Performance Management Models and Remote Teams: HR Report

This report provides a comprehensive analysis of performance management models, including planning, monitoring, employee development, rating and rewards, and their respective advantages and disadvantages. It delves into the best practices for managing the performance of remote teams, e...Read More

Managing Human Resources

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Performance management model and their advantages and disadvantages.................................3
Identification and implementation of the best practices in order to manage the performance of
the remote team............................................................................................................................6
Practices implement by the M&S company to manage staff performance and to achieve high
level of organizational-performance............................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
In order to enhance the business and take competitive advantages, employees plays
crucial role by achieving the set targets of the company. The report will involve analysis of the
different models of the performance management leads to evaluating and enhancing the
performance of the employees. It will also include the advantages and disadvantages of each
model for both employers and employees. Further, in the same context this report also put the
light on the practices and theories that is available to the managers of the M&S company in order
to manage the performance of the remote teams. It will also state the role of the managers in
performance management and their key considerations regarding any legal, well-being and
health & safety compliances of the employees. This report will also discuss the practices
implement by the M&S company of UK. It also includes the aim of the company behind
managing the performance of their employees and how performance management model help the
M&S business in achieving high level organizational performance.
MAIN BODY
Performance management model and their advantages and disadvantages
Performance management is a process involves the continuous communication between
the employer and employees over the year regarding whether the set targets are achieved in an
effective and efficient manner or not. They have to focus on the performance of an organization,
processes, department, employees etc. to make a task successful (Tomaževič, Tekavčič, and
Peljhan, 2017). For example, providing ongoing feedback at the time of job training to the both
new and experienced employees help in increasing the productivity of the workers and achieving
set targets. The purpose of PM is to improve the performance of the employees by applying
performance management models. It includes planning, monitoring, employees development,
rating & rewarding and restart.1. Planning: The first model of performance management is planning which involves
setting goals and objectives of the company. In this the targets of the employees are
further set in relations to the companies targets (Alexander, 2018). Performance
management is always involves flexible plans rather than rigid because it required to be
changed in case if the objectives and requirements of the companies get change in the
near future.

Advantages of the planning model:
 Planning helps the business in reducing the risks which is arisen due to the uncertainties.
 As all activities of the organization are directed towards the common goal which help the
employees to coordinate with each other.
 It helps the employees in increasing their morale which further helps in achieving their
set targets. Planning is a model which provides predetermined goals in order to compare it with the
actual one so that gaps are identified.
Disadvantages of the planning model:
 In case of rigid planning, there is no room for management to think freely which might
increases the lots of difficulties in case of changes in the requirements of business.
 Because planning involves various activities such as information collection, analysis,
planning, interpretation etc., it becomes time-consuming.
2. Monitoring: It is the second model of performance management, which involves the
continuous measuring of the performance of the employees. In this, it is measured that
whether the employees are working and achieving the set targets of the company on time
or not. It also involves providing feedback in case if the employees are properly
achieving their goals (McDermott, and et.al., 2019). It is important for the company to
focus on whether the goal is achieved or not rather than how it is achieved by the
employees.
Advantages of the monitoring model:
 By monitoring the employees, companies can build a strong employer and employee
relationship and encourage them in case if they are unable to meet their targets. Monitoring the work of the employees helps them at the time when recognition is
provided for the good work done by the employees in order to meet the goals of the
company.
Disadvantages of the monitoring model:
 It put negative impact on the employees that there is no value of privacy of the work of
the employees.

 The monitoring process involves various data which may be misused by the staff with
wrong mindset.
3. Employees development: By proper use of planning and monitoring phase, company can
find out the reason of performance gap and rectify it in case of underperformance
(Tamba, and Riyanto, 2020). It is rectified by providing training and development to the
employees. The development of employees are also possible by assigning them
challenging tasks and activities.
Advantages of this model:
 One of the benefit of the training and development to the both employees and employers
is that it increases the productivity of the work. Investing in the T&D means investing in the employees of the company which further
build the skills and knowledge of employees and increases their satisfaction level.
Disadvantages of this model:
 Conducting training and development session for the employees involve cost which is to
be born by the organization. So one the drawback of this model is that it is expensive.
 T&D is an investment risk for the company because it does not give guarantee to the
company regarding the expected return from T&D expense.
4. Rating and Rewards: Rating the performance of the employees of the company during
the whole year is usually used at the time of annual performance appraisal. In case if
standard performance is compare with the actual one and any gap arises showing over
performance of the employees (Ogbu Edeh, and et.al., 2019). In that case rewards and
incentives are awarded to the employees to motivate and encourage them.
Advantages of this model:
 It acts as a motivator key for other employees in the organization to increase their
confidence and morale in order to gain same respect and reward. It is also beneficial for the personal development of the employees and minimizing the
communication gaps between managers and employees.
Disadvantages of this model:

 One of the disadvantage of this model is that it increases the chances of jealousy among
the employees and further increases the non corporation with each other.
 There is lack of participation in the performance appraisal from the employees side in
case if they think it is only for pointing out their mistakes.
5. Restart: After completing the performance cycle of planning, monitoring, employees
development and rates & rewards to the employees of one year. The cycle starts again for
the next year in order to achieve the companies goals and objectives.
Identification and implementation of the best practices in order to manage the performance of the
remote team.
Every large company operates their business in different areas of the home country and
the world. The operations may be taken place in different cities as well in remote areas such as
villages. In order to manage the performance of the remote workers along with taking care of
their health, safety, well-being and any legal compliances, manager is required. So for this
purpose the role of manager is become very crucial in the organization (Charalampous, and et.al.,
2019). For example, M&S company is operating its business in various remote areas and involve
remote workers to complete the tasks and activities. So the role of the M&S manager is to
identify and implement best practices in order to manage the performance of the remote workers.
These include practices which are available to the manager of M&S company to implement in
the organization to manage the performance of their remote workers.
 Set expectations early and often: This is one of the practice indicate that before setting
out any task and activities for the employees. It is important for the manager to provide
them proper guidelines, set boundaries and review the basics of the tasks by creating
remote work policy (Bussin, and Mouton, 2019). In order to implement this practice, the
manager must aware to provide updated policy, goals of business and changes in staff
information to the employees. As there is a lack of knowledge among the remote worker
it is important for the manager to implement these practice by providing them training
and development of the related tasks.
 Be organized and flexible: This practice indicate that by maintaining the flexible
working hours in the organization managers can reduce the work stress of the remote
workers (Azar, 2017). In order to implement this practice, managers have to give options

to their employees to choose the morning or evening shifts as per their comfort. It also
helps in maintaining the consistency of the work. It is not important how much an
employee work, but it is important how well an employee work. By providing flexible
hours, managers can also considered the health, safety and well-being of their employees.
 Emphasize communication: This practice indicates that managers of the company have
to keep the communication with their remote staffs to provide information and take
information from them. In order to implement this practice, managers have to use the best
communication tool such as phone calls, emails, direct interaction etc. to keep workers
appraised of deadlines, work-related challenges, work schedules etc. It is also helpful for
managers to build employers and employees relationship by considering the well-being
of their remote workers (Forcada, and et.al., 2017). The best way to implement this
practice is to direct ask the remote workers about their issues and try to solve those
issues.
 Tracking workers progress: This practice indicate that preparing work schedule along
with apportioning tasks among the employees helps the manager to track the performance
of their workers especially remote teams. In order to implement this practise, managers of
the company have to give structure to their team specifying the work of each remote
employees and track the progress of their work. Rewarding the workers as per their work
progress is also important role of managers to manage the performance of remote
employees.
 Remember to listen: This practice indicates that a good manager is always a good
listener in order to listen the problems of the employees in the form of feedback. In order
to implement this practice in the company, managers have to listen properly to their
employees (Karlsen, and Berg, 2020). For example, in case of any harassment with the
employees, any legal dispute arises and any sever problem which control the remote
worker to complete their task on time etc. For this purpose managers have to conduct
different surveys in support of remote workers and take one by one problem solving
session for the employees. So that, workers can easily open up with their managers
regarding their problems.
 Build connection and be available to your team: This practice indicate that a good
manager is always available to their team especially remote team in order to build strong

connection with them. As the remote worker have less knowledge and morale, so
implementation of this practice is important for the manager as well as employees of the
organization. In order to implement this practice and remove the feeling of isolation
among the remote employees, managers must conduct fun chat channel, grab coffee
together, share positive feedback etc. It is also possible by forming an open-door policy
for the remote workers of the company. Before forming any policy, it is important for the
manager to consider whether any legal, well-being, health and safety compliances of
employees are attached or not.
 Provide a way to collaborate: This practice is one of the best practice to increase the
collaboration among their remote employees. As coordinating with each other helps the
employees to solve problem without going directly to the managers all the time. So it is
the prime duty of the manager to implement this practice in order to manage the
performance of the remote teams. In order to implement this practice, manager have to
provide the different tasks and activities to the employees in sharing with the other
workers (Bhat, and Bharel, 2018). So in that case, they can collaborate with each other in
order to complete the tasks on time and get to know each other as well. Setting any task
required considering the health and well-being of their employees by the manager.
 Provide space to the employees: This practice of performance management indicate that
providing the remote workers work space instead of keeping eyes on them all the time
that whether they are working or not. It is beneficial for the manager to increase the
productivity of the remote workers. In order to implement this practice, managers of the
organization have to show trust on their remote workers. In case if workers are
completing tasks on time and in effective manner means that they are working and does
not require regular one-on-one check to reduce the morale and confidence of remote
team.
 Celebrate success: This practice of performance management indicate that celebrating
success in case of business goals get achieved with the remote workers motivates them to
further enhance the productivity to achieve business targets (Armstrong, 2017). In order
to implement this practice in the company, manager have to conduct different refreshing
parties, festivals celebrations etc. and make sure that board members are also joining the
celebration venue. It will encourage the employees and put positive impact on them that

organization is also cares about them. It also removes the feeling of fear and isolation
among the employees and motivate them.
Practices implement by the M&S company to manage staff performance and to achieve high
level of organizational-performance
The aim of performance management is to improve the performance of their employees.
It also includes setting goals and provide training to the employees to achieve and even over
achieve the set targets of the company (Nchimbi, 2019). By keeping in mind the aim of
performance management, the performance manager of the M&S company implement 360
degree model of PM. With the help of implementing this model, managers not only manage the
performance of the staff of the company but also achieve the high level of companies
performance.
In the planning phase of the performance management, the business plans the yearly
target of M&S company such as expanding the business in foreign countries and make available
their clothing and foods product via online to the customer and increase customer base. This
business targets is further divided into small targets for the employees such as achieving daily
production level of the products (Krama, and et.al., 2018). Managers formed flexible plans
because of environmental changes for example due to pandemic situation production level comes
to zero and affect the plan in negative way in case if it is rigid. In the monitoring phase of the
performance management, managers of the M&S company measured the set targets of the
employees of the company. For example, measured whether the employees are achieving the
daily set level of production of the product or not by preparing work completion charts. In the
employee development phase of the performance management, performance managers of the
company conducted various training and development session to minimize the performance gaps.
It is conducted in the case of underperformance of the employees. For example, conducted
quality training, soft skills training, technology training, managerial training etc. in order to
increase the productivity and efficiency of the employees. In the rates and rewards phase of the
PM, performance managers of the company conducted rating system. In this phase managers
also organized various rewards for the employees performing well in their task and completing
the task on time (Ausloos, 2020). For example, organized prizes for the best performer of the
year, offer money, event tickets etc. to the over performance employees. They also make promise
to all employees including underperformance and remote team that company will organize the

grand party in case if all employees achieve their targets in suitable time limit. It acts as a
motivator key for all the employees. In the last phase of PM, the performance manager of M&S
company starts the cycle again from the planning phase in order to increase the next year
performance of the employees as well as the company.
With the proper implementation of the 360 degree of PM model, managers of M&S
company highlights the visible and non-visible performance gaps of the company. PM is a tool
which provide different ways to the company from setting goals to achieving those goals. It helps
the company to expand the business and entering into the international markets by satisfying the
customers needs. It also helps the company in increasing the customer base of the company by
shifting the company from manual mode to online mode (Nikpour, 2017). With the help of PM,
the overall performance of the organization is increased by increase in the quality of the product
of the company. Implementation of the PM model, increases the profitability and working capital
of the M&S business by proper guiding and managing the performance of the human resources
assets of the company. So, this indicates that if company really wants to grow and increase profit
of the business they have to put their major focus towards the performance of their employees
especially remote workers of the company.
CONCLUSION
Employees are the real assets of the company which either expand the business or fully
diminish the business depends upon how companies treat to their employees. The report
concludes the aims of the performance management behind managing the performance of the
employees. This report first concludes the 360 degree model of performance management along
with their advantages and disadvantages of each model. Secondly this report concludes the
identification and implementation of the best practices which is available to the manager of the
M&S company to manage the remote worker performance. It also states what steps they have to
follow in order to implement this practices in the company so that the performance of the remote
workers get better day by day. The report also includes the role of the manager to consider the
legal, health, safety and well-being compliances of the workers. At last this report concludes
approaches implement by the managers of the M&S company in order to manage the
performance of the employees of the company. The report will also conclude the role of
implementation of the PM in increasing organizational performance of the company.

REFERENCES
Books and journals
Tomaževič, N., Tekavčič, M. and Peljhan, D., 2017. Towards excellence in public
administration: organisation theory-based performance management model. Total
Quality Management & Business Excellence. 28(5-6). pp.578-599.
Alexander, J., 2018. Financial planning & analysis and performance management. John Wiley
& Sons.
McDermott, A. M. and et.al., 2019. Performance management in context: Formative cross-
functional performance monitoring for improvement and the mediating role of
relational coordination in hospitals. The International Journal of Human Resource
Management. 30(3). pp.436-456.
Tamba, N. and Riyanto, S., 2020. How to Improve Performance through Training and
Development. IOSR Journal of Business and Management (IOSR-JBM) e-ISSN,
pp.09-15.
Ogbu Edeh, F. and et.al., 2019. Understanding performance management, performance appraisal
and performance measurement. American Journal of Economics and Business
Management. 2(4).
Bussin, M. and Mouton, H., 2019. Effectiveness of employer branding on staff retention and
compensation expectations. South African Journal of Economic and Management
Sciences. 22(1). pp.1-8.
Azar, S., 2017. Time management behaviors sanction adoption of flexible work
arrangements. Journal of Economic Development, Management, IT, Finance, and
Marketing. 9(1). p.12.
Forcada, N. and et.al., 2017. Communication key performance indicators for selecting
construction project bidders. Journal of Management in Engineering. 33(6).
p.04017033.
Karlsen, J. T. and Berg, M. E., 2020. A study of the influence of project managers’ signature
strengths on project team resilience. Team Performance Management: An
International Journal.
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Bhat, I. A. and Bharel, S. K., 2018. Driving performance and retention through employee
engagement. ZENITH International Journal of Multidisciplinary Research. 8(1).
pp.10-20.
Armstrong, M., 2017. Armstrong on reinventing performance management: Building a culture
of continuous improvement. Kogan Page Publishers.
Charalampous, M. and et.al., 2019. Systematically reviewing remote e-workers’ well-being at
work: A multidimensional approach. European Journal of Work and Organizational
Psychology. 28(1). pp.51-73.
Nchimbi, A., 2019. Implementation of open performance review and appraisal system in
Tanzania local government authorities: some observations and remarks. Int J Afr
Asian Studies. 53(1). pp.32-40.
Krama, A. and et.al., 2018. Real-Time implementation of high performance control scheme for
grid-tied PV system for power quality enhancement based on MPPC-SVM optimized
by PSO algorithm. Energies. 11(12). p.3516.
Ausloos, M., 2020. Valuation Models Applied to Value-Based Management—Application to
the Case of UK Companies with Problems. Forecasting. 2(4). pp.549-565.
Nikpour, A., 2017. The impact of organizational culture on organizational performance: The
mediating role of employee’s organizational commitment. International Journal of
Organizational Leadership. 6. pp.65-72.
Online
Guide to Managing Human Resources. 2021 [Online]. Available
through:<https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr>
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