Executive Summary: Analyzing Performance Management at City Couriers

This executive summary report examines the performance management system at City Couriers, an Australian parcel collection and distribution business. It identifies issues such as validity, reliability, cost-effectiveness, and fairness in their current appraisal process. The report suggests recommendations based on different performance management techniques like Management by Objectives and 360-Degree Feedback, emphasizing the need for customized scorecards, individual progress reports, and a balanced scorecard approach. The goal is to improve employee engagement, address biases, and foster a more transparent and fair performance evaluation system to drive organizational success. The report concludes that implementing these strategies will enable City Couriers to enhance managerial effectiveness and employee growth within the Australian market.

HRM Executive Summary
Report
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Executive summary
Most of the companies are found issues in their performance management process so they
adopt the new performance review technology or tools to work effectively within the company.
This report covered the detailed description of the chosen company City Couriers, which is based
in Australia and growing commercial parcel collection business. They are operating within
Australia since it was established seven years ago. This report covered the summary of the group
project and the main aspect is to work on identifying issues within the company that are related
to performance management aspects. Another aspect that was covered under the report is the
major recommendations that are related to identifying new performance management systems as
per the view of different authors. Different performance management tools and employee’s
appraisal form is analysed by the company that helps in choosing the right theory and gain
competitive advantages.
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Table of Contents
Executive summary..........................................................................................................................2
Introduction......................................................................................................................................4
Main Body.......................................................................................................................................4
Strategic Analysis that helps in providing business strategy..................................................4
Issues that used to analyse why this is an issue what does the literature say .......................5
Recommendations..................................................................................................................6
Conclusion.......................................................................................................................................7
References .......................................................................................................................................8
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Introduction
A performance management system is one of the systematic approach that is used by
companies to measure the performance of employees effectively. It is a process that is aligned by
companies to make mission, goals and objectives within the available resources, system and
different set of priorities. This is a collaborative and communication-based process as the
employees and management team work together to make a plan, monitor and review the
employee's performance and growth (Agarwal, 2020). The chosen company is City Couriers,
based in the capital city of Australia. It is one of the rapidly growing companies that collect
parcels and distribution businesses within Australia. This executive report provides an overview
of the new performance management tool and process. In addition to this, it will include strategic
analysis of the company and descriptive issues that are identifying within the organisation.
Moreover, recommendations will be identified for overcome issues and to propose new
performance management in this report.
Main Body
Strategic Analysis that helps in providing business strategy
Strategic analysis is an effective process that involves deep research on the business
environment and different strategies which they implement. It will be helpful to develop strategic
planning for the use of decision making and smooth working within the organisation. Within the
City Couriers, 600 employees are working on different job departments covering customer
service, parcel collector and distribution department. In addition to this, vehicle maintenance,
accounts, legal, human and marketing departments are included under the list of departments in
City Couriers. The firm derives effective competitive advantages by showing and making an
image of low-cost operators by using lean operations management techniques. They are
believing in a well-working structure and having a clear job description for each and every
employee of the company (Ahmad and Kim, 2020). Furthermore, City Couriers tried to appoint
staff with a high degree of specialisation in their working environment. The HR of the company
believes in buying skilled staff rather than building them with different training methods. The
manager makes the one-page performance assessment form to each employee of the company
either they are working with non-managerial workers, call-centred staff, parcel, driver or any
administrative staff.
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Issues that used to analyse why this is an issue what does the literature say
Most of the companies utilize the performance management system but some are not
ready to admit that it helps in achieving goals. That will leads to many issues within the
organisation. In the context of City Couriers, once a year assessment strategy identifies the
different type of issues that includes Validity, Reliability, Cost-effective and fairness within the
performance management process (Javed and et.al., 2019). While the City Couriers, applied for
the specified job roles, then the appraisal process fails to reflect as the employees are not rated on
the appropriate criteria and standards. This leaves the wrong impact on employees and leads to
cause tension, distrust and conflict amongst employees. These four factors of issues that arise
within the company are analysed below:
 Validity: This is the first issue that is identified in the performance management process
of the company. As they are rating their employees on a "One Size Fits All" basis rather
than rating them with their specialised job criteria. This issue causes tension, distrust and
conflicts among the teams and employees (Yadav, 2019). However, it happened that the
validity of the performance data method is uncertain as it records the behaviour of the
employees. That can be affected by various factors like employees' emotions, culture etc.
This issue will lead to employees' changing perceptions and assumptions that regards
within the system and measured employees involvement.
 Reliability: This means to make a consistency of the measures, as the company choose
the one performance review form to their all employees. It will allow the company to
grade all employees based on equal consistency. But on the other hand, the role of work
can affect the reliability of the performance and be adjusted based on the company's
organisational context (Kearney, 2018). As this process is easily completed by the
management team, so it signifies that performance appraisal of the company is not
conducted based on honesty. This process leads to major consequences faced during the
appraisal and performance's review of employees.
 Cost-effectiveness: City Couriers, currently choosing the punitive process for
performance appraisal. Instead of investing in their employees with different methods of
training and development, they are choosing short cut methods which become costly in
the long run. Their bonus amount for the top 10 employees is $5000, which create a
hostile environment within the company. This show that the company is not showing any
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transparency or loyalty towards their employees (Yang and et.al., 2020). The HR of the
company think, that they should buy the skills for the company rather than build a skilful
employee. It shows the inability of the company that they are not able to provide personal
and professional growth of their employees and that affect their potentials growth. It
leads to the unfair bonus system issue within the organisation and leads to a major chaos
in their employees.
 Fairness: Unfair practices within the organisation critic the overall growth of the
organisation's success. When employees found that they are not treated fairly, then they
make a negative impact on loyalty and the employee-manager relationship (Negi and
Dangwal, 2019). Additional, it contributes to lower productivity, decreased retention
period, declining morale of the employees. City Couriers mainly focus on the individual
performance assessment which leads to discrimination, bias and unfair practices. This
will leads to dishonesty, reduce the likelihood and willingness of the employees and
support each other.
Recommendations
As per the view of Jackson (2021), there are some recommendations to City Couriers to
adopt the strategy and workover challenges. Different techniques that can be used by the
company like management by Objectives, 360-Degree Feedback, Assessment centre method and
many more (Types Of Performance Management Systems, 2021.). It will be helpful for the
company to work to make use of effective strategies and applied new and innovative
performance management systems.
 The company should use the adding narrative scorecards that actually helps in making
equation in performance appraisals to add up the values and generate feedback from the
development of the employees.
 It would be beneficial for the company if they customised the individual progress and
report. This will be helpful for the employees by fitting in specific jobs and individual
features for personal growth (Onyango and et.al., 2018).
 The company should have the ability to improve the cost through making culture to
create values. In addition to that, it helps recognise and generate the feedback in an
effective period.
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 Another recommendation for the company is they should work on their performance
appearance form, as it should include different questions for different job opportunities.
This will be helpful for the company to work and manage the accountability of the
manager and remove the bias nature within the company.
 The major evaluation and management techniques help generate the performance that has
been worked on a continuous basis. It will include the intricate factor and meet all the
business for achieving goals and objectives differently. KPI will be helpful for the
company to confirm a valid, cost effective strategy, reliable and fair practices.
 In last, the company would be able to use different benefits by hiring the employees and
providing them effective training at the time of workplace. It will be helpful for the
company to work and make more key factors and create a valid, reliable, cost-effective to
manage fair practices in the system (Pressley, Croyle and Edgar, 2020).
 The company should use the new performance management system that is The Balanced
Scorecard as it helps achieve goals and make a different business perspective to the
employees. Another reason for choosing this, it is a new and effective reporting process
that is conducted regularly that helps to maintain a record and achieve growth within an
organisation.
Conclusion
From the above report, it is analysed that performance management assessment is very
helpful for the company to use different strategic changes. It is determined that the major
strength of the company is to divide different job roles into different departments with
specialised techniques. On the other hand, they fail to provide ratings to employees by applying
one size fits approach which further develops biasses among employees. For this, it is analysed
that with the help of performance assessment techniques company can improve their managerial
and employee progress within the market of Australia.
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References
Books & Journals
Agarwal, A. (2020). Investigating design targets for effective performance management system:
an application of balance scorecard using QFD. Journal of Advances in Management
Research.
Ahmad, S. & Kim, D.H., (2020). Quantum GIS-based descriptive and predictive data analysis for
effective planning of waste management. IEEE Access, 8, pp.46193-46205.
Javed, S. A., Liu, S., Mahmoudi, A., & Nawaz, M. (2019). Patients' satisfaction and public and
private sectors' health care service quality in Pakistan: Application of grey decision
analysis approaches. The International journal of health planning and management,
34(1), e168-e182.
Kearney, R., (2018). Public sector performance: management, motivation, and measurement.
routledge.
Negi, P. S., & Dangwal, R. C. (2019). Organisational sustainability through culture and
managerial effectiveness: an Indian perspective. Journal of Entrepreneurship and
Innovation in Emerging Economies, 5(1), 22-36.
Onyango, M., Merabti, S. A., Owino, J., Fomunung, I., & Wu, W. (2018). Analysis of cost
effective pavement treatment and budget optimization for arterial roads in the city of
Chattanooga. Frontiers of Structural and Civil Engineering, 12(3), 291-299.
Pressley, T., Croyle, H., & Edgar, M. (2020). Different approaches to classroom environments
based on teacher experience and effectiveness. Psychology in the Schools, 57(4), 606-
626.
Yadav, R. M. (2019). Effective analysis of malware detection in cloud computing. Computers &
Security, 83, 14-21.
Yang, Y., Dong, C., Yao, X., Lee, P. K., & Cheng, T. C. E. (2020). Improving the effectiveness
of social media-based crowdsourcing innovations: roles of assurance mechanism and
innovator's behaviour. Industrial Management & Data Systems.
Online
Types Of Performance Management Systems, 2021. [Online]. Available through:
<https://www.clearpointstrategy.com/types-of-performance-management-systems/>.
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