People and Performance: Enhancing Organizational Performance

This report explores the critical role of human resource management in enhancing organizational performance, focusing on the case study of BUNI, a local travel agent. It outlines various tools and techniques, such as peer reviews, feedback utilization, performance appraisals, Management by Objectives (MBO), and reward systems, that HR experts can employ to improve overall organizational success. The report emphasizes the significance of employee well-being, covering aspects like mental health, financial stability, and physical health, and how it impacts productivity, absenteeism, morale, and employer branding. Additionally, the report includes a PESTLE analysis to assess macro-environmental factors influencing the company's strategic decision-making, highlighting political, economic, social, technological, legal, and environmental considerations. The conclusion underscores the importance of HRM and employee well-being in driving business performance and strategic planning.

People and
Performance

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK ..............................................................................................................................................3
Tools and techniques that can improve the overall performance of an organisation.............3
Role of employee well-being..................................................................................................5
CONCLUSION ...............................................................................................................................6
REFERNCES:..................................................................................................................................8
Books and Journals:................................................................................................................8
APPENDIX......................................................................................................................................9
PESTLE analysis....................................................................................................................9

INTRODUCTION
Humans are the crucial resources of any business. The performance of workforce can be
an asset or liability to an organisation. HR manager plays a pivotal role to make a successful
business. Good human resource management is vital for all size of business. Human Resource
Management or HRM refers to a practice of managing workforce to accomplish better
organisational and individual performances. The report is based on the case study of BUNI
which is a local travel agent in Bolton (Daniel, 2019). The aim of this report is to outline the
different tools and techniques which can be used by HR experts in order to enhance
organisational performance. It is also discussing the role of employee well-being in enhancing
performance and motivation. Pestle analysis will help to analyse the different macro
environmental factors.
TASK
Tools and techniques that can improve the overall performance of an organisation.
Human resource management can be explained as a strategic approach of hiring,
recruiting, selecting and managing workforce in an organisation. It is mainly concerned with
managing people, develop policies and strategies in the company. In context of BUNI, the HR
experts are responsible for overviewing workforce benefits, training and development, employee
recruitment, performance appraisal and managing rewards. They are also deals with industrial
relations and organisational change (Jacobs and Bates, 2019). The overall aim of HR department
is to make sure that the company is able to accomplish goals through their workforce. With an
addition to BUNI, the following are some tools and techniques that can be used by HR experts to
improve the overall organisational success: Peer reviews/ 360 degree feedback: This type of technique allows peer to facilitate
positive and negative feedback. It offers employees with deep evaluation of their
performances based on the views of individuals around them. This also helps individuals
to recognize the areas for development while considering their own needs of growth.
Such process handover to their team members but HR manager should still oversee the
reports that are produced to make sure any praises, concerns and claims. This technique
shows workforce the value of peer review.

 Utilize feedback: If an individual is not performing good and he may not know it. It is
essential that a meeting should be arranged to identify the possible reasons for their low
performances and suitable solutions to assist that employee. While giving feedback to
underperforming individual, it is important that a HR manager does not just poor or
negative employees but also show positive side about him which is required to motivate
and inspire them to do hard work on their performances. Managers let their employees
know what are the strengths. Hence, feedbacks needs to be exercise on regular basis. Performance appraisals: Performance appraisal is one of the commonly used technique
in any organisation. When this technique used in a proper way, it can be very powerful
for orienting individual's goals with the organisational goals. An appraisal must be fair,
regular, honest and involves a two-way communication between manager and employees.
If these appraisals are not so then can also demotivate an employee who leading with his
performance (Jean-Paul and Martine, 2018). Management by Objectives (MBO): MBO is also an effective tool that signifies the
certain goals and then establishing how to attain each single objective. It is a great
method of creating a culture of shared goals in which a single step has been taken at a
time for accomplishing that certain task set by the managers. The main objective is that
each goal has been achieved and employee's morale and motivation. Hence, this involves
the performance measurement of employees with set standards. Reward and recognition programmes: When individuals feel that good performance
goes unrewarded and unrecognised, it decreases the motivation and employees disengage
from the overall mission of the company. Reward and recognition are the vital part of any
organisation and also important for BUNI too. It is essential for the managers and seniors
of the company to pay attention on their employees in order to praise the high performers.
Financial rewards involves bonuses, but simple recognition and praise of a job is also
essential for maintaining the employee's morale and motivate them to continue the high
performance (Jiang, Broome and Ning, 2020).
 Personal and professional development plan: PDP refers to an action plan that is based
on the awareness and reflection of the performance of an individual and establishing
goals for enhancing future performance that will help in the growth and development. In
the organisation, it is also used to identify training and developing needs of a person and

create an action plan for meeting requirements. It helps employee to know what they
want to achieve and what actions are required to achieve them. This will not only help
employees in their individual performances but also improve the organisational
performance by boosting the productivity and effectiveness.
Role of employee well-being.
Well-being is not just about physical health but it goes more beyond this. Many
organisations are highly concerned regarding the well-being of an employee. It is found that
employees who are satisfied and healthy can able to contribute more in the productivity of an
organisation. Employee well-being cause to high performance, reduce employee's turnover,
organisation culture and many more (McMackin and Flood, 2019). There are various aspects that
can include in employee's well-being such as mental health, financial well-being, physical health,
stress management, nutrition, physical activity, professional development, social well-being and
many more. In context of BUNI, it is the responsibility if HR managers and other seniors to look
after their workforce well-being. When an organisation creates a culture of well-being it supports
them to motivate, encourage and help employees to exercise health behaviour in the company.
The benefits of employee's well-being for the organisation are countless. Some of the benefits
are mentioned below: Reduced absenteeism and healthcare costs: At present times, organisations started
understanding that preventing issues related to employee performance and well-being
such as sickness, stress or burnout were more profitable than reacting to such problems
when they already occurred in the organisation. Also, employee's inactive lifestyle also
create chances of high blood pressure, diabetes and many more. It is has been found that
employees who experience stress and burnout at their office takes more sick leaves than
others. In context of BUNI, employee well-being is very significant as it related with
absenteeism and its costs for managers. Improved employee productivity: It has been found that employees with obesity and who
has smoking habits likely to take three to six sick leaves than other employees. While on
the other side, employees who handle their stress and burnout creates better productivity.
Therefore, employee well-being must be optimized in the company so employee can be
able to focus on their work and overall productivity can be enhanced.

 Improved employee morale: During Covid-19 crises, many employees have to leave their
jobs and some of them get less income or some of the employees lost their loved ones
due to the effect of virus which decreases their morale and motivation towards work. By
introducing employee well-being initiatives such as fitness competition or health
workshops, managers and seniors of the BUNI can improve the morale of their
employees (Nxumalo and Et.al., 2018). Increased employee engagement: It is studied that employee well-being programmes
helps in employee engagement. When an employee well-being programmes is executed,
employees feel more connected with the brand, their health is raised and accordingly it
impacts their happiness on a positive note. In context of BUNI, employee engagement is
affected by good feedback practices and recognition. It is essential to ensure employee
engagement to boost the employee morale and productivity in the company.
 Attractive employer branding: Most of the employers facilitate employee well-being
programmes to attract and retain talent in the company. The fight for acquiring the best
talent is very high in the market. When employees are of high quality and talented then
they have multiple options to select the employer. So, facilitating well-being of employee
is very beneficial for the employer as it attracts the best candidates that will ensure the
success of the business (Robert and Et.al., 2019).
CONCLUSION
It has been concluded from the above discussion is that human resource management
focuses on the humans in the company and their well-being that affects the overall performance
of the business. HR department plays a significant role in the company as they are responsible
for recruiting the right candidate in the company, training and developing, rewards and
compensation and many more. Employee well-being is also vital to the HR manager as it affects
the motivation and productivity. It also affects their mental and physical health which leads
absenteeism and increased turnover. Pestle analysis helps company in their strategic decision-
making.

REFERNCES:
Books and Journals:
Daniel, C. O., 2019. Analysis of quality work life on employees performance. International
Journal of Business and Management Invention, 8(2), pp.60-65.
Jacobs, R. A. and Bates, C. J., 2019. Comparing the visual representations and performance of
humans and Deep Neural Networks. Current Directions in Psychological
Science, 28(1), pp.34-39.
Jean-Paul, F. and Martine, D., 2018. Beyond GDP measuring what counts for economic and
social performance: measuring what counts for economic and social performance.
OECD Publishing.
Jiang, L., Broome, M. E. and Ning, C., 2020. The performance and professionalism of nurses in
the fight against the new outbreak of COVID-19 epidemic is laudable. International
Journal of Nursing Studies, 107, p.103578.
McMackin, J. and Flood, P., 2019. A theoretical framework for the social pillar of lean. Journal
of Organizational Effectiveness: People and Performance.
Nxumalo, N. and Et.al., 2018. Performance management in times of change: experiences of
implementing a performance assessment system in a district in South
Africa. International journal for equity in health, 17(1), pp.1-14.
Robert, P. O. and Et.al., 2019. Academic performance and adolescent smoking in 6 European
cities: the role of friendship ties. International Journal of Adolescence and Youth, 24(1),
pp.125-135.
van der Stelt, C. M. and Et.al., 2021. Intellectual awareness of naming abilities in people with
chronic post-stroke aphasia. Neuropsychologia, 160, p.107961.
Willett, F. R. and Et.al., 2021. High-performance brain-to-text communication via
handwriting. Nature, 593(7858), pp.249-254.
Wolff, W., Bieleke, M. and Schüler, J., 2019. Goal striving and endurance performance.
In Endurance Performance in Sport (pp. 125-137). Routledge.

APPENDIX
PESTLE analysis
Pestle analysis is a proven framework that helps to analyse the macro environmental
factors such as political, economic, sociological, technological, legal and environmental which
influences the company from outside. The analysis is dynamic in nature so companies can
optimize it in a different scenarios (van der Stelt and Et.al., 2021). In context of BUNI, the HR
manager and seniors can utilize their results in their decision-making process. Political factors: The UK is one of the most powerful countries in the whole world,
which includes England, Scotland, Northern Ireland and Wales. The political stability of
the UK is great, but somehow Brexit has created some political debates and uncertainties.
Some of the researchers argued that Brexit will make chaos unimaginable while others
say that it will create immense opportunities for the UK in upcoming future. Economic factors: It has been found that the UK is the 6th largest economy across the
globe by nominal GDP. The global lock-down in the past two years put big pressure on
the treasury and damages many companies. Somehow, national living wage in the UK is
increasing every year and in April 2021, it is £8.91. it supports citizens with low income .
It is also a very famous nation for FDI. So, BUNI can invest in a multiple industries in
the UK. Social factors: The UK has a huge consumer market. The UK's present population is
over 68 million and this rate is expected to reach 74 million in the upcoming years. This
has a significant impact on the labour market. Somehow, it can also create opportunities
for company to provide the services (Willett and Et.al., 2021). The population of UK is
multi-cultural. So BUNI, can grab the opportunities and create new services to satisfy the
needs of different religion and races. Technological factors: The UK is one of the country which is developed in technological
sectors. Companies are frequently developing the advanced technologies to facilitate the
best solutions to their customers. Such upgraded technologies provide employers
unlimited opportunities to do their business in the country of UK. Hence, it is worth
identifying that development and investment are spreading throughout the country.

 Environmental factors: Economic activities affects the environment where UK has done
great improvements in reducing the negative affect of the environment. The UK faces
some challenging weather conditions which could affect the business activities of BUNI
as whether plays a vital role in tourism sectors. Also, tourists contributes significantly in
the economy.
 Legal factors: As the BUNI Company operates their business in UK, there are several
laws and regulations introduced by government which abide company to follow for
smooth running of their business (Wolff, Bieleke and Schüler, 2019). Laws such as
Employment act 1996 includes sick leaves, holiday pay, minimum wage rate which
protects the rights of employees.