Deloitte's Performance Management: Global Trends and Strategies Report

This report examines the global trends in performance management, focusing on a case study of Deloitte. It explores the concept of reinventing performance management to enhance employee efficiency and foster effective team building. The report delves into research questions concerning salary systems, teamwork, key performance management tools, and the impact of promotions. It reviews literature on reinventing performance, emphasizing tools for employee development, motivational strategies, and the importance of creating a positive work environment. The analysis includes perspectives from various authors on the challenges of individual performance assessment, the significance of employee contribution, and methods to improve performance through motivational tools and training. The report also critically evaluates the effectiveness of these strategies, considering factors like cost and employee satisfaction, and their impact on organizational outcomes. The conclusion highlights the importance of employee contribution and the need for tailored approaches to maximize team effectiveness and achieve organizational goals.

GLOBAL TRENDS

TABLE OF CONTENTS
TITLE..............................................................................................................................................3
INTRODUCTION...........................................................................................................................3
RESEARCH QUESTIONS.............................................................................................................3
LITERATURE REVIEW................................................................................................................4
CONCLUSION................................................................................................................................8
REFERENCE.................................................................................................................................10

TITLE
Reinventing performance management of employees: A case study on Deloitte.
INTRODUCTION
Reinventing of performance management refers to improving working efficiency of
employees and applying tools for effective team building. It includes methods to encourage
workers for working in group and their personal and professional development. The present
report is based on understanding global trends and different methods to enhance working
efficiencies of employees of Deloitte. In this regard, several methods for reinventing
performance management of the organisation's employees and encouraging them for better work
performance have been described (Performance Management, 2017). However, methods for
creating coordination among team workers and leader can be explained through this assignment.
Including this, different authors views on performance management of employees and
motivating them for organisation's success has also been included. Thus, students are able to
understand several aspects of reinventing performance management for the entity and its
effectiveness through this report.
Reinventing performance management of employees is one of the greatest challenge for
any employer of the organisation. It is essential for effective coordination of workers for team
work and improving its effectiveness.
RESEARCH QUESTIONS
In the article, four key tools are mentioned regarding reinventing performance
management of Deloitte are as follows:
 How salary and payment system is helpful for reinventing performance management?
 Explain essentials of teamwork for reinventing performance for Deloitte.
 Identify key tools for performance management of employees.
 Comment on usefulness of promotion for reinventing performance management of
Deloitte's employees.

These four questions are considered to be answered as helpful for reinventing
performance management and business operations entirely. Therefore, workers' skills and
working style can be improved that impacts on entity's effectiveness.
LITERATURE REVIEW
Reinventing Performance management
According to Andrews and Hampel, (2015) reinventing performance management of
organisation's employees is essential which is helpful for their development and better-quality
services. In this regard, different tools are used for increasing working efficiencies of the
employees and encouraging them for effective contribution in business operations. Including
this, it is useful for increasing employment and emerging positive feelings among workers
towards team building. It influences environment of the organisation and brings in positive
outcomes at greater level. In accordance to this, management of workers is essential for
motivating them for better work and their personal as well professional development. However,
different skills such as communication, problem solving, leadership, team building etc of an
individual can be developed. It motivates them for improving work performance and
contributing in team work at higher level.
Including this, Gale and et.al., (2013) expresses their views that it is vital for
improvement of entity. For reinventing performance of company's employees, different
motivational and other ways are applied such as; analysing their performance as well
requirements for comfort places and improving skills effectively. Along with this, adopting new
techniques and providing training to workers for teaching them use of equipment is able for
performance management of the organisation efficiently. Thus, reinventing performance
management is essential for any organisation regarding team building and coordinating in group
work more efficiently.
Huang and et.al., (2013) argues that it is difficult to consider each individual employee's
performance and motivate them for team work. Similarly, reinventing performance and
coordination in group also depends on workers' own will and his ability to perform. In this way,
lack of understanding and coordination towards team work is recognised. Therefore, reaching out
to set target is considered as a challenge for team succession and its effectiveness. In addition to
this, it is also recognised that workers even after hard work and coordination in team do not get

any reward. It discourages them from supporting them as well discrimination arises while
working in a group. Thus, it is needed for team leader to consider all workers' ability to
coordinate in team and job performance. Including this, creating environment according to their
comfortability is required for positive atmosphere and proper coordination towards goal
accomplishment. In this regard, using strategies for identifying their capabilities and segmenting
work according to their interests is significant for proper group work and succession of the
projection through reinventing of performances effectively.
Reinventing performance management for effective building
As per the point of view of Landt and Melville, (2013) managing and reinventing
performance of team workers is essential for team leader and effective building. It is required for
encouraging team members at higher level and improving their skills helpful for enhancing
working abilities. It has several advantages such as; increasing positive and learning attitude
among team members towards team building, using motivational tools for improving their skills,
creating effective and positive environment at the workplace and so on. However, working
efficiency of an individual can be enhanced that affect working in group and linked with
organisation's effectiveness. In addition to this, employees can teach use of different equipment
by attending training and development programs. However, reinventing performance
management is helpful for accomplishing any particular goal in a certain time period. In this
regard, performance management is essential for effective team work and company's growth
effectively. It improves working abilities as well proper management of entire business
operations with the help of workers' contribution through team work. Thus, management of all
workers' job performance is significant for proper team building and coordination in better ways.
Including this, O'Leary, (2013) view that reinventing performance management of any
organisation is one of the essential tool for organisation's development and enhancing quality
services. Therefore, motivated employees would contribute in team work more effectively that
improves their skills. It impacts on environment of the entity effectively that is useful for goal
accomplishment and supporting all members in more efficient ways. However, working abilities
of an individual get improved through learning new technologies and equipment. It emerges
challenging attitude as well several skills that are needed for team building and proper
reinventing management of all operations of the organisation. Apart from this, a leader increases

his skills for team building and encouraging its members in better ways. Including this, it is
suitable for organisation's effectiveness and improving working style of an individual. Therefore,
motivated employees would be contributed in team work at higher level as well performance can
be managed efficiently.
On the contrary to this, Ricciardi and et, al., (2015) argues that reinventing performance
of all workers of the group is quite difficult for a team leader impacts on performance of
organisation as well. In this regard, lack of coordination among group members is determined
that affects their performances and skills development strategy. However, emerging interest of an
individual is not in team leader's hand rather by own therefore self-motivated and learning styles
cannot be encouraged. In this regard, organisation's effectiveness and dissatisfaction with job
affects adversely. Therefore, fulfilling employees' requirements towards team work and
motivating them at maximum level is quite needed. Including this, implementing strategies and
following on all steps are required for effective team work and goal accomplishment. Moreover,
conducting training and development programs in accordance to workers' ability is required for
team building and organisation's effectiveness. Thus, it is recognised that reinventing
performance management is essential for development of workers and entity systematically.
Workers' contribution in organisation's effectiveness through reinventing
performance management
Speight and et.al., (2016) express his views that an individual employee's contribution is
required for effective team building and goal accomplishment regarding organisation's
effectiveness. In accordance to this, various positive outcomes are obtained towards group
efficiencies and improving skills at higher level. However, development of an individual and
organisation is possible through this method. In addition to this, by attending training and
development programs, each worker of the organisation gets motivated towards reaching out set
target and creating positive environment of the entity. It is considered that human as employee of
any organisation considers as capital of any entity which plays significant role in goal
accomplishment for entity's development and goal accomplishment more efficiently. Therefore,
workers' contribution in business operations and customer dealing is benefited for proper growth
and enhancing efficiencies at higher level.

In addition to this, Stanek, Babkin and Zubov, (2016) express his opinion that reinventing
performance management of any individual is quite essential for organisation's development and
employees' professional growth. However, workers learn to face problems personally as well
professionally with rationale and patience. In this regard, an individual improves his skills as
communication, listening, problem solving, coordination in team work etc. Besides this, it is also
recognised that employees of the organisation deal with customers friendly which is appropriate
to enhance marketing and competitive strategies of it. Similarly, various implementations are
obtained towards team work and company's development. It is required for long term
sustainability of organisation as well sustaining its good reputation. In this regard, various
implementations and effective growth of an individual and organisation are possible through this
method. However, reinventing performance management and improving skills of an individual is
determined in this way. Thus, it is identified that workers' contribution is essential for
organisation's effectiveness and improving quality services more efficiently.
Andrews and Hampel, (2015) claims that all workers do not contribute in team work as it
is expected from them. Similarly, it is difficult to segment team work among members by
analysing their abilities. However, differences in attitude and perception towards goal
accomplishment is not able to reach out the set target so easily. It presents adverse results
towards team work and lack of coordination for following on all instructions for reinventing of
their performances. Moreover, conflicts and disputes can also arise among workers because of
misunderstanding and do not taking all workers equally. However, it remains challenging task
for team leader to manage team and segmenting work according to team members' abilities.
Hence, it isf required for leader to use different techniques for emerging positive feelings
towards working in group and being goal oriented among workers. Therefore, realising an
individual's support for team building is essential that will be effective for group efficiency and
reaching out set target systematically. It will be in favour of organisation's effectiveness and its
development as well its marketing and competitive strategies can be enhanced on larger scale.
Methods to improve performance of employees with the help of its reinvention
In accordance to Landt and Melville, (2013) different methods can be used for
reinventing performance management and employees' contribution in team work. For example;
using motivational tools as award, appreciation, bonus, incentive as well organising training and
other development programs for enhancing working efficiencies of an individual etc. It

influences motivational level of workers towards team building and coordinating in cluster work.
In addition to this, for reinventing performance of an individual, listening towards needs of
employees for satisfying them with job as well fulfilling them, providing bonus, incentive, award
and incentive will also be effective for growth of an individual. However, creating environment
in accordance to workers' development and supporting each other. It influences group
effectiveness and team work for goal accomplishment and organisation's effectiveness. Including
this, job rotation and specification are also considered as effective tools to reinvent performance
of employees and team building. It is useful for effective coordination among workers of the
organisation and encouraging them for better quality services. Thus, by using these methods,
personal and professional development of workers and organisation is possible efficiently.
As per critical evaluation on reinventing performance management tools, Huang and
et.al., (2013) critics that organising training and development programs is quite expensive which
remains inefficient and unaffordable for organisation. Including this, dissatisfaction of workers
and different mind sets of various employee’s impact on team work and group's efficiency.
Therefore, increasing in turnover ratio is obtained. It is linked with employees' performance and
organisation's effectiveness which is not so effective for further sustainability and marketability
for longer term period. In order to this, different attitude and perception of employees towards
team work and goal accomplishment impacts negatively on reinventing performance. Overall,
business, marketing and competitive strategies of entity affected adversely which is not so good
for further operations. Hence, it is recognised that using methods for reinventing performance
management of an individual is required for any organisation's effectiveness and proper
management of its entire operations. It will be effective for team efficiency and increasing
efficiencies of the organisation efficiently.
CONCLUSION
Through this project, it is concluded that reinventing performance management for
Deloitte is essential for its effectiveness and increasing efficiencies effectively. In this regard,
significance of using motivational tools and implementing strategies for workers' development
has been understood. However, critical evaluation on performance management methods for
workers and organisation's development is described through this assignment. Including this,
challenges faced by manager of the entity for reinventing performance management are

introduced for creating balance and improving group efficiencies. In addition to this, critical
views of different authors on performance management and occurred issues in implementing
strategies are presented (Global Trends, 2016). Thus, deep understanding towards employees'
contribution in team work is understood which is required for entity and its effectiveness.
However, several tools and performance efficiencies are presented for company's entire
operations' management. Therefore, significance of an individual employee is understood
through this report is able to increase effectiveness of entity.

REFERENCE
Books and Journal
Andrews, D.F. and Hampel, F.R., 2015. Robust estimates of location: survey and advances.
Princeton University Press.
Gale, N. and et.al., 2013. Using the framework method for the analysis of qualitative data in
multi-disciplinary health research. BMC medical research methodology. 13(1). p.117.
Huang, X.H. And et.al., 2013. Researches on drought resistance of mulberry trees applied to
vegetation recovery engineering in Chongqing Section of the Jialing River Basin, China.
In Applied Mechanics and Materials. 89(6). pp.207-213.
Landt, J. and Melville, M.G., 2013. Secondary data channels in RFID systems. 78(5). pp.431-
433.
O'Leary, Z., 2013. The essential guide to doing your research project. Sage.
Ricciardi, P. and et, al., 2015. Sound quality indicators for urban places in Paris cross-validated
by Milan data. The Journal of the Acoustical Society of America. 132(4). pp.2337-2348.
Speight, J. and et.al., 2016. Characterizing problematic hypoglycaemia: iterative design and
preliminary psychometric validation of the Hypoglycaemia Awareness Questionnaire
(HypoA‐Q). Diabetic Medicine. 33(3). pp.376-385.
Stanek, J., Babkin, E. and Zubov, M., 2016. A new approach to configurable primary data
collection. Computer Methods and Programs in Biomedicine. 5(4). pp.70-89.
Online
Global Trends. 2016. [online]. Available through:
<https://www.dni.gov/files/documents/GlobalTrends_2030.pdf>. [Accessed on 24th
August 2017].
Performance Management. 2017. online. Available through: <http://usfweb2.usf.edu/human-
resources/Talent-Management/pdfs/overviewperformancemanagement.pdf>. [Accessed
on 24th August 2017].