BMP4006 People & Performance: BUNI Travel Case Study Semester 2

This case study examines BUNI Travel, a British local tour and travel store, and the tools and techniques it can use to improve organizational performance through effective people management. It explores strategies such as goal setting, real-time feedback, one-on-one performance check-ins, HR planning, performance appraisal, and rewards and recognition. The study also emphasizes the critical role of employee well-being, encompassing environmental, physical, social, and psychological factors, in enhancing performance and motivation. BUNI Travel's existing practices, including regular training, open feedback, and promotion of physical and mental health, are highlighted as contributing factors to a positive and cooperative work environment. The analysis concludes that a diverse and well-managed workforce is essential for achieving organizational goals and promoting overall development, with a focus on maintaining employee performance through tailored management approaches and a commitment to employee well-being.

BSc (Hons) Business Management
BMP4006
People and Performance
Assessment 1
Case Study: BUNI Travel
Semester 2
Submitted by:
Name:
ID:
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Table of Contents
Introduction................................................................................................................................3
Tools and techniques to improve organisational performance............................................3
Goal setting: .....................................................................................................................4
Real-time feedback: ........................................................................................................4
One To One Performance check in: .................................................................................4
HR Planning: .....................................................................................................................4
Performance appraisal: ....................................................................................................5
Upgrading goals: ..............................................................................................................5
Rewards and recognition: ................................................................................................5
Development plans: .........................................................................................................5
Performance management: .............................................................................................6
Performance management softwares: ............................................................................6
Role of employee well-being in improving performance and motivation............................6
Formulating an employee well-being strategy: ...............................................................7
Employee well being in BUNI Travel: ...............................................................................7
Conclusion .................................................................................................................................8
References..................................................................................................................................8
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Introduction
People refer to the workforce and stakeholders involved directly or indirectly in a
business corporation. Their activities and efforts in completion of an objective are their
performances. Effective management of the performance will make an organization survive
in the market. BUNI Travels is a British local store that deals in tour and travels. Despite
being a small business, it is very popular among tourists. In this report the techniques through
which BUNI Travels can manage the performance of its employees in workplace will be
discussed. How the performance of employees at BUMI Travels gets affected by their well
being and various environmental issues will be discussed. In the last the external forces
which affect the working and performance of BUMI Travels and its employees at workplace
will be evaluated through considering an appendix.
Tools and techniques to improve organisational performance
An organization has a number of employees working in it. It becomes difficult for the
management to review their performances at the end of the year all together. So the
management adopts various methods through which it manages and improves the
performance of all the employees throughout the year (Burchard, 2017).
BUNI is a local travel agency in UK. It has fewer employees working in it. BUNI
travels can use the following techniques to manage its workforce
Goal setting:
The management will set the goals prior and then explains them to the employees.
When the employees have clarity about the goals to be achieved they can work with full
focus. Employees are assigned individual goals and their performance is evaluated on the
basis of those goals. The goals assigned to them should be linked with their individual goals
which will make it a priority to achieve these goals.
In BUNI travels, there are only a few employees. Every employee is given an
individual goal or target that they have to achieve in a certain period. After ending of that
period their performance is judged.
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Real-time feedback:
It is a modern version of feedback. In this method the management focus on
development of strategies to improve the performance of employees, rather than their
evaluation. This approach is highly popular due to its results. It gives high performance
drivers to the employees and their consistent engagement in the work.
In BUNI Travels, the modern feedback system is also used. This gives its employees a
higher level of satisfaction and their high performance at work (Arellano, DiLeonardo and
Felix, 2017).
One To One Performance check in:
The organizations that allow free flow of communication where the subordinates can
talk freely with their superiors shows more progress than any other organization. When the
employees can have one to one talk with the managers regarding their work and other issues,
their professional and personal goals then the employee's performance will be improved
automatically.
In BUNI Travels, there are fewer employees, which allows free flow of
communication between all the employees and the management. The employees can talk
freely to the management regarding their work, issues or any other things.
HR Planning:
HR Planning means the methods used by the organization to maintain its employees
and reducing turnover and absenteeism in the workplace. The companies need to make these
plannings in advance to avoid facing employee shortages or workload.
In the chosen company, there are only a few employees which means if even one
employee leaves, the entire work will become an extra burden on other employees. So the
company audits its workforce regularly and keeps them motivated to avoid employee
turnover.
Performance appraisal:
The performance of the employee is reviewed on the basis of their efforts in
attainment of goals assigned to them. The management also makes the decisions based on
strengths and weaknesses of the employees. After the performance appraisal the management
makes decisions about which employees is to be given certain training (DeNisi and Murphy,
2017).
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In BUNI Travels, the management uses merit based system. The best working
employees are given better benefits, packages and pay. And it penalizes the employees who
have constant declining performance
Upgrading goals:
Sometimes the goals assigned by the management to employees do not match with
their personal goals. There fore, there is constant decline in their performance no matter how
hard they try (Armstrong, 2021). Maybe they lack skills to perform these tasks or their field
of interest is something else. The management have to recognize this can upgrade the goals
accordingly.
In BUNI Travels, the employees are asked about their areas of specialization and their
tasks are assigned according to their specializations.
Rewards and recognition:
The employees get highly motivated when the rewards and recognition are given to
them. A motivated workforce is a necessity for every organization. A motivated workforce
will help the company in achieving better goals and on time (LAYLAND, 2021). Rewards
and recognitions given to the employees motivates them to improve their performance.
In the Given company, 'Employee of the month' policy is used where the best
employee is given this award.
Development plans:
An employee development plan is formulated on the basis of individual employee's
current performance and their needs to promote their organisational development their
personal development as well.
In BUNI travels,each employee's organisational goals are linked to their personal
goals which promotes their own development.
Performance management:
The performance of employees can be managed through various methods like 360
degree approach, Management By Objective, performance management frameworks and
ratings approach. The management uses the approach suits it best for performance
management of the employees (Franco‐Santos and Otley, 2018).
In chosen company, the management uses various methods of performance evaluation
to manage and improve the performance of its employees.
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Performance management softwares:
Employee performance, employee engagement and employee and employee
productivity are closely related. Management manages all these elements in one platform i.e.
performance management softwares (Neher and Maley, 2019). Through these softwares the
employees activities and engagement in work can be checked in one place.
In BUNI Travels the management uses various HR softwares for communication and
performance management instead of the traditional methods of performance management.
Role of employee well-being in improving performance and
motivation
The organizations are taking well being of the employees very seriously because the
most important aspects of an organization is its people. Employee well-being includes the
every quality of employee's performance at a workplace including his physical, emotional,
financial and health strengths. These are interrelated which means the if the employees are
encouraged, they can use these strengths to make their work environment and their
performance maximized (DeNisi and Murphy, 2017). It is not only limited to the physical
health of an employee rather it includes all the aspects of his life such as life, relationships,
work and health. The working hours, workload, communication hierarchy can affect the
employees too. The factors which can influence the well being of an employee are
Environmental factors: The work environment, comfort-ability of employee in that
environment and access to basic requirements like light, water and ventilations creates his
well being. Employee also needs facilities like Rest, short breaks and lunch time in between
the day at workplace.
Physical factors: This includes all the physical activities, lifestyle and hygiene factors of the
employee and the workplace. The workplace design, workplace environment and a supportive
positive competitive environment are considered as powerful tools to enhance employee
productivity.
Social factors: An employees relationships with his colleagues, superiors and his
communication with them is included here. The work culture and diverse organisational
culture if not managed properly can affect negatively to the employees (Kim and et al., 2018).
Psychological factors: The mental well being of an employee including the factors like stress
management goals and rest etc. is included here. Micro-management of employees can lead
to their dissatisfaction. Employees need authorities as well with the given responsibilities or
else they will consider the work as burden.
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Importance of formulating an employee well-being strategy:
The organization needs to build a mental health training program for both the
employees and the managers. Managers must be trained to identify the signs of stress and
depression (Tuzovic and Kabadayi, 2020). The working environment of the organization
must be supportive which encourages team work and cooperation. Then the company needs
to provide financial security to its employees. The management must build a ritual of
rewarding and recognition in the company. The management should avoid micro managing
its employees. They can get anxiety and depression due to micro managing. The job control
i.e. authorities and responsibilities provided to the employees to perform a certain task leaves
a huge impact on their health. If the organization is giving only the responsibilities without
giving them necessary authorities then the employees will feel demotivated and their
performances will decline at workplace (Guest, 2017). Apart from these reasons, the reasons
why a company introduces employee well-being at workplace are
 These programs reduces the cost that company and employee spend on their health.
 Well-being of employees brings employee's presentiseem in workplace.
 The programs helps employees to improve their performances and their productivity
at work.
 These programs also helps the management in gaining employee satisfaction and
boosting their morale.
 These programs can help in decreasing the heath related risks of the employees. Well-being of employees also increase their health behaviors.
Employee Well-Being in BUNI Travel:
The management in the company is very particular when it comes to the well being of
the employees working in it. The management reviews the employee's physical and mental
health through observations. The company conducts various activities in between working
days to keep the employees from becoming stressed. The management of the company
provides regular training programs to the employees to maintain them compatible with the
dynamic environment. The company takes regular feedback from the employees about their
work, management and the changes they want to see in the company. The names on feedback
forms are not asked which gives employees the confidence to ask freely. Working
environment of the company is compatible and cooperative which makes the employees
comfortable at workplace. The employees are given every basic facilities such as lunch break,
short breaks, water and ventilations, etc.
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The company promotes physical health by engaging the employees in physical
challenges like yoga at workplace in the weekends. There are only a few employees so the
company promotes cooperation among all. Workload sharing and lunch break creates good
relationships among them. The management provides time to time stress management
training to its managers, so they can identify and cope up with the employee stress.
Apart from this, the company also offers the heath and well being offers like health
insurances, free gym membership and online GPS to its employees.
Conclusion
It can be concluded that the workforce involved in an organization is highly diverse
and difficult to manage. The management is required to maintain the performance of each
employee in the workplace in order to achieve goals and objectives and also to promote the
development of the organization. The employees in BUNI Travels are fewer but still the
management uses various tools and techniques to manage their performance at the workplace.
The company uses the techniques like Goal setting, real time feedback, HRP, performance
management and appraisal, upgrading goals and targets and rewards and recognitions. The
company also focuses on factors like environment, physical, mental and social that can affect
the well being and declining performance of employees at the workplace. The companies
have to build various strategies to maintain well being of the employees to reduce employee
absenteeism, employee turnover and failure in achievement of the objectives of the
organization.
References
Books and Journals
Arellano, C., DiLeonardo, A. and Felix, I., 2017. Using people analytics to drive business
performance: A case study. McKinsey Quarterly. 6.
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Armstrong, M., 2021. Performance management.
Burchard, B., 2017. High performance habits: How extraordinary people become that way.
Hay House.
DeNisi, A.S. and Murphy, K.R., 2017. Performance appraisal and performance management:
100 years of progress?. Journal of applied psychology. 102(3). p.421.
Franco‐Santos, M. and Otley, D., 2018. Reviewing and theorizing the unintended
consequences of performance management systems. International Journal of
Management Reviews. 20(3). pp.696-730.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human resource management journal. 27(1). pp.22-38.
Kim, H.L. and et al., 2018. The effects of corporate social responsibility (CSR) on employee
well-being in the hospitality industry. International Journal of Contemporary Hospitality
Management.
LAYLAND, J., 2021. REWARDING HARD WORK. Community Practitioner.
Neher, A. and Maley, J., 2019. Improving the effectiveness of the employee performance
management process: A managerial values approach. International Journal of
Productivity and Performance Management.
Tuzovic, S. and Kabadayi, S., 2020. The influence of social distancing on employee well-
being: A conceptual framework and research agenda. Journal of Service Management.
Appendix
A PESTLE analysis for BUNI Travel
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POLITICAL FACTORS
 Tax incentives
 Contract enforcement
 Open/friendly borders
 Government stability and regulations
ECONOMICAL FACTORS
 Increasing Disposable incomes
 Shared economy
 Better economic borders
SOCIAL FACTORS
 Social pressures like online presence
 Racial acceptance/harmony
 Following market trends
TECHNOLOGICAL FACTORS
 Better transport
 Information availability
 Features like Wi-Fi connectivity
LEGAL FACTORS
 Tourist loans
 Ease in getting Visa
ENVIRONENTAL FACTORS
 Transport pollution
 Tourist negligence in causing
pollution.
 Crises of climate change
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