5IVP Part B: Performance Management, HPW & Culture at Sharjah Oil

This report analyzes the performance management activities at Sharjah National Oil, focusing on the role of line managers, performance measures used, and the extent to which the process promotes development and recognizes performance. Primary research, through interviews with line managers, reveals the organization's use of goal setting, regular performance reviews, and development plans. The line managers play a crucial role in designing and implementing strategies, communicating goals, and measuring performance using tools like Behaviorally Anchored Rating Scales (BARS). The report evaluates the alignment of the current performance management approach with High Performance Working (HPW) principles and its contribution to sustainable organizational performance. Recommendations include enhancing communication and incorporating employee feedback for improved performance.

 Assignment – 5IVP - Part B
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Part A (A.C 2.1, 2.2, 2.3 & 3.1) (1,500 – 2,000 words)
Building upon your research in Part A, which focused on secondary research, you are asked to
conduct some primary research into performance management practice within your own
organisation. Identify some line managers within your organisation and conduct some
research activity to explore the following questions:
 What performance management activity is conducted? (in relation to the performance
management cycle). This should include a focus on the performance/development review
process/discussion.
 What is the role of the line manager in the process? (in relation to the roles that other
parties involved in the process)
 What measures of performance are used?
 To what extent do line managers feel that the performance management process in their
organisation:
 Promotes development of capability, and raising of performance levels
 Recognises and rewards performance.
 To what extent do they feel that there is a culture of high-performance? Ask them to
specifically consider to what extent they feel there is:
 Trust in system?
 Enthusiasm for, and commitment to, the system?
 What ideas do they have regarding the ways in which high-performance culture might be achieved or
improved?
Your report should include also:
 An analysis of your findings regarding current Performance management practice in your
own organisation (Your findings in relation to all points expressed in Task 2). What are the
strengths and weakness of the current approach? (Use evidence from your Task 1 analysis to
underpin your analysis.)
 Your conclusions addressing the following: To what extent does your current approach to
performance management fit within a context of HPW and/or support sustainable
organisational performance?
 Your recommendations to with regard to:
 the key features you think should be included in a performance management process.
 Action that could be taken in order to create and sustain a culture of high performance
Note: All reference sources should be acknowledged correctly and a bibliography provided
where appropriate (these should be excluded from the word count).
 Please also comment on how you will transfer the new knowledge and skills gained during this
assignment into working practices. You may also use this reflection for your CPD.
 You should also include 3-5 references from up to date and relevant sources in order to support
your findings. This assignment must be submitted through Online Services.
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 Assignment – 5IVP - Part B
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NAME: COHORT:
COMPANY: Sharjah National Oil
Corporation
WORD COUNT
Section 1 (1,500 – 2,000 words)
Introduction
Performance management activities within an organization ensures maintaining effective
functioning of the organization. It has been monitored that the performance management system
is highly effective in obtaining high performance from of the organization as well as the
individual departments in it. Moreover, it can be said that establishing an efficient and effective
performance management system is not only helpful in maintaining organizational efficiency, but
it also ensures high production from the various departments. However, it can be said that the
process of establishing performance management system within an organizational scenario does
not occur overnight. A detailed planning and effective implementation is required in order to
achieve the desired success of the system. The present report will focus on the performance
management activities that have been taken up by Sharjah National Oil. Moreover, the role of the
line managers has been accessed in the in order to understand the efficiency of the performance
management activity that has been taken up by the organization.
Performance management conducted
By taking up the primary research method, the responses and views of the line managers have
collected and analyzed in order to understand the performance management activity that has been
taken up the organization. Through the primary research it has been known that the organization
has taken up have been highly effective in achieving the organizational goals (Spekle and
Verbeeten 2014). From the primary research that has been conducted with the line managers of
Sharjah National Oil, it can be understood that the organization has taken up various activities in
order to boost their performance management system. At the primary step of establishing
performance management system, the company has taken up goal setting process. It has been
monitored that the process of goal setting is highly effective in maintaining organizational
performance. By setting up goals, the employees are able to understand the aim of the
organization and the importance of maintaining high productivity in order to achieve
organizational aims.
In addition to this, by interviewing the line managers of Sharjah National Oil, it can be
understood that the organization has taken up the method of regular reviewing the organizational
performance as well as the effectiveness of the strategies that has been taken up by the leaders
and the managers (Susilawati et al. 2013). In this regard, he line managers have also mentioned
that the process of reviewing the strategies and policies as well as he performance of the
employees help them to obtain feedbacks from both the employees as well as other stakeholders
of the organization. This has been immensely helpful in achieving the organizational goals.
In addition to this, the line managers have taken up development plans in order to support and
maintain the high productivity of the organization. It has been monitored by the line managers
that regular training and development activities are highly effective in increasing the efficiency of
the employees (Spekle and Verbeeten 2014). Moreover, the development plans are also effective
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 Assignment – 5IVP - Part B
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in supporting the annual appraisal and rewarding process of the employees.
Role of line managers
From the primary research it can be understood that the line managers of Sharjah National Oil
play important roles in establishing an effective performance management framework. The line
managers of the organization are responsible for designing and implementing the strategies and
policies. Moreover, the line managers of Sharjah National Oil play important roles in accessing
the success and effectiveness of the plans and strategies that they implement (Melnyk et al.
2014). In this regard, they have mentioned that the primary activity that they take up is to
communicate with their subordinates. In addition to this, the line managers also take up the
responsibilities of defining the organizational goals and the expected works of the employees and
the team leaders.
The line managers have also pointed out that keeping the employees aware of the progress is also
important (Spekle and Verbeeten 2014). It has been mentioned that in order to encourage the
employees and make them aware of the effort that they need to put, communication is highly
important.
Performance measures used
From the primary research, it can be understood that Sharjah National Oil is giving importance to
the performance measurement system and in order to measure the performance of the employees,
the line managers have taken up effective measures to access the performance of the employees.
It can be noticed that the organization has taken up Behaviourally Anchored Rating Scale
(BARS) in order to measure the productivity of the employees (Taticchi, Tonelli and Pasqualino
2013). By adopting the BARS system the managers of the organization not only monitor the
performance of the employees, but also the behavior of the employees as well. The line managers
have also pointed out the importance of the HR department in accessing the performance of the
employees.
Summary of line manager views
1. Promotes development of capability, and raising of performance levels
By analyzing the views and responses of the line managers, it can be understood that most of
them think that the performance management system of Sharjah National Oil is highly effective
in order access the performance and productivity of the employees of the organization (Posthuma
et al. 2013). Moreover, it can be understood that the performance measures that have been used
by the organization are also effective in understanding the views and ideas of the employees
regarding the organizational goals and strategies.
2. Recognises and rewards performance
The line managers think that the effective performance system of Sharjah National Oil is also
highly effective in recognizing the efforts and performance of the employees. The rewards and
appraisal system is helpful in encouraging and motivating the employees (Spekle and Verbeeten
2014). However, some of the line managers also have pointed out the need of implementing more
effective ways measures of performance assessment.
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 Assignment – 5IVP - Part B
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To what extent do they feel that there is a culture of high-performance? Ask them to
specifically consider to what extent they feel there is:
1. Trust in system?
From the responses of the line managers, it can be understood that the organization is following
effective framework in order to establish and maintain a culture of high performance within the
organization (Taticchi, Tonelli and Pasqualino 2013). Moreover, it has been pointed out that
Sharjah National Oil has a very harmonious and effective organizational culture that enables the
employees as well as the leaders to maintain a cordial system where there are trust and
cooperation amongst the employees.
2. Enthusiasm for, and commitment to, the system?
The line managers have also pointed out that the strategies taken up by the organization are
highly effective in maintaining the enthusiasm amongst the employees. However, they think
that the organization needs to take up effective and more efficient strategies to encourage
communication amongst the employees and the leaders (Posthuma et al. 2013). The line
managers often have noticed that due to lack of communication amongst the leaders and
employees, they are becoming unaware of the necessary changes and developments.
What ideas do the line managers have regarding the ways in which high-performance culture
might be achieved or improved?
Regarding the effective ways of attaining high performance of the employees, it can be
understood that the managers are in favour of implementing vigorous training and
development programs (Posthuma et al. 2013). According to them, by taking up the methods of
training the employees, the organization will be able to deliver the views and goals effectively to
the employees.
An analysis (summary) of your findings regarding current Performance management practice
in your own organisation
From the analysis of the primary research that has been done taking in consideration of the views
and responses of the line managers of Sharjah National Oil, it can be said that the organization is
taking up effective measures in order of access the performance of the employees. Moreover, the
organization has taken up effective measures and strategies to support the high performance
system of the organization. It has also been monitored that the managers of the organization play
important roles in implementing the performance measurement framework as well as successful
implementation of the performance measuring and increasing strategies.
To what extent does your current approach to performance management fit within a context
of HPW and/or support sustainable organisational performance?
From the responses of the managers and the analysis it can be understood that the performance
management strategies that have presently taken up the organization are highly efficient in
achieving organizational goals (Posthuma et al. 2013). Moreover, it is easily understandable that
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 Assignment – 5IVP - Part B
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the organization effectively adopted the strategies of easy organizational communication and
efficient appraisal system are highly benefitting the organization.
Recommendations
In order to achieve higher employee performance, it can be understood that the organization
needs to take up effective communication and access the feedbacks of the employees regarding
implementation of new strategies. By taking up an inclusive approach, the organization will be
able to promote cultural diversity amongst the employees. Moreover, the line managers need to
take up strategies to monitor the demand of the global market.
Section 2 - References
Ensure that every reference included here is sign-posted in your report
Melnyk, S.A., Bititci, U., Platts, K., Tobias, J. and Andersen, B., 2014. Is performance
measurement and management fit for the future?. Management Accounting Research, 25(2),
pp.173-186.
Spekle, R.F. and Verbeeten, F.H., 2014. The use of performance measurement systems in the
public sector: Effects on performance. Management Accounting Research, 25(2), pp.131-146.
Susilawati, A., Tan, J., Bell, D. and Sarwar, M., 2013. Develop a framework of performance
measurement and improvement system for lean manufacturing activity. International Journal of
Lean Thinking, 4(1), pp.51-64.
Taticchi, P., Tonelli, F. and Pasqualino, R., 2013. Performance measurement of sustainable
supply chains: A literature review and a research agenda. International Journal of Productivity
and Performance Management, 62(8), pp.782-804.
Section 3 CPD (approx. 200 words)
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 Assignment – 5IVP - Part B
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CPD Record – what key things have you learned from undertaking this assignment?
From the assignment the important aspects are to be considered are the factors that influence high
performance of the employees and the measures to access the performance of the employees.
From the responses of the managers, it can be understood that communication and development
plans are mostly important in achieving high organizational performance. Moreover, the
managers of Sharjah National Oil have also pointed out the needs of creating an environment of
trust and cooperation in order to maintain effective organizational functioning. Moreover, the
leaders have also pointed out the needs of encouraging and motivating the employees to perform
more efficiently.
Appendix:
 What performance management activity is conducted?
i. Goal Setting
ii. Regular reviewing
iii. Development Plans
iv. All of the above
 What is the role of the line manager in the process?
i. Designing Strategies
ii. Implementing Strategies
iii. Communication
iv. Accessing effectiveness
 What measures of performance are used?
i. Behaviourally Anchored Rating Scale (BARS)
ii. Management by objective or joint target setting
iii. Linear rating scale
iv. Any other method
 To what extent the performance management process in the organization promotes
development of capability, and raising of performance levels?
i. Highly effective
ii. Moderately effective
iii. Less effective
iv. Not effective
To what extent the performance management process in the organization recognizes and rewards
performance?
i. High recognition
ii. Moderate recognition
iii. Less recognition
iv. Not recognized
 To what extent do they feel that there is a culture Trust in system?
i. High
ii. Moderate
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 Assignment – 5IVP - Part B
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iii. Low
 To what extent do you think that the organizational culture is encouraging and the making
the employees aware of their commitment?
i. High
ii. Moderate
iii. Low
 What ideas do they have regarding the ways in which high-performance culture might be
achieved or improved?
i. Training and development
ii. Communication
iii. Change in strategies
iv. All of the above
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