BMG735: Performance Management Report - NI Building Supplies

This report analyzes a case study on Building Supplies NI, focusing on performance management challenges within the company. The study examines issues such as errors in order fulfillment, the implementation of Key Performance Indicators (KPIs), and conflicts among yard workers. The report explores the difference between task performance and organizational citizenship behavior, the use of competencies, and various performance appraisal methods like 360-degree feedback and management by objectives. It emphasizes the importance of feedback and improvement in performance management, considering whether the concept of performance management is flawed. The report concludes by highlighting the need for effective performance appraisal methods, training, and development to enhance employee productivity and organizational success, while addressing the specific challenges faced by Building Supplies NI.

Performance
management

Table of Contents
Table of Contents.............................................................................................................................1
INTRODUCTION...........................................................................................................................2
MAIN BODY..................................................................................................................................2
CONCLUSION................................................................................................................................5
REFERENCE..................................................................................................................................6
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INTRODUCTION
Performance management is wider term in organisation which means a company can increase its
productivity and profitability by managing all activities. Performance management is a method
of ensuring that the collection of operations and outcomes achieves the goals of an enterprise in
an optimal and productive manner. Risk management may concentrate on an organization's
results, a team, an individual or the procedures in place to handle particular tasks. If a
organisation is having good performance then it can get high competitive advantages. This report
is based on case study of NI that is National Instrument company, providing supplies of
instrument and managing the performance (Berger, Harbring and Sliwka, 2013). The main aim
of company is to reduce the errors and perform their activities efficiently.
The case study is about conflicts in building supply NI that reduces organisation
performance continuously. Such report is based on performance measurement model that helps
to measure the performance of employees and run their business continuously. This report
included understand the difference between task performance and organizational citizenship
behaviour, competencies and their use, evaluation methods of performance appraisal, importance
of feedback and improvement in performance management etc. that helps to manage the
performance.
MAIN BODY
Performance measuring model that involves different ways and solution
In this report management of NI needs to evaluate Yard workers who are supplying the
products and services. The performance of employees are getting order of products, ware
housing, transportation, supplying, handling complaints, accuracy, flexibility, attitude, customer
interaction etc. To measure the performance different ways are used by NI management that are:
Understand the difference between task performance and organizational citizenship behaviour
This organisation is facing the problem in supplying the products due to which task performance
of organisation has reduced. Organisation citizenship behaviour means occurrence where the
workers are working together, which can be on a routine basis or as a result of a specialized or
temporary task. According to Buckingham and Goodall, (2015) it is the process where
number of employees are working collectively and attain the business goals. In given case,
workers are divided in to yard 3 in which the first yard workers are working since 19 years,
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second yard are working since 10 years and third yard workers are working since 2 years who
are supplying the products. There is a mistake done by workers in supplying and picking
procedure which has reduced the performance.
To identify the competencies management of NI are using different activities that are
shown through example:
Decision making – In this, employees needs to make decision on the basis of
examination of real and available facts, taking consideration and take right decision on time. In
NI, management decide the goals and allocate the task and job activities according to their
capabilities that helps to perform well and manage the performance (van Assen and de Mast,
2019).
BARS – This is another example of competency that means behaviourally anchored
rating scales. This should be used by NI organisation by making plans and organising the
activities. In this, management of chosen organisation set priorities, plan schedules, set deadline
to complete particular project and manage the activities effectively that helps to perform well in
organisation and maintain good performance. These plans should be linked to the objectives
which they have decided and maintain good behaviour that helps to attain the business goals.
Sales executives – This means management should analysis the competencies of
employees by evaluating sales executive that helps to increase the business profitability. In NI,
sales executive should be extremely rich that can help to meet guidelines. This provide
employees satisfaction that helps to improve the organisational performance.
Task performance is an activity which is required in organisation to complete the
assignment and attain the business goals. This is important for organisation focus on employees
capabilities and abilities which they can do in order to perform better. As shown in case study of
NI, with or without the modern performance improvement strategy, it became obvious that so
many errors are being made either in taking orders from the factory or packing the vehicles. Such
mistakes in effect culminated in the revocation of refunds or discounts, disruption to the image of
the company and, on occasion, liability for the incorrect goods being delivered to consumers
(Tweedie, Wild, Rhodes and Martinov‐Bennie, 2019).
Describe competencies and their use in performance management
Competencies is consider as set of skills and characteristics of an individual which helps
to state the efficiency of employees and give insights that they can work well or not. In NI, the
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management is required to qualifying the behaviour of their yard workers who are able to supply
the instruments and helps to increase the organisational performance. Competencies of
organisation and employees is effective as they always ready to take risk and perform their job
effectively (CEB HR 2016). Hazels and Sasse, (2008). Organisation consider label and
behavioural indicators which helps to know the behaviour of employees and how they can accept
the challenges. This can help to reduce the chances of errors and focuses on job activities.
Describe and evaluate methods of performance appraisal
Performance appraisal is process of influencing employees and attracting them to work
more. This is important for organisation to manage their performance by delivering and
managing the organisation performance. It is required in organisation to maintain the good
performance by evaluating performance and run a business effectively. In NI, different
performance appraisal methods should be used by organisation that are as defined:
360 Degree feedback – This is modern performance appraisal method which is used by
organisation to evaluate the employees performance by maintaining on-going communication.
The managers should get feedback from their employees and should bring improvement
accordingly that helps to perform well. In NI, managers are uses 360 degree feedback that can
help employees stay motivated. They appraise managers, peers, suppliers and customers by
handling problems properly and getting their best solution (Blume, Baldwin and Rubin, 2009).
Management by objectives - This cycle appears to put greater emphasis on concrete
jobs or career-oriented goals. In NI, intangible factors such as leadership skills, job involvement,
etc. are frequently hushed up. It is the system of evaluation from which administrators and staff
define, prepare, coordinate and discuss goals collectively. Since setting specific targets,
supervisors and subordinates evaluate the progress achieved in monitoring and discussing the
viability on a daily basis. This method will help to perform well and increase organisational
performance (Buckingham and Goodall, 2015).
Understand the importance of feedback and improvement in performance management
Feedback are important for management and organisation that give them ideas what need
to bring changes for influencing and encouraging employees. The manager of organisation
should use KPI tool that is behavioural indicator uses to identify the competencies of employees
by evaluating financial and non financial performance. They support employees and give them
solution which helps to improve the organisational performance. In NI, employer need to
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maintain the good relationship with employees and assign task according to their qualities that
helps to perform well and improve organisational performance. Moreover, training and
development, mentoring and disciplinary proceeding should be use by organisation in order to
improve the performance (Cappelli and Tavis, 2016).
Consider whether PM as a concept is flawed
This is a concept which means performance management, should be used by organisation in
order to bring improvements. It has been defined that in NI,
• 75 % of managers dissatisfied with their PM systems
• 80 % of HR heads believe they do not yield accurate information
To improve the performance of organisation, management must use performance appraisal
methid such as 360 degree, and MBO that helps to perform well by managing activities.
moreover, feedback are also important, need to take from employees that uses to manage the
performance and supply the products properly (Catano, Darr, Campbell, 2007).
CONCLUSION
From the report it can be concluded that performance management is the required activity
which is used to perform well and encouraging employees. Different performance appraisal
method should be used by organisation and provide training and development programme so
they feel better and maintain high productivity.
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REFERENCE
Books and Journal
Berger, J., Harbring, C. and Sliwka, D. (2013). Performance Appraisals and the Impact of Forced
Distribution--An Experimental Investigation. Management Science.. 59 (1). 54-68.
Blume, B. D., Baldwin, T. T. and Rubin, R. S. (2009). Reactions to Different Types of Forced
Distribution Performance Evaluation Systems. Journal of Business & Psychology. 24 (1).
77-91.
Buckingham, M. and Goodall, A. (2015) Reinventing Performance Management. Available
from: https://hbr.org/2015/04/reinventing-performance-management (Accessed 4th
November 2016)
Cappelli, P. and Tavis, A. (2016) The Performance Management Revolution. Available from:
https://hbr.org/2016/10/the-performance-management-revolution (Accessed 4th
November 2016)
Catano, V. M., Darr, W., Campbell, C. A. (2007). Performance appraisal of behavior-based
competencies: A reliable and valid procedure. Personnel Pscyhology. 60. 201-230.
CEB HR (2016) Removing Performance Ratings is Unlikely to Improve Performance. Available
from: https://www.cebglobal.com/blogs/corporate-hr-removing-performance-ratings-is-
unlikely-to-improve-performance/ (Accessed 4th November 2016)
Hazels, B. and Sasse, C. M. (2008). Forced Ranking: A Review. SAM Advanced Management
Journal. 73 (2). p5-39.
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