This report discusses the role of performance management system in improving organization performance and explores the benefits of teams and team-based rewards. It also provides insights into the implementation of performance management system at Brick Co.
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PERFORMANCE MANAGEMENT AT BRICK CO
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TABLE OF CONTENTS INTRODUCTION...........................................................................................................................3 MAIN BODY..................................................................................................................................3 1. Role of Performance Management System..............................................................................3 2. Benefits of teams and team – based rewards to improve organization performance...............4 3.Performance management System............................................................................................6 CONCLUSION..............................................................................................................................8 REFERENCES...............................................................................................................................9
INTRODUCTION Performance management refers as a management tool which supports manager to supervision and evaluate employee's work performance.The main goal of the performance management is to make such kind environment where employee can perform themselves best while applying their skills within workplace. It is not only improves employees performance but also lead competitive advantage at workplace. To understand performance management role there is an example of a Brick Co. company. This report includes roles of a performance management. It also explain how performance management can implement with other HR processes for improving company performance. MAIN BODY 1. Role of Performance Management System PerformanceManagementsystemisawell-organizedprocessthroughwhich comprehensive performance of organization can be judged and improved by enhancing the performance of individuals in a team. It helps manager to maintain their resources eventually and thus, achieve success in completing goals of the organization. The main components of it are establishing performance standards, performance measurement, quality improvement process and progress reporting. It comprises various Human resource practices such as feedback, performance review, rewards, training, supervision, promote, etc. which enables the manager to build a clear performance expectation by which employees can know what is expected from them. Proper records of past performance of the employees are maintained in systematic manner so that they can be used for reference in the future(Sharma, Sharma and Agarwal, 2016). It is an indispensable part of Brick co. in its measuring and managing its capacity. It consists of selecting right set of people by right process, providing guidance, career development support and regular feedback to its employees. Also, it is a mechanism through which employees of Brick co. can boost their confidence, to show positive attitude towards their work, increase their value, and helps the organization in achieving its goals. Therefore, various HR practices can be implemented in improving the performance of the organization: Recruitment and Selection- There are many ways through which Brick co. can recruit and select employees who are the best suitable for the company. The company can do better advertising for recruitment so that employees get attracted and think for the particular company. It can conduct video interviewing, walk-in interviews so that people don't find difficulties in getting selected in
the company. The company must select the deserving candidate which is suitable for the particular job and work environment and be helpful in achieving the goals of organisation. It should be selective as poor performers can affect the performance of Brick co. and good performers can give good results and help in achieving excellent results. Bricks co. can also go for reference checks, personality assessment checks, interviews to make the process more selective and easy to perform. Training and Development-The training and development process is the best HR practice to be performed in Bricks co. which enables it to focus on specific skill training, improve employees current work and adds value to the work performance of the organization. The manager should motivate his employees to do work with confidence. Various training programs must be conducted for employees so that employees get trained according to the required skills and techniques to be used while completing the task. The training must be effective, relevant, purposeful and should fit to the needs of employees to get trained in particular training. Training can be on-the-job, off-the-job, continuous, etc. to enhance their skills by checking the work status of each and every employee and according to this it is given to them. Without training and development programs an employee will not be able to learn about the work criteria and does not match according to the expectations of the company. Therefore, it is beneficial for the employees as well as organization to achieve excellent performance it is required to conduct. Transparency and Employee benefits-Bricks co. must maintain transparency and should be open for with each and every employee working in the organization related to the success and failure outcomes of all employees(Sutheewasinnon, Hoque and Nyamori, 2016). Organization must have open environment where communications can be done easily and feedbacks can be given on regular basis so that employees feel valued and can rely on every employee. Brick co. must provide employee benefits like career growth, work-life quality, incentives, fringe, etc. so that they feel comfortable and trusted in working in the organisation. 2. Benefits of teams and team – based rewards to improve organization performance Team work refers a group of individuals who work together to achieve a common goal of the organization, with their efficient and innovative ways. Teams can work more quickly, solve problems, brings creativity and innovation in the organization. According toDias, Ferreira and Carvalho, (2017)every team is guided by an individual who is the leader of that team. All the
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team members have to follow the instructions of their leader. A team leader is a person who provides instructions, direction and guidance to group to achieve organization objective. In brick company, the leader follows the autocratic leadership, in which leader takes its own decision and control all activities without including team members. Leader do not include team members in decision, they just give orders to them. Training and development programs were also not organized for the employees. Employees were getting demotivated due to freeze pay and not getting additional leave. Importance of team work in an organization: - Faster creativity and learning Creativity increases when people work in a team. Brainstorming ideas develop learning and skills of the employees. Shared ideas increases the knowledge at the work place of employees. They learn to overcome all the problems in a team and can take guidance from their co-workers. In brick company, the employees were not allowed to give ideas and has to follow instruction given by leader, in these employees were not able to learn and develop their skills. Blends complementary strengths A team can work well because individual members rely on each other to bring everyone talent in front. Team member should not hesitate to share their ideas with everyone, this develops trust and motivate employee to feel confident while sharing ideas. In brick company, co- worker’s ideas are appreciated than employees must learn from them, motivate each other and build trust between them. Teaches conflict resolution skills Every employee has unique knowledge and habit of doing work. This can create conflict between team workers. But sometimes these unique habit can create a successful work. If in brick company any conflict arises between employees they were asked to solve it by themselves, the company does not interfere between them, so any employee don't feel that the company is partial towards anyone and this also teaches employees to be independent. Teamwork creates healthy competition Teamwork can create healthy competition between co-workers. According toGafa and et.al.,(2018) when all the employees try to prove their ability and skills or wanted to increase the chancesofpromotionintheorganization.Inbrickcompanyemployeeswereshowing competition to each other to increase their chances of promotion or incentives. The company was
not performing well, so all employees forget team work and were showing their own skills and abilities. Team-based rewards to improve company's performance: - Team based rewards are the incentives paid to work team or to at least one individual so that team get motivate(Sanders and et.al., 2018). Reward is based on the performance of a team or of an individual. Ways to improve team based rewards: - Incentives to pay When team gives profitable result to its organization, the company must pay incentives to team members. Brick company must pay incentives after the team perform well, this motivates them and increases their efficiency to do work. Employee feels appreciated by the company. Recognition Award should be given to the employees or groups for performing well, completed before time or beyond expectations. Brick company should provide recognition award to the employees, so that they get motivated and feel appreciated for the work perform by them. Team profit sharing When any team perform well and due to that the company gain profit, the company should give reward as cash to team workers or individual. Brick company should also do same with their employees; this will motivate the employees. 3.Performance management System Motivation is important because it helps employee to give their performance best as well improves productivity of employee at workplace. Performance management system can be defined as the systematic approach which is used to evaluate employee performance. By the procedure company aligns their vision, mission and objectives along with existing resources i.e. employee, other departments and system(Bianchi, 2016). Brick Co. can adapt performance management system scheme within company. The main goal of the scheme to motivate employee work hard within job place. To improve engagement and commitment of employees within company can use various strategy by performance management system. Skill and development program is organized by performance management so that they give their high attendanceandlearnsnewskills.Themainaimofthisprogramtoenhanceemployee engagement within company.
According to Ishizaka and Pereira,(2016) have justified in their research paper is that bonesstrategyalsogoodoptiontomotivateemployeeengagementwithinworkplace. Performance management system can inspire employee to give high efforts towards common goal which is set by HR. Apart from this, performance management can help employee to to resolve their issues which occurs while task performance. Even performance management can motivate employee to give highly performance so that become eligible to take advantage of bonus scheme. Performance management can help human resource to adapt new leadership style such as democratic leadership model. The main reason behind is that divisional director of Brick co. adapts autocratic leadership style that gives negative impact on organization performance such as low productivity of employee at workplace and unable to retain best talent with company as result unable to meet long term goal. Democratic leadership style assist manager to become role model for employees. Even democratic style can help Brick Co. to meet long term goal of company by the employee support. Performance management system can assist manager to build good relationship with employee that automatically improvesprofitability of company. Team- based working theme can introduce by HR within workplace so that can generate healthy and profitable environment at working place (Kuvaas, Buchand Dysvik,2016). HR can assign challenge to employee along with time deadline. Performance management system can play vital role to promote this theme. such as encourage employee to work in team and can support their team member to work hard to achieve common goal over the time. According to Kokina,Pachamanova and Corbett,(2017) has been illustrated that 360 feedback strategy also implement by performance management for gathering feedbacks from HR and customers about employee performance at workplace. On the basis of the feedbacks can understand that which area of employee requires more improvement. As well feedback can collect from employee about existing strategy. Additionally performance management can encourage them to keep their opinion for improvingeffectiveness of strategy . It automatically canimproveemployeeengagementandwellbeingwithinBrickCo.Thus, performance management system enhance employee engagement and commitment within workplace. Brick Co. faces various challenges while implementing performance management system within company. Lack of alignment is the first challenge which faced by organization because various department i.e. strategic development, budgeting and operational planning are set by
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different team along with different framework. so, performance management unable to change alignment (Van Thielen and et.al., 2018). Poor communication is another challenge which is reduced measurement employee performance. Human resource management adapts autocratic leadership style to achieve short term goal but unable to achieve employee productivity at workplace. Employee resistance also become big threat for organization because they don't want to give their involvement in cultural change. By the view of(Rajnoha and Lesníková, 2016)has illustrated in their published article thattheseissuescanovercomewhenorganizationadaptsnewstrategiessuchasopen communication strategy.This strategy can help human resource management to maintain employee well-being within workplace by offering open communication facilities. It can support employee to direct communicate with HR about their issues like salary issue, workload issue. Democratic leadership style can overcome employee productivity issue. To remove employee resistance can offer health insurance policies and compensation policies that can enhance interest of employee to adapt new change. Flexible working hours facilities also can offer by HR management to maintain their well-being within company. While performance management can improves their weakness which they face while completing task. It automatically can improve employee engagement in this facility. Additionally,organization can get high achievement in wide number of task which is committed by employee. Thus, organization can overcomes issues which occurs while implementing new system within company. CONCLUSION Itcanbeconcludedperformancemanagementsystemrolewithincompanyand coordination with other HR procedures for enhancing organization performance. Teams and teambasedrewardsisimplementedforimprovingorganizationperformancehasbeen summarizedin report. Performance managementsystem isused for improving employee commitment and engagement can be concluded in report. Challenges identified which occurs in company while implementing performance management system has been summarized in report.
REFERENCES Books and Journals Bianchi, C., 2016.Dynamic performance management(Vol. 1). Berlin: Springer. Ishizaka, A. and Pereira, V.E., 2016. Portraying an employee performance management system based on multi-criteria decision analysis and visual techniques.International Journal of Manpower. Kokina, J., Pachamanova, D. and Corbett, A., 2017. The role of data visualization and analytics in performance management: Guiding entrepreneurial growth decisions.Journal of Accounting Education.38.pp.50-62. Kuvaas, B., Buch, R. and Dysvik, A., 2016. Performance management: Perceiving goals as invariable and implications for perceived job autonomy and work performance.Human Resource Management.55(3). pp.401-412. Rajnoha, R. and Lesníková, P., 2016. Strategic performance management system and corporate sustainabilityconcept-specificparametresinSlovakEnterprises.Journalof Competitiveness.8(3). Van Thielen, T and et.al., 2018. How to foster the well-being of police officers: The role of the employee performance management system.Evaluation and program planning.70. pp.90-98. Dias, C.P., Ferreira, F.L. and Carvalho, V.P., 2017. The importance of teamwork in patient air transportation.International Journal of Palliative Nursing.11(6).pp.2408-2414. Gafa, M. and et.al., 2018. Teamwork in healthcare organisations.Pharmacy Education.5(2). Sanders and et.al., 2018. Performance‐based rewards and innovative behaviors.Human Resource Management.57(6).pp.1455-1468. Rajnoha, R. and Lesníková, P., 2016. Strategic performance management system and corporate sustainabilityconcept-specificparametresinSlovakEnterprises.Journalof Competitiveness.8(3). Sharma, N.P., Sharma, T.and Agarwal, M.N., 2016. Measuringemployeeperceptionof performance management system effectiveness.Employee Relations. Sutheewasinnon, P., Hoque, Z. and Nyamori, R.O., 2016. Development of a performance management system in the Thailand public sector: Isomorphism and the role and strategies of institutional entrepreneurs.Critical Perspectives on Accounting.40. pp.26- 44.
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