Analyzing and Improving Employee Performance: A Detailed Report

This report delves into the critical aspects of employee performance management within a manufacturing company, addressing challenges related to product quality and employee development. It explores the structuring of individual performance targets to maximize firm performance, emphasizing the importance of setting clear objectives and key measures. The report further examines how management systems can enhance employee development and communication through coaching, mentoring, and feedback mechanisms. It highlights the need to integrate performance management with other human resource processes, such as career development and recruitment, to foster a supportive work environment. Additionally, the report analyzes the link between performance and financial rewards, emphasizing their role in motivating employees and aligning their efforts with organizational goals. The report concludes by providing insights into improving employee satisfaction and overall organizational success.

MANAGING PEOPLE

Table of Contents
INTRODUCTION...........................................................................................................................3
Structuring individual performance targets to maximize the firm's performance..................3
Management system can be used in improve employee development and communication. .4
Need to integrate performance management systems with other human resource processes;5
linking performance to financial reward................................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
This research doing on the management of employ because still corporation company
facing employee performance problem so they can't improve there product qualities performance
management mean to a manger and an employee do work with each other this research will
define individual performance targets to maximize the firm's performance and in this respect
making some individual target and this company measuring employee performance in this report
also define a Management system can be used in improve employee development and
communication through some example like mentoring and coaching, communicating clear
performance expectation to employee etc. in this research report also will explain Need to
integrate performance management systems with other human resource processes and link
between the linking performance to financial reward.
Structuring individual performance targets to maximize the firm's performance
Performance management is a process manger and employee do work with for plan,
monitoring and develop designed and utilize the individual talent. It Is ongoing process that
facilities the planing, coaching and evaluating of employed performance.
The process for still comply wants to start with integration and set goal with business
strategy individual employees target team management with set key skill. This company is
require the set vision, business goal value mission and objective of business at the level of
corporate, business and team level (Christensen 2017). This company is having goal of
competitive advantage like reduce still manufacturing cost and innovation cost. This company
want to develop there product qualities through improvement in individual performance of
employees and
individual performance target
 To minimize product defective -This company set the employee target to achieve
business objective so they will key measure by take the number of defective product and.
It is divide by the total number of product then the find total now of product produce.
This will give you the percentage of defective products.
 To increase customer satisfaction level by 10 %in the end of December- This
company is focus on the customer satisfaction they want to satisfactions so it ill measure

by the happy when using there product so it can use multi performance measure like
CSR, including satisfaction % and score of customer purchase a product repeating..
 To reduce manufacturing cost and improving qualities- This company is also focus on
the reducing cost because they want to increasing profitably so they will measure
employee performance utilization of row material.
1. This company improve product quality so they PDCA cycle it is work firstly
make the plan for increasing product quality. It is also helped to improve
performance and work do by do on a stage then implementation plan and
measuring the what result come then monitoring the plan and finding some
differences between it then take action (Bush. and Middlewood 2013).
Management system can be used in improve employee development and communication
Still manufacturing company can be improve employee development through such kind
of activities Coaching and mentoring- It is also increasing the employee how to do work. In t
coaching and monitoring give the indigence and direction to implementing
plan and try to match company objective. It is although executive coaching
receives quite a bit of press in the management development community, mentoring is
a less understood and less common development technique. It generally comes in a
session one time between employee and manger they explain they criteria and
method of working. It is help to increasing employee productivity and provide
proper work environment and solve ll problem.
 Feedback -Tn this company give the motivation and I give the impression that company
Are interested in the work. It can solve they employee areas improve and providing proper work
equipment. Feedback gives the motivation in the employee and increasing in employee
performance then they do work more effluence and interest. Company leaders should also
provide suggestions to help make them more productive. This allows people to stop dwelling on
their shortcomings and act on the solutions(Moran,Abramson and Moran2014)
Still manufacturing company can be improve employee communication through such kind of
activities

 Communication clear performance expectation to employee-This employee having
clear target and they have exception to their project complete on the time because this
company measuring performance individually performance of employee and give the
particular target
 Linking performance to reward system – In this increasing personal skill because
company observing individually every employee and give the reward according to there
performance so they have clear target and try perform very good.
Need to integrate performance management systems with other human resource processes;
In Still co. company not have proper communication so they facing product quality
problem and did not improve in performance of employ. Performance management such kind of
help in human resource processing- Help to offering employee in career development- Performance management is
providing better opportunity to employee because in this condition company measuring
employee individually performance and it is providing individually goal . So employee
can easily achieve there goal and focused on the objective. This is help to motivate
employee because according top performance company providing proper reward (Clegg
Kornberger and Pitsis, 2015. ). Identify which are employee need improvement – It I doing help to providing employee
training and improving proper skills of employee. It s finding which are employee
perform not well and they need to improve. It is also finding which type of employee
need the training and improve their working skill and give befit to organization. Providing proper communications between employee and manger- Performance
management do the help proper communication between the employee and manger like
time to time manger meet to employee. They use open leadership style and give the
employee chance to taking part in company suggestion, it is give the motivation in the
employee and they give innovative ideas (CHANG Morse Babcock and Murthy 2014 ).
 Finding need in job analysis and recruitment- Performance management is also helped
to finding which area need the new employee and also helping to recur it what type of
qualities person. It is helping to knowing those employees and team want some new
employee. And also providing proper training and development for new employee and
match proper combination between posting and training. Of new employee.

linking performance to financial reward.
Reward system is give the motivation in the employee because it gives the extra
something different from the salary. When this company give the reward then employee
understand how to earn something and give the extra and best effort to increase and finding
value. In addition to regular compensation, financial rewards are monetary incentives that an
employee earns as a result of good performance. These rewards are aligned with organizational
goals. When an employee helps an organization in the achievement of its goals, a reward often
follows. All financial rewards are extrinsic (Grandey, Chi and Diamond, 2013). Financial
rewards refers to the rewards and benefits which are provided to the employees on the basis of
their performance or experience. In Steel Corporation, the financial rewards are given to
employees in order to boost up their motivational and dedication level. The motive of the
management is to promulgate the commitment level of employees so that they perform well and
efficient.
It is the managerial strategy of the organisation in which managers provide financial
rewards to the high performer employees in order to increase their as well as other employees.
Employees work more diligently and efficiently in order to earn more and more rewards. Thus,
in this way they'll able to accomplish the desired goals and objectives of the organisation.
Linking financial rewards with the performance of employees is the strategy applied in Steel
Corp. in order to increase the determination and satisfaction level of employees. It can be bonus,
incentives, fringe benefits or other financial benefits which are provided to employees of the
organisation so that they work more effectively. Employees strive to get more and more rewards
and thus their performance will improve automatically. Thus, financial rewards helps the
organisation and management to accomplish the desired goals and targets effectively and
efficiently. It is very important to consider the employee satisfaction and motivation level. It is
the duty and responsibility of the management to identify the determinants to increase the
motivational level of employees and work diligently in order to increase it.
CONCLUSION
This research report making on the still company those facing the product quality
problem so company want to improve in the performance measurement then facing some

problem so this report give the insolence of problem they having issue in the Structuring
individual performance targets to maximise the firm's performance so making the individually
target and solve to measure in the future like To minimize product defective To increase
customer satisfaction level by 10 %in the end of December-To reduce manufacturing cost and
improving qualities then how to play performance management role in HR like providing
training recruiting employee etc. then this report defying performance management use in
improving performance and communication like coaching through and feedback etc. in this
report also defying link between performance management and financial reward system.

REFERENCES
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