Options for Performance Measurement in CERA

Running Head: HUMAN RESOURCE MANAGEMENT
Options for Performance Measurement in CERA

Contents
Introduction......................................................................................................................................3
Overview of the Performance Measurement Practices....................................................................4
Overview of the CERA....................................................................................................................5
Significance of Performance Measurement Practices in the Overall Development of the
Organization....................................................................................................................................6
Contemporary Development in the HRM Practices of the CERA..................................................8
Recommendations............................................................................................................................9
Conclusion.....................................................................................................................................10
References......................................................................................................................................11

Introduction
In the contemporary scenario of competitive business markets, employees and workers
are considered as intangible assets of the organization. Overall development and functionality of
the organizations rely upon the potential and work efficiency of the employees. The direct or
indirect contribution of the employees in various operational practices facilitates the company in
gaining a competitive edge from the market. Therefore, the organizations are obligated to
emphasize over the implications of performance measurement practices(Brignall & Modell,
2010).The term “Performance Measurement” can be defined as collecting, analyzing, evaluating
and reporting of performance information about an individual, group, team or system.
Incorporation of such practices assists the organizations in investigating the efficiency and
profitability of the ongoing organizational operations. Furthermore, it also helps the organization
in evaluating, examining and implementing the development strategies to gain the maximum
profitable outcome.
Considering the following context, this study is undertakento make comprehensive
discussions over the performance measurement practices. The orientation of this study is to make
enlightening discussions over the performance measurement actions by aligning it with the
contemporary execution of CERA. Along with this, the projected report will also discuss the
significance of performance measurement in the overall and sustainable development of an
organization. Inclusive analysis of performance traits of CERA will further explore the
limitations associated with the present managerial strategies. Furthermore, some
recommendations are also drafted for CERA on the basis of limitations explored. Overall, this

study is formulated in a potential manner to explore all the findings related to performance
measurement in CERA.
Overview of the Performance Measurement Practices
Performance measurement is an old concept which has renewed its importance for the
continued increment in efficiency and profit of an organization. Processes and structure of any
organization need to be evaluated to ensure the success of that organization.Performance
measurement is the procedure of analyzing and reporting the performance of any individual,
group or system during a period of time (Kaplan& Norton, 2013). All the processes and
strategies are studied to check if the output is meeting the required benchmark and the project
success. Standards based on which the final report are compared to check if the project is
meeting the standards or not are called project success criteria.The allocation of resources and
further decision making is dependent upon the report of previous performance measurement of
the individual or the group. An effective and efficient performance measurement system should
be clearly defined, accurate and measurable for further processing. Instead of orienting the
measurement in a single direction, it should be multidimensional so that all the parameters can be
analyzed effectively.
The selection of suitable measurement practice is dependent upon various factors which
include their further use and the requirement. Three type of most common methods used to
measure performance is management by objectives, graphic rating scales, and forced ranking.
Graphic rating scale is the least time-consuming method which scales the employees based on
the timeline and quality of their job duties. For employees at managerial positions, management
by objectives is preferred and a set of goals along with a timeline is defined by the manager and