environmental volatility. Journal of Business Research. 139. pp.771-781.
Hollnagel, E. and Nemeth, C.P., 2022. From Resilience Engineering to resilient performance.
In Advancing Resilient Performance (pp. 1-9). Springer, Cham.
Luo, T. and et. al., 2022. Agricultural wastes co-densification: A solution for seasonal feedstock
storage and anaerobic digestion performance improvement. Bioresource
Technology. 346. p.126345.
Maunav, S., 2022. For the Urban Poor’s Fairer Share in the Housing Process—Takeaways from
People for Policy and Practice. In Accessible Housing for South Asia (pp. 285-295).
Springer, Cham.
Morris, J.C., 2022. Clean water policy and state choice: Promise and performance in the Water
Quality Act. Cambridge University Press.
Roka, S., Diwakar, M. and Karanwal, S., 2022. A Review in Anomalies Detection Using Deep
Learning. In Proceedings of Third International Conference on Sustainable
Computing (pp. 329-338). Springer, Singapore.
Scott, R. and Boyd, R., 2022. Targeting Commitment: Interagency Performance in New
Zealand. Brookings Institution Press.
Stange, E.E. and et. al., 2022. Comparing the implicit valuation of ecosystem services from
nature-based solutions in performance-based green area indicators across three
European cities. Landscape and Urban Planning. 219. p.104310.
Toglia, J. and Foster, E.R., 2022. The multicontext approach to cognitive rehabilitation: A
metacognitive strategy intervention to optimize functional cognition. Gatekeeper Press.