Performance Management Assignment (HRM-3009), Semester 2, UTech, 2020

This document presents a comprehensive solution to a Performance Management assignment (HRM-3009) from the University of Technology, Jamaica. The assignment analyzes several scenarios, including how Bristol-Myers Squibb (BMS) can enhance employee creativity, improve networking, and foster effective communication for leadership and team building. The solution delves into communication effectiveness, business knowledge, and teamwork dynamics, providing tabulated data to illustrate key performance indicators. It also addresses performance evaluation methods, emphasizing the importance of objective and consistent evaluation forums, performance measures, and employee self-assessment. Furthermore, the solution outlines key features of effective documentation and presents a detailed employee developmental plan, covering job titles, educational backgrounds, training, and strategies to enhance performance and productivity.

Scenario 1
Tasks
1. How can BMS enhance creativity and innovation among its employees
2. How can the organization improve networking
3. How effective communication promotes leadership and team building
Performance behaviors
i. Effective communication
ii. Creativity and innovation
iii. Teamwork
Scenario 2
Question one: Description of indicators
Seligman, J. A. M. E. S. (2016), provides that communication is a way of conveying, sending,
moving something or delivering information. For communication to be more effective, five
essential parts are involved. These parts include; message, sender, receiver, the channel of
communication and the feedback. Since communication involves two or more parties, the sender
of the message must ensure that an enjoyable conversation is maintained to reduce the tension
which may occur in between. Many organizations collapse or perform poorly as a result of poor
passage of information. Some of the barriers which may lead to poor communication are noise,
language barrier, poor timing and choosing the wrong channel of communication among others.
On the other hand, business knowledge is the extent to which one understands the customer's
needs, the business environment, the required staff, and their qualifications, potentials, and

experiences as well as the customer's preferences. The knowledge may be acquired by analyzing
the needs of the market where one needs to understand the types of available customers. Also,
the business owners should have the network of the employees together with the suppliers to
ensure that the business performance is maintained and the relevant concerns are met and
responded to. This network can be achieved through personal interviews and conducting an
online survey. Since the business is affected by both internal and external environmental factors
like politics, technology, economy, and society, business knowledge will help in coping with
these factors to ensure its survival in the market.
Organizations or institutions are made up of groups of people who come together intending to
achieve certain goals. These goals are only achieved if the concerned parties work as a team.
These teams differ in terms of their cultural background, experiences, age's personalities and also
expertise. Irrespective of these differences, the team should work together and lean-to adapt and
change with changing circumstances to perform effectively. The member should always reflect
on the strategies, performance, set objectives and make the relevant changes accordingly for
them to be productive and innovative, (West, M. A. 2012).
Question 2: Tabulation of the Indicators
Communication
Item/
Year 2016 2017
Conflicts cases 5 1
Stressed employees 10 2
Employee turn over 6 0
Feedback 5 15
Productivity
100,00
0
400,00
0

Area coverage
Market share
Advertisments
Competitors
Customers
New products
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Effective Communication
2018 2019 Series3
Item/Year 2016 2017
Conflicts cases 3 10
Stressed
employees 3 15
Employees
Turnover 4 20
Feedback 10 2
productivity 500,000 50,000
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Poor communication
Item/Year Series2 2018 2019 Series5
Business knowledge

Item/Year 2018 2019
Area coverage 0 0
Market share 10 2
Advertisements 4 10
Competitors 10 5
Customers 100 500
New products 5 10
1 2
0
500
1000
1500
2000
2500
Item/Year
Market share
Competitors
New products
Good business knowledg
Item/Year Area coverage Market share Advertisments
Competitors Customers New products
Item/Year 2018 2019
Area coverage 0 0
Market share 10 4
Advertisements 10 4
Competitors 6 12
Customers 400 40
New products 7 1

1 2
0
500
1000
1500
2000
2500
Item/Year
Market share
Competitors
New products
Lack of business knowledge
Item/Year Area coverage Market share Advertisments
Competitors Customers New products
Teamwork
Item/
Year 2016 2017
Productivity
100,00
0
300,00
0
Employee turnover 21 5
Sales 50,000
295,00
0
Customers 50 300
Profits
200,00
0
800,00
0

Area coverage Market share Advertisments Competitors Customers New products
0
50
100
150
200
250
300
350
400
450
500
Effective team work
2018 2019
. Item/Year 2016 2017
Productivity 500,000 200,000
Employee turnover 3 20
Sales 450,000 295,000
customers 400 100
profits 950,000 300,000
Area coverage
Market share
Advertisments
Competitors
Customers
New products
0
50
100
150
200
250
300
350
400
lack of teamwork
2018 2019

Scenario 3: performance evaluation
Eeckhout, L. (2010), provides that some measures that can be put in place to prevent intentional
and unintentional distortion include developing an evaluation forum whereby the process should
objectively, fair and consistent to protect the interest of the employees. To ensure consistency the
forum should only focus on some areas such as quality of work, job skills, and attitude and work
habits among others. There should be a description which will help the employees to range
themselves and also their colleagues based on their performance. These descriptors might
include below requirements, above requirements exceeding requirements and far above
requirements. Similarly, the organization can set some performance measures which can be used
to evaluate employees' performance and cut down the amount of time spent in evaluating the
forms. You can have job descriptions and set goals to the described tasks which will serve as an
evaluation measure. The employees can be trained on how to use these descriptions and goals to
measure and rate themselves instead of waiting for the management to do it for them.
Scenario 4: Evaluating key features of documentation
The first Marilyn should ensure is that her documents are intelligently organized. Because the
organization may grow forcing her to supervise more than fifteen employees, storing many
documents may become a problem to her. To cater for these, she should ensure that her
documents are organized based on the organizational hierarchy by tagging, ratting and
categorizing them for easy retrieval. A robust search engine should be installed on her computer.
This software will help her and her staff save time when searching for a particular document
especially the one which had been stored sometimes back. Besides, she should set her
documentation system such that she can grant permission to the employee who wants to access
some documents from her system. This will help her choose who can delete or change files in her

system thus avoiding losing some documents or even some been altered. Marilyn should also
have a universal support system which can format her documents in any way she feels like. This
format like .pdf and .docx will save her from future storage issues down the road, (Symonds, R.
P. et.al 2012).
Scenario 5: developmental plan
My form will appear as follows
Date; 11/04 2020
Job title: hiring and recruitment
Department Human resource management.
Education Bachelor of Human resource management
Primary reviewer
Prior training two years
Job History Three years of experience
What employees will do to improve performance and work towards a career goal?
When May 2020

For how long 2 weeks
Approx. cost and who will provide? 800 Rupees, self -sponsored.
What strategies can be put in place to increase performance and productivity?
Encouraging creativity and innovation and involving them in decision making
Source; Burke, W. W., & Noumair, D. A. (2015).

References
Burke, W. W., & Noumair, D. A. (2015). Organization Development: A Process of Learning and
Changing. FT Press.
Eeckhout, L. (2010). Computer architecture performance evaluation methods. San Rafael, Calif.:
Morgan & Claypool Publishers.
Seligman, J. A. M. E. S. (2016). Effective communications. Place of publication not identified:
LULU COM.
Symonds, R. P., Deehan, C., Meredith, C., & Mills, J. A. (2012). Walter and Miller's Textbook
of Radiotherapy E-book: Radiation Physics, Therapy, and Oncology
West, M. A. (2012). Effective teamwork: practical lessons from organizational research.
Chichester: British Psychological Society and John Wiley & Sons.