Managing Human Resources Report - MOD003486, Trimester 2

This report delves into the intricacies of managing human resources, focusing on performance management models, including the 360-degree method, general appraisal, and project evaluation review. It examines key performance management theories such as goal-setting and expectation theories, providing insights into how these models drive high levels of performance within an organization. The report further explores effective approaches to managing remote teams, addressing challenges and providing strategies for success. It also highlights the crucial role of line managers in performance management, emphasizing their responsibilities in employee evaluation, development, and ensuring organizational goals are met. The report uses a variety of sources to support its arguments and recommendations.

Managing Human
Resources

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Performance management models..........................................................................................1
Theories approaches taken to manage and drive high levels of performance........................4
Approaches taken to manage the performance of the people and continue to achieve high
levels of organisational performance......................................................................................7
CONCLUSION................................................................................................................................8
.........................................................................................................................................................8
REFERENCES................................................................................................................................8
.........................................................................................................................................................9

INTRODUCTION
Performance management is define as the process of evaluating overall performance of
an individual in an organisation, it includes creating an environment where individual can
perform better and able to achieve goal and objectives of the business. It is the continuous
monitoring of individual activities so that his performance can be evaluated effectively and
efficiently. Performance management is developing or improving the skill of its employees by
continuously monitoring and evaluating their work so that they can perform better in an
organisation. Various tools and techniques are used in order to measure the performance of
employees in an organisation also to improve the overall efficiency of the organisation.
Performance management is one important tool used by the organisation to mange the human
resource. In this report, various performance management models including their advantage and
disadvantage also approaches and theories of performance management to manage remote teams
are highlighted.
MAIN BODY
Performance management models
The performance management models includes various tools and techniques used to
measure and evaluate the performance of the employees in an organisation so that they can work
towards achieving their goals and objectives effectively.(Bititci, 2016)These tools and techniques
helps the business in evaluating and analysing the performance of an individual and how
individual can be motivated towards achieving goals and objectives of the organisation by
clearly defining them. These model helps in managing human resource and their performance
effectively. Various performance management tools and techniques like 360 degree method,
general appraisal method, and project evaluation review model of performance management is
highlighted below:
360 Degree method: 360 degree performance method is the modern method of
evaluating overall performance of the employees at the organisation. It involves taking feedback
of employees from different related groups like manager, HR, colleagues, employees in the
organisation in order to evaluate his overall performance. It is one of the most common method
used to measure individual performance in all the different departments. It is used to get the all
round report of employees activities in the organisation, his strength and weakness , skills
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required in particular area and many more so that required training can be given at the right time
to improve improve his performance effectively. This model is one of the mostly used model in
the organisation which makes it easy for the employer to evaluate overall performance of an
individual. (Bjorvatn and Wald, 2018)
Advantages Disadvantage
Employees The main advantage of 360
degree performance
management model is that it
helps individual in knowing
their strength and weakness
also helps employee in
knowing training to be
required, so that their skills
can be improved
The disadvantage of this
method for employees is of
that lack of training for
employees can reduce their
performance.
Employer This methods helps employer
to give fair and accurate
reviews about the performance
of employees. Employer gives
honest review or feedback.
(Bogsnes, 2016)
The main disadvantage for
employer is that it is time
consuming process as overall
evaluation of employees takes
time.
General Appraisal method: This method includes continuous communication between
the employer and employees throughout the year in the organisation, and at the end of the year
both employer and employee will discuss if their predetermined goals are achieved or not by the
employees and if they are not, the reasons will be discussed in detail, the manager will also
analyse the performance of its employees throughout the year, if there is any requirement for
training, manager will suggest proper training and development program to improve their skills
and performance. Also employer sets new goals and objectives for the employees needed to be
achieved at the end of discussion.
Advantages Disadvantages
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Employees The general appraisal method
helps employees to know their
predetermined goals and
objectives and skills required
by them.
Lower performance of
employees can demotivate
them towards their goals and
objectives.
Employer Smooth flow of
communication between
employer and employees
helps in creating positive
environment in the
organisation.
Lack of communication from
employer side can create
misunderstanding between
both the parties.
Project Evaluation review: Another model of performance management is project
evaluation review, under this method the employees performance is evaluated on the basis of
their each projects rather than waiting to review an employee end of the year.(Budhwar and
Mellahi, 2016) This evaluation review model helps in increasing performance of employees and
increasing the commitment of the manpower in the organisation. Continuous evaluation of
performance of employees should be done by the employer in the organisation so that goals and
objectives can be achieved effectively. This model helps to review employees performance
according to their project work done and evaluation to be done accordingly.(Cabrilo and Dahms,
2018)
Advantages Disadvantage
Employees This model helps employees in
continuous evaluation of their
performance at the end of each
project which helps them in
improving their performance.
The main disadvantage of this
model is that it is time focused
method, the time requires to
employees to complete project
is of greater value.
Employer With the help of project
evaluation review model,
scheduling of project activities
The process is too expensive to
be carried out from the
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can be done easily by the
employer.
employers side.
Theories approaches taken to manage and drive high levels of performance
Performance management theories which are taken to manage and drive high levels of
performance in the organisation are goal setting theory, expectation theory and organisational
theory. These theories helps individual in improving their performance and manages to motivate
them towards achieving goals and objectives. (Chelladurai and Kerwin, 2018)
Goal setting theory of performance management helps individual to analyse their
individual goals and motivating them to work towards achieving these goals in the organisation.
It was given by Edwin Locke in the year 1968, according to this theory every individual in the
organisation has their own goals, and working towards these goals motivates an employees.
Individual needs to continuously work towards their goals, if the goals are not achieved then
their performance needs to be improved. In order to motivate employees or improve their
performance it is important to set measurable and well define goals in the organisation. In
addition to this it is seen that employees perform better when they are faced with difficult goals
as handling challenging goals makes employees to work hard and develop their skills. In addition
to this while setting goals company needs to be very careful as sometimes goals can sometimes
create unnecessary pressure and working under pressure can bring out the worst performance of
an individual so it is important to make sure that they are specific, attainable, and applicable.
Expectation theory of performance management was given by Victor Vroom in 1964,
this theory explains that the performance of an individual is directly affected by the level of
expectations individual has for the future. The level of expectations drives the level of
performance for an individual in an organisation, also individual continuously work towards
achieving their goals and objectives by modifying their behaviour. This theory plays an
important role in analysing the future short term interest based on the present long term interest
of the organisation or the employees.(Habtoor, 2016)
Organisational theory of performance management help in analysing organisation as a
whole, under this theory employer compare the behaviour of different employees in the
organisation and their outcome is measured. Under this performance of various employees are
measured and evaluated and corrective actions are taken accordingly. The organisation as a
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whole works towards improving performance of each individual in the organisation so that they
can together work towards achieving goals and objectives of the firm.
The effective management approaches that can be taken to manage and drive high level
of performance successfully can to carefully establishing organisational or individual goals, then
after establishing goals the next step is according to the goals whether they are short term or long
term, proper plan should be developed by the organisation, after developing plan corrective
actions should be taken by organisation, corrective actions can be providing feedback and
supporting employees as per the requirement and then finally last approach of effective
management to drive high level of performance is to evaluate performance of employees and
taking corrective actions accordingly.
Various business approach to managing remote teams
Remote teams are the group of business professionals from different geographical area
working together on the same task.(Hallikas and Lintukangas, 2016)One of the major task foe
the business is managing these remote teams as these teams works outside the office and not in
direct contact of the business. As the number of people working remotely is increasing, so
business has to take corrective approaches to mange these remote teams, some of the approaches
to mange remote teams are as follow:
Setting boundaries with remote teams: The business firms can set some kind of
boundaries for the remote team in order to differentiate their work and personal life, this will
help them in improving their performance also building positive relationship between both the
parties.(Harzing and van, 2017)
Promote diversity: Another approach that can be taken in order to manage the remote
team can be promoting diversity, one of the major problem that can be faced while managing
remote team can be dealing with various cultural obstacles. Manager needs to understand
mindset of different individual and how feedback can be provided to them creating a positive
environment by celebrating each culture.
Clearly Setting expectations: Another approach can be clearly setting the expectation of
their remote team, every individual whether working virtually or remotely has their level of
expectations from the organisation, manager needs to clearly define their expectations from them
and vice versa in order to make them focused towards their goals and objectives. Expectations
can be work hour, availability , type of communication and so on.
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Helping them whenever required: The another approach to manage the remote area can
be helping them whenever is required, business needs to continuously measure their performance
even if they are in the remote area to increase their performance and maintain a good relationship
from both the side.(Kamoche, 2019)The genuine problem of every employees needs to be
addressed by the employer to help them achieve their goals and objectives.
Providing necessary tools: one of the main essentials required while working from
home is the essentials tools, employee won't be able to do his work properly he he doesn't have
proper set of tools like video conferencing tools or project management tools. It is duty of the
business manager to ensure that there is availability of essential tools for the employees to carry
out all the business activities effectively and efficiently.
The role of line managers in performance management
Line manager is the one who is responsible for managing all employees and resources in
the organisation and achieving particular functional or organizational goals. The line manager act
as middle man between top management and the employees, he evaluate the performance of the
employees and activities of the firm and then informing to the higher level management, their
main work is supervising and managing employees daily.
The line manager ensures that quality work is done, also ensures that corrective actions
are taken as per the requirement in the organisations by evaluating overall performance of the
employees and provides them performance reviews periodically. Line manager are also
responsible for conducting need assessment of its employees and evaluating their skills as per the
requirement of the job if any of the cafeteria is not fulfilled, employees are provided with proper
training and development in order to improve them. In addition to this line manger ensures that
employees are in right job matching their abilities.(Karadag, 2017)
Inspections is done for the employees health and safety by the line manager and then
informed to the top management of the organisation, he ensures the safe working environment
for the employees by taking corrective actions. One of the main element that attract new
employees towards an organisation is company's positive environment and it is also the same
reason for employees to retain in the company , so it the duty of the line manger to ensure
positive environment for the employees. Creating and maintaining healthy or safe environment
plays a very important role in increasing efficiency of the organisation also improving employees
performance in the organisation.
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Approaches taken to manage the performance of the people and continue to achieve high levels
of organisational performance
Black pepper company is taken as example to outline what preparation and approaches
taken to manage the performance of its employees also to increase their organisational
performance. Black pepper is an UK company offering custom software services to around 162
different organisation across the united kingdom, various services provided by the company
includes Agile consulting, DevOps, Al and machine learning, mentoring and training and so on.
Black Pepper continuously working towards improving performance of its employees and
motivating them towards achieving goals and objectives. (Kerzner, 2017) In context to the black
pepper company various approaches taken by the company to manage the performance of its
employees working from home is highlighted.
The company aims at providing the best video conferencing and collaboration tools,
creating a platform for the employees where they can share their personal and professional news
regularly. Also company motivates team members to work collectively and stay connected by
assigning them collaborative work periodically. Company has also adopted a virtual snacks
break, where employees connect virtually to take break, interact with each other also they have
created various virtual team activities and games for its employees.(Khan, 2017) When
employees are working outside the organisation there are high chances of them to be
demotivated, manager needs to continuously tries to motivate them in order to improve their
performance, also these kind of activities helps in keeping up their morale and boost their moods
and improving their performance.
In order to manage the performance of its employees and continue to achieve higher level
of organisational goals the company using goal setting theory of performance management
where goals of each and every individual are clearly defined whether working inside or outside
the organisation. To improve performance of the employee it is necessary to well define their
objectives. The main aim of the company is to improve the performance of its employees
working from home, and it can be done when they faced with the challenges. The goal setting
helps in analysing the goals of an individual in the organisation.(Pourjavad and Shahin, 2018)In
addition to this it is to be analysed that goals set by the company are not adding any additional
force on the organisation as well as on the individual.
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CONCLUSION
From the above report it can be concluded that performance management play an
important in managing human resource in the organisation, performance management is the
process of evaluating or measuring performance of the individual in the organisation and
motivating them towards achieving goals and objectives. Evaluation and analysis of performance
management model including its benefits and disadvantages are highlighted. In addition to this
various theories and approaches which are outlined to manage and drive high level of
performance and how remote teams are managed using various approached including roles of
line manager in performance management and healthy and safety compliance consideration is
highlighted above. Also in this report Black pepper company is taken as an example to
understand that company is using various approaches and techniques to motivate and improve
performance of its employees and continuing to achieve organisational goals effectively and
efficiently. Performance management helps in managing and controlling performance of the
employees in the organisation and motivating them towards achieving organisational goals and
objectives.
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REFERENCES
Books and journals
Bititci, U.S., 2016. Managing business performance: The science and the art. John Wiley &
Sons.
Bjorvatn, T. and Wald, A., 2018. Project complexity and team-level absorptive capacity as
drivers of project management performance. International Journal of Project
Management, 36(6), pp.876-888.
Bogsnes, B., 2016. Implementing beyond budgeting: Unlocking the performance potential. John
Wiley & Sons.
Budhwar, P.S. and Mellahi, K. eds., 2016. Handbook of human resource management in the
Middle East. Edward Elgar Publishing.
Cabrilo, S. and Dahms, S., 2018. How strategic knowledge management drives intellectual
capital to superior innovation and market performance. Journal of knowledge
management.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Habtoor, N., 2016. Influence of human factors on organisational performance. International
Journal of Productivity and Performance Management.
Hallikas, J. and Lintukangas, K., 2016. Purchasing and supply: An investigation of risk
management performance. International Journal of Production Economics, 171, pp.487-
494.
Harzing, A.W. and van Ruysseveldt, J. eds., 2017. International human resource management: A
critical text. Sage Publications.
Kamoche, K.N., 2019. Sociological paradigms and human resources: An African context.
Routledge.
Karadag, H., 2017. The impact of industry, firm age and education level on financial
management performance in small and medium-sized enterprises (SMEs). Journal of
Entrepreneurship in emerging economies.
Kerzner, H., 2017. Project management metrics, KPIs, and dashboards: a guide to measuring and
monitoring project performance. John Wiley & Sons.
Khan, H.A., 2017. Globalization and the challenges of public administration: Governance,
human resources management, leadership, ethics, e-governance and sustainability in the
21st century. Springer.
Pourjavad, E. and Shahin, A., 2018. The application of Mamdani fuzzy inference system in
evaluating green supply chain management performance. International Journal of Fuzzy
Systems, 20(3), pp.901-912.
Psomas, E.L. and Jaca, C., 2016. The impact of total quality management on service company
performance: evidence from Spain. International Journal of Quality & Reliability
Management.
Tsarouhas, P., 2019. Improving operation of the croissant production line through overall
equipment effectiveness (OEE). International journal of productivity and performance
management.
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(Bititci, 2016)(Bjorvatn and Wald, 2018)(Bogsnes, 2016)(Budhwar and Mellahi, 2016)(Cabrilo
and Dahms, 2018)(Chelladurai and Kerwin, 2018)(Habtoor, 2016)(Hallikas and
Lintukangas, 2016)(Harzing and van, 2017)(Kamoche, 2019)(Karadag, 2017)(Kerzner,
2017)(Khan, 2017)(Pourjavad and Shahin, 2018)(Psomas and Jaca, 2016)(Tsarouhas,
2019)
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