Strategies to Improve Organisational Performance & Employee Well-being

This report examines strategies for improving organisational performance within a company, focusing on the role of employee wellbeing, motivation, and various performance management tools. It discusses techniques such as performance appraisals, 360-degree feedback, key performance indicators (KPIs), and personal development plans (PDPs), highlighting their importance in aligning individual and organisational goals. The report also emphasizes the significance of employee wellbeing in boosting motivation and performance, covering aspects like reducing absenteeism, promoting engagement, improving productivity, and increasing morale. It concludes that effective performance management and a focus on employee wellbeing are crucial for organisational success, suggesting that businesses should adopt comprehensive strategies to foster a positive and productive work environment. Desklib provides a platform for students to access similar reports and study materials.

People and performance

Contents
INTRODUCTION...........................................................................................................................1
What tools and techniques will help improve organisational performance?...................................1
The role of employee wellbeing in improving motivation and performance..................................3
Conclusion ......................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Performance management refers to a tool which can be used by leaders and management
of company for evaluating and monitoring work performance of employees. It is important for
developing environment people with different ability can work together in effective manner
(Bao, 2019). It is a tool that allow managers of company effectively manage performance of
people work in company. This report consist study of BUNI which is a Bolton based company
and is a travel agent organisation. It is a small organisation which has small workforce and
working with traditional department of personnel. In this organisation, improvement is made for
expanding business organisation. This report includes explanation of techniques and tool that
assist to improve performance of company. It also consist role of employee well being for
improving motivation and performance.
1

MAIN BODY
What tools and techniques will help improve organisational performance?
A company is carry out operation in market for purpose of earning money and for this, it
needs to make continuous improvement in performance of employees that will assist it for
attainment of mission of company. Success and failure of a business is depended on performance
of organisation along with its employees (Cardon, Huang, and Power, 2019). Different types of
tools and techniques are used by companies to make improvement in performance of business.
HR of BUNI are also using these tools in order to make improvement in performance of
employees and company in order to get success in market. Explanation of some of these tools
used by BUNI are mentioned below:
Performance appraisal: It is a tool used by companies to review job performance of employees
on regular basis and also contribute towards attainment of goals of company. It can also be on
basis of annual review that allow company to review performance of employees and also
evaluate skills, achievement as well as growth of employees. It is an important tool used by
companies to make improvement in overall organisation performance. It align goal of individual
employees with common goal of company. For proving performance of employees and also
implementing this tool in organisation in right manner, it is important for managers of company
to ensure fair appraisal in organisation. Honesty is important in performance appraisal as absence
of this factor can results in demotivation among employees. It also leads to poor performance of
employees which is not a good situation for business. Adoption of appraisal technique in BUNI
allow HR manager of company to identify employees with good performance. Managers of
company provide rewards and increment to these employees for their good contribution. This
tool also helps managers of BUNI to identify employees with poor performance and those who
are not able to perform in good manner (Casais, and Sousa, 2019). Managers will punish those
employees or provide them training in order to make them efficient. It helps employees to
understand about their performance and provide them opportunity to find out best career. HR
managers also use this tool to improve employee satisfaction and also to motivate employees.
360 Degree Feedback: It is a tool which manager of BUNI can use for improving performance
of employees and organisation as a whole. It allow managers to assess and evaluate performance,
skills and capabilities of employee for doing work. It assist HR managers of BUNI to understand
2

performance of employees. It is a tool in which assessment of employees performance can be
done on different views of people like clients, colleagues, manager, customers, supervisors.
Human resource manager kept result of these tool with them as confidential and can be presented
to only employees. It is used during process of training and development in which employee get
other opinions and improve their on basis of those opinion. It is a effective technique as it consist
review of process through different people.
Key performance indicator: It is a tool which assist HR managers of BUNI to measure
performance of different projects, units, employees, companies performance in organisation in
context to success and attainment of goals and objectives. It is a values tool as it allow to
measures performance through data driven conversation and also allow organisation make
effective decisions. It is important for managers of company to design KPI in effective manner
that provide clear picture of performance to employees. It is linked with vision of action of
individual and create ideal situation in organisation. It is important for business to measure
different activities in different areas of business (Chan, 2019). For instance, net profit is
considered as KPI in order to measure financial performance of organisation. Performance of an
employees can be measured with number of units produced by them in organisation. It is
important for managers of BUNI to develop KPI which is SMART as it should be specific, time
bound, achievable, measurable and relevant.
Personal development plan: It is an action plan which can be made on basis of reflection of
performance of employees along with their needs. PDP is develop with goal for measuring future
performance, action that provide support to personal development. It is a tool which is used by
companies in order to identify needs of training and development and action needed by a person
in order to meet needs of person. It is a plan that assist employees to grow in terms of their skills
and capabilities and also to get growth. It allow employees to be more engage in business and
also assist them to understand their role in business to get success. It can be done after
identification of area where a person needs improvement. It is important for an employees to
ensure continuous growth as it provide them their values. Managers of BUNI needs to made
personal development plan for employees in order to allow them to make improvement in their
performance. This plan should also consist specific time limit within which they needs to make
improvement in their performance and skills.
3

The role of employee well being in improving motivation and performance
In the functioning of a business, it is important for management to focus on well being of
employees as well as to deliver best practices of development. The well being aspect of
employee management, covers physical and mental well-being. In the recent times, it is also one
of the major role of a company to choose best motivation techniques to regularly motivate
employees (Kang, Diao, and Zanini, 2020). The motivation factor is also helpful in increasing
competitive strength of a company in order to gain desired growth at the marketplace. Many
companies in the international and national marketplace focus on development of motivation in
order to achieve goals and objectives. The employees of a company also increases their
productivity with the help and support of effective measures. The tools and techniques of
motivation are helpful in increasing morale of employees which helps in promotion and
development of business. It is one of the major role of a company to develop modern ways of
motivating employees (Yue, Men, and Ferguson, 2021). The content and process theories of
motivation are also helpful in increasing motivation of employees.
A business entity should also provide monetary and non-monetary rewards for providing
major solutions related to performance (Wang, 2018). This is also one of the major role of
employees to analyse all the necessary business practices in order to lead the marketplace. In the
era of stiff competition between different companies, it is essential for a business entity to focus
on increasing motivation in employees for growth and expansion. The major role of a business is
to develop focused approach on the basis of motivation and performance with key points
mentioned below:
 Reduce absenteeism and healthcare costs- The concept of employee well being is on
increasing the moral development of employees and reduce chances of mental sickness.
The employees of a company can face various problems like increasing blood pressure
and diabetes if they are sedentary (Kasiyarno, and Apriyanto, 2020). Motivation tools
used by a business helps in reducing employee absent rates which increase total work
output. Also it is one of the major role of a business to develop various techniques of a
business in order to lead the marketplace. The increases in healthcare of employees will
also increase the chances of increasing organisational potential at the marketplace.
4

 Promoting employee engagement- The employee engagement is facilitated by
motivation in a company. So it is main role of a business to focus on employee
engagement with support of motivation to reach targets and business goals (Tripathy,
2018). In the recent times, many companies which are working in domestic and global
marketplace should focus on major motivational aspects to also develop healthy
relationship between employees. The application of most suitable employee motivation
techniques will help in enhancement of performance of employees.
 Productivity improvement- Improvement of productivity of employees is most crucial
role of a business which is possible through motivation. In the corporate world, it is
major role of a business to promote best and suitable ways of motivating the employees
for desired success (Takino, 2020). There are various companies, which achieves
immense success at the marketplace with development of focused approach towards
organisational growth. The different companies at the marketplace are now also
implementing key tools and techniques of motivation for long term growth and expansion
of business. Major role of a business is to develop parameters of motivation and perform
the functions and tasks accordingly.
 Increase in morale- Morale of employees is also increases with support and help of
effective and precise motivation techniques used by a business. It is also one of the major
role of a business to focus on increasing employee morale in order to gain competitive
advantage in a short span of time. Morale of employees is increased by mainly human
resource management in a business. The morale and value development in employees
also increases at faster pace with key support of top level management and strategic
management. In order to increase the efficiency and effectiveness of a company, it is
essential to focus on motivation theories (Knight, 2020). The Maslow motivation theory
should be implemented by an organisation with full support of key operations and
policies. The planning and strategic framework should be also implemented by a
company in order to achieve desired results.
5

CONCLUSION
From the above stated report it can be concluded that management of performance of
employees is one of the crucial functions. Human resource management of a business is also
responsible for maintaining performance and motivation in employees. The management of a
business entity can adopt various techniques like 360 degree feedback, personal development
plan, key performance indicator and performance appraisal. The above discussion also concludes
key tools and techniques which are helpful in performance management of employees. This is
also one of the major role of a business entity to support performance monitoring techniques to
enhance productivity of organisation and employees.
6

REFERENCES
Books and Journals:
Bao, W., 2019. On teachers’ professional qualities structure and development mechanisms in the
business English discipline. Chinese Journal of Applied Linguistics, 42(2), pp.218-235.
Cardon, P.W., Huang, Y. and Power, G., 2019. Leadership communication on internal digital
platforms, emotional capital, and corporate performance: The case for leader-centric
listening. International Journal of Business Communication, p.2329488419828808.
Casais, B. and Sousa, B., 2019. 'Portugal, the best destination': the case study of a CSR
communication that changed mentalities and increased business performance. World Review of
Entrepreneurship, Management and Sustainable Development, 15(1-2), pp.29-41.
Chan, C.S., 2019. Long-term workplace communication needs of business professionals: Stories
from Hong Kong senior executives and their implications for ESP and higher education. English
for Specific Purposes, 56, pp.68-83.
Kang, J., Diao, Z. and Zanini, M.T., 2020. Business-to-business marketing responses to COVID-
19 crisis: a business process perspective. Marketing Intelligence & Planning.
Kasiyarno, D.S. and Apriyanto, S., 2020. Intercultural Communication and Business Chain
Formation of America and Japan. Journal of Talent Development and Excellence, 12(2s),
pp.2042-2052.
Knight, M., 2020. Pandemic communication: a new challenge for higher education. Business and
Professional Communication Quarterly, 83(2), pp.131-132.
Takino, M., 2020. Power in international business communication and linguistic competence:
Analyzing the experiences of nonnative business people who use English as a business lingua
franca (BELF). International Journal of Business Communication, 57(4), pp.517-544.
Tripathy, M., 2018. Assertiveness–A win-win approach to business communication. IUP Journal
of Soft Skills, 12(2), pp.48-56.
Wang, J., 2018. Strategies for managing cultural conflict: Models review and their applications
in business and technical communication. Journal of Technical writing and
communication, 48(3), pp.281-294.
Yue, C.A., Men, L.R. and Ferguson, M.A., 2021. Examining the effects of internal
communication and emotional culture on employees’ organizational identification. International
Journal of Business Communication, 58(2), pp.169-195.
7