ORGANIZATIONAL PERFORMANCE MANAGEMENT System in Deloitte Organization

Running Head: ORGANIZATIONAL PERFORMANCE MANAGEMENT
Organizational Performance Management
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL PERFORMANCE MANAGEMENT
Executive Summary
The present report aims at analyzing the organizational performance management system in the
case organization that is Deloitte. The report analyzes the current OPM in the company and
makes recommendations informed by the pervasive characteristics of organizational performance
management. The report starts by giving an overview of the case organization. The report
proceeds with analyzing the existing organizational performance management system in the
consultancy case organization Deloitte. The analysis comes to an end by analyzing the risk
management, the financial performance, the customer and client perspective, the implementation
issues, the quality management and improvement and many others. The report concludes by
summing up the entire report.

2ORGANIZATIONAL PERFORMANCE MANAGEMENT
Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
Overview of the Company.......................................................................................................2
The organizational performance management.........................................................................3
The analysis of the existing performance management system...............................................4
The organizational performance management and performance measurement......................4
Communicating performance to stakeholders.........................................................................5
The Risk Management.............................................................................................................5
Quality management and improvement...................................................................................6
Financial Performance.............................................................................................................6
The customer and client perspective management..................................................................7
The people’s perspectives management..................................................................................7
Implementation Issues.............................................................................................................7
Recommendations............................................................................................................................8

3ORGANIZATIONAL PERFORMANCE MANAGEMENT
Conclusion.....................................................................................................................................10
Reference.......................................................................................................................................11

4ORGANIZATIONAL PERFORMANCE MANAGEMENT
Introduction
The organizational performance management is the process of ensuring that the resources
of a particular company are being used properly and fulfilling the ultimate goals of the company.
The performance management is commonly conducted for keeping track of the employee
performance and development (Ansoff et al. 2019). Every organization needs to have their own
unique performance management system in order to keep the organization in a cohesive bond. It
also determines whether there is a change required in the policy or the procedure.
The purpose of the present report is to deal with the organizational performance
management system in the case organization that is Deloitte. The report will analyze the current
OPM in the company and make recommendations informed by the pervasive characteristics of
organizational performance management. The report will start by giving an overview of the case
organization. The report will proceed with analyzing the existing organizational performance
management system in the consultancy case organization Deloitte. The analysis will be done by
analyzing the risk management, the financial performance, the customer and client perspective,
the implementation issues, the quality management and improvement and many others. The
report will finally end with the recommendation for the improvement and conclude by summing
up the entire report.

5ORGANIZATIONAL PERFORMANCE MANAGEMENT
Discussion
Overview of the Company
The full name of the company is Deloitte Touche Tohmatsu Limited that is a famous
multinational service network company. In terms of revenues and number of professionals it is
one of the largest professional service network firm. The company was founded in the year 1845
in the United Kingdom by William Welch Deloitte. The headquarters of the company is located
in London, United Kingdom. The services of the company are tax, audit, management
consulting, risk advisory, legal advisory and financial advisory too. As per the reports of 2018,
the revenues of the company are US$ 43.2 billion and there are 286,200 people working in the
company. In India, the company operates under many names such as A.F .Ferguson Associates,
C.C. Choksi & Co, Fraser & Ross and many others. It has been fund that for many year the
network od the organization and the organization itself were managed as a Swiss Verein
(Deloitte.com 2019). In the year 2010, the members of the verein became part of the Deloitte
company, a private limited company based in UK. The company is registered under the NAIC
code 55112.
The organizational performance management
The organizational performance is primarily determined by the performance of the
employees. It can be evaluated by monitoring the way the employees are working. Most of the
organizations manage it by setting goals, sharing the feedbacks with the employees and
measuring their performances (Kenny and Bourne 2015). The organizations also need to either
rewards the employee for the better performance or fire the employee for underperforming.
However, it has to be kept in mind that the organizational performance management is applicable
to the teams or the organization as a whole too (Mone and London 2018). The organizational