Analysis of Performance Management in CERA: A Business Report

This report provides a comprehensive analysis of performance management practices at Civil Engineering and Research Associates (CERA). It begins with an executive summary outlining the key issues faced by CERA in managing employee performance, including a lack of motivational approaches, improper reward systems, and inadequate retention strategies. The report delves into these issues, highlighting the negative impacts on employee innovativeness, satisfaction, and retention. It then provides recommendations for improvement, such as implementing a 360-degree performance appraisal process, enhancing reward and recognition programs, creating agile workspaces, and recruiting competent employees. The report emphasizes the importance of aligning performance management with organizational strategy and recent developments in HRM practices. The report is based on the provided case study on CERA and includes at least ten additional sources, with a focus on academic journals and books published within the last decade. The goal is to address the limitations in CERA's current practices and offer actionable strategies for improvement in employee performance.

Running head: PERFORMANCE MANAGEMENT IN CERA
PERFORMANCE MANAGEMENT IN CERA
Name of the Student
Name of the University
Author Note

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EXECUTIVE SUMMARY
The performance management within an organization discusses the various factors that are
related to the management of the performance of the employees of the organization thereby
maintaining a lookout for the overall performance of the concerned organization. The company
in discussion, Civil Engineering and Research Associates or CERA, is observed to have been
facing a number of issues in the management of the performance of the employees who have
been serving the organization. The following report discussed of the various issues that have
been faced by the company in regards to the management of the performance of the employees
as well as the concerned departments within the organization. The report further proceeded to
discuss the ways that might be implemented for the eradication the concerned issues that are
faced by the concerned organization in discussion, Civil Engineering and Research Associates or
CERA.

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Table of Contents
Introduction..........................................................................................................................3
Issues in the performance management of CERA...............................................................3
Recommendations................................................................................................................7
Improve performance appraisal process:.........................................................................7
Implement reward and recognition for rendering employee motivation:........................7
Implement agile workspace within the floor:..................................................................8
Increase workforce strength by recruiting competent employees...................................9
Conclusion.........................................................................................................................10
References..........................................................................................................................12

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Introduction
Performance management within a given organization refers to the various activities
within the organization that aims at ensuring the meeting of the goals of the concerned
organization in the efficient and the effective manner. The performance management within an
organization aims at the discussion on the various factors that are related to the management of
the performance of the employees of the organization thereby maintaining a lookout for the
overall performance of the concerned organization in discussion (Moynihan & Kroll, 2016). The
concept of the performance of a certain employee within the organization aims to have a major
focus on the matters that are related to the performance of the management of the organizational
departments, the employees of the concerned organization as well as the overall organization in
itself. The performance management also considers the facts that are related to the processes that
are necessary for the creation of the service or the product that are specifically manufactured by
the company (DeNisi & Murphy, 2017). The company in discussion, Civil Engineering and
Research Associates or CERA, is observed to have been facing a number of issues in the
management of the performance of the employees who have been serving the organization. The
following report aims at the discussion of the various issues that have been faced by the company
in regards to the management of the performance of the employees as well as the concerned
departments within the organization. The report further proceeds to discuss the ways that might
be implemented in order to eradicate the concerned issues that are faced by the concerned
organization in discussion, Civil Engineering and Research Associates or CERA.
Issues in the performance management of CERA
The performance of the workforce of the company in discussion, the Civil Engineering
and Research Associates or CERA should be monitored very closely in order to display a greater

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efficiency and effectivity within the measurement of the performance that is extended by the
concerned employees towards the organization. The management of the performance within the
organization deals with the collection process that is implemented within the organization, the
process of analyzing the data that was collected against the performances of the employees of the
organization. The performance management activities also consider the various factors that are
related to the reporting of the evidence that is collected on the basis of the concerned
performance that is delivered by the employees of the organization (Shields et al., 2015). The
management of the employees of the organization help in the matters that are related to the
fulfilment of the set objectives of the organization. These help in the matters that influence the
performance of the members of the workforce of the organization to serve the organization in a
better manner.
The performance management of an organization is found to have an increased effectivity
when the five parts are implemented within the system. These five parts generally refer to the
definition of the concerned expectation of the employers of the organization (Pulakos et al.,
2015). It also refers to the matters that are related to the facilitation of the performance of the
concerned employees of the organization, the motivation that needs to be provided to the
employees of the organization in order to help them serve the organization in a better manner.
The performance management systems should also aim at the monitoring of the performances
that are delivered by the employees of the organization (Arnaboldi, Lapsley & Steccolini, 2015).
The system of the performance management of the organization also involves providing as well
as sharing the concerned feedback with the employees of the organization.
However, the managerial staff of the organization in discussion, Civil Engineering and
Research Associates or CERA has been lacking a proper performance management strategy

5PERFORMANCE MANAGEMENT IN CERA
within the company. The concerned organization is observed to lack the required motivational
approaches towards the concerned employees of the organization. The organization is known to
lack the various matter that have been related to the motivation that is to be provide to the
employees of the organization. The concerned employees of the organization have thus depicted
lesser innovativeness that have been depicted by the employees of the organization. The
concerned organization, Civil Engineering and Research Associates or CERA, thus faces a huge
amount of problems due to the depressed nature of the employees of the organization. The
concerned organization is known to have implemented an incorrect motivational approach
towards the employees of the organization. This has resulted in the matters that are related to the
retention of the employees of the organization (Buckingham & Goodall, 2015). The depression
among the employees of the organization have led to the implementation of the non-
innovativeness in the products as well as the services that are extended to the concerned
employees of the organization. The concerned employees of the organization tend to deal with a
huge amount of the dissatisfaction. This is due to the fact that the concerned organization aims to
distribute the improper rewards within the company (Ferreira &Otley, 2013). The junior as well
as the newly-appointed employees of the organization. This has led to the improper remuneration
and motivational pay towards the concerned employees of the organization (Ahmed et al., 2016).
The employees who have been serving at the higher levels of the hierarchy within the
organization have been facing serious demotivational issues due to the improper payment
schemes that have been implemented within the organization.
The company is also known to have been lacking in the matters that deal with the
implementation of the concerned compensation on the various matters that are related to the
implementation of the motivational pay that is to be extended to the employees on the basis of

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the service that they provide to the organization. The concerned company has also been facing a
number of issues in the matters that have been related to the retention of the employees within
the organization. The employees of the organization especially those that have been place in the
higher ranks of the organizational hierarchy are observed to have been facing retention issues
due to the implementation of the improper motivational remuneration within the organization
(Mone & London, 2018). This might lead to the deficiency of the human resources within the
concerned company thereby leading to the lowering of the productivity of the company in
discussion, Civil Engineering and Research Associates or CERA. The company has also been
observed to have been lacking in the proper retention strategies as well as the proper feedback
channels that need to be implemented within the organization. This has led to the conditions
wherein the communication within the concerned company has been hampered (Levy &
Williams, 2014). This might help in the matters that are related to the implementation of the
various corrective measures that might be implemented in order to help the employees depict the
corrections that might be used to deal with the matters that are related to the correction of the
various performances that are delivered by the concerned employees (Kearney, 2018). The
concerned organization have also been facing a large number of issues that are related to the
strategies that have been adopted by the concerned organization.
The employees of the organization also face issues that are related to the training and the
development of the employees of the organization in accordance to the changes that are observed
within the given market. The company is known to have been following the traditional style in
the management of the performance of the employees. The company is also found to have an
improper system of the implementation of the feedback processes within the organization (Van
Dooren, Bouckaert & Halligan, 2015). The senior managerial employees within the organization

7PERFORMANCE MANAGEMENT IN CERA
are observed to have failed in acquiring the feedback from the junior employees within the given
organization. This might lead to the stunting of the innovativeness within the organization in
discussion, Civil Engineering and Research Associates, or CERA.
Recommendations
After evaluating the limitations faced by CERA and its major impact on the performance
of existing employees, major recommendations have been provided. CERA should render
improvement on their human resource policies for managing performances and the areas are as
follows:
Improve performance appraisal process:
As per the opinion of Newton et al., (2015), performance appraisal is highly important in
motivating the employees in achieving the business goal. It has been observed that CERA’s
performance appraisal process is not very systematic. As a result, deserving candidates do not get
satisfied with the increment provided by the company. In order to overcome this kind of
situation, CERA is recommended to implement 360-degree appraisal process. With the help of
this particular appraisal procedure the human resource managers can collect employee review
from their immediate boss, supervisors as well as performance data. Consequently, deserving
candidates can get good hike from the company which highly motivates them in performing well
towards the services (Ekwoaba, Ikeije & Ufoma, 2015). On the other hand, it has also been
observed that appraisal procedure is delayed in every year which de-motivates the employees in
providing their best endeavour to the customers.

8PERFORMANCE MANAGEMENT IN CERA
Implement reward and recognition for rendering employee motivation:
Rewards and recognitions in CERA are highly discriminated as per senior and junior
employees. Senior employees always get major priority from the human resource managers. The
employees in this organization are not judged as per skill and competency level. As a result,
junior employees tend to show their reluctant attitude in performing well towards meeting
business goals and objectives. In order to overcome this kind of situation, CERA is
recommended to implement compensation benefit at the workplace. In addition, it should also be
evident that senior and junior employees would be treated equally at the workplace and they
should be provided rewards as per their competency level rather than seniority (Humburg & Van
der Velden, 2015). In addition, it can also be recommended that CERA should render several
modifications on their rewards and recognition policy. Employees are given social recognition
primarily for appreciating their honest efforts. Social recognition includes appreciation
certificates, publishing interviews and so on. Only social recognition is not sufficient enough to
fulfil needs and demands of the employees. However, in this case, it can be recommended that
the organization can implement monitory benefits for the employees as well. With the help of an
effective monitory benefit the employees can get remunerations, gift vouchers, incentives and so
on. Consequently, the employees would like to show their interest in performing well in order to
meet the business goal.
Implement agile workspace within the floor:
While analysing the limitations it is however observed that the employees have to spend
an imprisoned life within the workplace of CERA. As a result, the employees have to face
immense challenges in sharing their views and thoughts with each other. Senior and junior
employees intend to maintain a safe distance from each other (Miles & Sadler-Smith, 2014). As

9PERFORMANCE MANAGEMENT IN CERA
a result, this kind of distance reflects on the performance level of employees. In order to
overcome this kind of suffocating environment CERA should implement agility at their
workplace. Employees can make their sitting arrangements as per their wish. Business managers
should not impose their own decision on the employees. In addition, by implementing flexible
shift hour the employees can be given enough liberty in staying for 8 hours. After completing 8
hours they can leave the floor. On the other hand, employees should not be imposed the decision
of business leaders. Before making any kind of business strategy the employers of CERA would
have to involve the decision of employees as well. With the help of participative form of
decision making style both the employees and the employers can equally participate within the
services (Tsai & Huang, 2014). As a result, employees would like to show their enthusiastic
attitudes in providing their best effort. In addition, participative work environment is very much
effective for maintaining agile workspace.
Increase workforce strength by recruiting competent employees
It has also been evaluated that CERA is not constituted with sufficient amount of
workforce so that employees can make an effective balance between supply and demands
(Naveen & Raju, 2014). Due to the lack of sufficient number of employees the customers have to
wait for long time in receiving the services. However, in order to maintain effective balance
between supply and demand CERA would have to sufficient number of employees within
services (Stanujkic, Djordjevic & Karabasevic, 2015). Automatically, the customers would not
have to wait for a long in order to receive the services. One of the most effective issues have also
been identified that human resource managers of CERA is not following proper recruitment and
selection process at their workplace. The human resource managers do not follow anti-

10PERFORMANCE MANAGEMENT IN CERA
discrimination act at the workplace properly. Applicants do not get chance in being associated
with the workplace of CERA by showing their own skill and competency.
As a result, deserving candidates get deprived of getting chance in being a part of CERA.
Due to the lack of implementation of diversity management at the workplace, the organization
has to receive immense negative impression at the workplace. However, it is recommended that
the organization would have to focus on skill and competency level of the employees. The
human resource managers should give equal priority in recruiting both male and female
employees (Chalikias et al. 2014). The people would strictly maintain gender equality act at the
workplace. However, CERA should entertain people from diverse cultural backgrounds and
attitudes. Automatically, the organization would be able to gain international image and
reputation.
It can be summarized after providing these recommendations that social recognition is
not sufficient enough to fulfil needs and demands of the employees. The employees should be
provided monitory compensations as well. Business managers should not impose their own
decision on the employees. However, it is recommended that the organization would have to
focus on skill and competency level of the employees. The human resource managers should
give equal priority in recruiting both male and female employees.
Conclusion
In lieu of the above discussion, it might be pointed out that the concerned organization,
Civil Engineering and Research Associates, or CERA, have been facing major issues in the
internal affairs of the organization. The performance management within an organization should

11PERFORMANCE MANAGEMENT IN CERA
discuss the various factors that are related to the management of the performance of the
employees of the organization thereby maintaining a lookout for the overall performance of the
concerned organization in discussion. The concept of the performance of a certain employee
within the organization should have a major focus on the matters that are related to the
performance of the management of the organizational departments, the employees of the
concerned organization as well as the overall organization in itself. The performance
management should also consider the facts that are related to the processes that are necessary for
the creation of the service or the product that are specifically manufactured by the company. The
concerned company might be advised to implement the various recommended measures that are
related to the performance management within the organization. Business managers should not
impose their own decision on the employees. The participative form of decision making style
might help both the employees and the employers can equally participate within the services.
The organization would have to focus on skill and competency level of the employees. The
human resource managers should give equal priority in recruiting both male and female
employees.

12PERFORMANCE MANAGEMENT IN CERA
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