Case Study: Performance Management at Steel Co.

This case study analyzes the performance management system at Steel Co., focusing on strategies to maximize firm performance, improve employee development, and integrate HR processes. It discusses the importance of feedback, team empowerment, and linking performance to financial rewards, concluding with recommendations for enhancing workplace creativity and effectiveness.

Case Study: Performance
management at Steel Co.

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
1. How to maximise the firm performances................................................................................1
2. How performance management system used to improve employee development and
communication............................................................................................................................3
3. How Steel co. can integrate performance management system with human resource
processes......................................................................................................................................4
4. Effectiveness of linking performance of financial reward......................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
In respect to increase results and profits, performance management consist important part
in business. In this respect, skilled workforce managed as per the responsibilities. In addition to
this, it is also helpful in personality development objectives. As results targets and goals will be
considered in development manner (Wang, Rao and Wang, 2016). In this consideration, present
report based on the case study of Steel co. which is the manufacturing company and run by the
owner manager and many employees. There are different time consideration workers work
together. For gaining insight information about the company, it covers elements that maximise
the performances. Furthermore, it also includes performance management system to improve
employee performance and outcomes. Moreover, it helps to analysis performance management
system with human resource development.
MAIN BODY
1. How to maximise the firm performances
Performances appraisals consist important part in the whole enterprise. In this
consideration, individual provide feedback to workers and enterprise. In respect to concern
traditional methods, it helps to improve performance of the business of Steel co. Therefore,
efficiency will be increasing to compare the work of different members (Van Dooren, Bouckaert
and Halligan, 2015). In respect to implement measurable objectives, work considered as the team
oriented. In the present case study, individual performance determines rely on the teams to
accomplish tasks. To evaluate the performance different teams to contribute different parameter
together. With the help of each member part, group outcomes will be ascertained to organise
performance. To complete the individual performance ratings never calculated.
According to the view of Van Dooren, Bouckaert and Halligan, (2015), individual
performance determines as the individual job description which based on the particular person
evaluation. On the other hand, Sutheewasinnon, Hoque and Nyamori, (2016) considered their
views that team performance defines supervisor assessment process which indicates
performances of team members in systematic procedures. In this way, good and poor
performance of team determines through scoring.
Further, there are several kinds of performance appraisal will be implemented that helps
to create innovations in the business. With the help of the organisational structure in the
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workplace environment it will be influence to the whole team to evaluate and measured
performance (Sutheewasinnon, Hoque and Nyamori, 2016). Moreover, in the Steel co.
performance measurement exist to contribute team efforts. If the business uses significant
amount of teamwork coordination, objectives will be accomplishing in desired manner. Team
performance appraisal link also helps to measure individual performance measurement. In the
present case study, it has been seen that individual performance appraisal is the traditional aspect
that measure performance against the objectives. Ideas and many other perspectives also
considered that are needed to perform current job skills and outcomes. Direct link also exists in
the business which support to the whole business to make creative performance at workplace.
Quality products are also use which assists to make individual goals and objectives. On the other
hand, individual performance never assess appraisal of them but group of the people measure
performance in systematic manner (Wang, Rao and Wang, 2016).
In respect to maximise the outcomes and results of the Steel co. following are certain
parameters which can be used by the company:
 Ensure that team understand their purposes and objectives: In respect to implement
this element in Steel co., the organisation will able to share their aims and objectives in
systematic manner. With the help of understanding purposes and objectives by different
people at workplace, creative measurement will be considered at workplace. Hence, it is
the best way to maximise creativity at workplace. Therefore, systematic activities will be
design at workplace (Sutheewasinnon, Hoque and Nyamori, 2016).
 Ensure that organisational support get by the team: Further, organisational support
also requires to attain desired goals and objectives. In this manner, team will get proper
understanding and outcomes to ascertain results in Steel co. Therefore, aims and
objectives will be attaining in the systematic manner (Shi, Abdelwahed and Amgai,
2015). Furthermore, it is also helpful to exchange duties and responsibilities as per the
capabilities and interest areas. Hence, it also develops performances as per the business
goals and objectives. Along with this, targets will be accomplishing to make proper
activities in the whole team.
 Empower the teams: Furthermore, each member of the chosen business need to
empower in the whole team. In this way, Steel co. can easily create their targets and
objectives to attain desired results. As per the present case study, whole team will share
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their roles and duties to each member that help to attain creativity in the business
(Sutheewasinnon, Hoque and Nyamori, 2016). Furthermore, it will also help to make
sustainable results in the chosen company. In respect to make systematic results, it will
also helpful to considered objectives and targets. With the help of the empower the team,
each member can contribute there aims and objectives. Beside this, every person need to
contribute their participation in the whole project.
2. How performance management system used to improve employee development and
communication
In respect to implement performance management system at workplace, there are several
ways exist through employee development and communication will be implemented. With the
help of good performance in Steel co. improvement considered for the overall work in the
business. In respect to managing the team and individual performance, the present case study
also ensure that overall organisational goals are accomplished (Putra, Ariantara and Pamungkas,
2016). In the chosen business, following are certain ways through it can be said that performance
management system will be implemented in the positive consideration:
 Regular provide open and transparent feedbacks: In this consideration, in Steel co.
performance management system improve work in systematic manner. With the help of
the regular and open feedbacks, the chosen business will able to deliver creativity at
workplace. It is the best way to make sure that improvements will be done in proper
manner (Van Dooren, Bouckaert and Halligan, 2015). In addition to this, Steel co. can
also develop new operations. Furthermore, transparent communication also helps to share
ideas and views in group member so that it will increase creativity at workplace. With the
help of the feedbacks each member will able to develop their activity at workplace.
 Establish clear link with performance and compensation: In addition to this, each
member of the chosen business need to create link of the performances and
compensation. In this manner, linking activities will help to ascertain more systematic
targets and objectives (Sutheewasinnon, Hoque and Nyamori, 2016). Therefore, Steel co.
will able to share their ideas and views with each other. In addition to this, as per the
interest and skills members need to share their roles and responsibilities. As results, it
will be helpful to make sure aims and objectives will be accomplishing.
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 Provide ample learning and development: Further, in the present case study it has been
seen that their there is no learning and development activities implemented at workplace.
Hence, it reduces profits and revenue of the company. With the development of
employees, they are able to create effectiveness at workplace (Wang, Rao and Wang,
2016). As results, it is the systematic process which make targets and accomplishment of
the business objectives.
 Evaluates performance and distribute incentives: In respect to attain creative results,
performances could be evaluating as per the worker’s activities. In this manner. Steel co.
will able to attract attain their systematic results. With the help of provide incentives,
participation of employees will be increasing. As results, the company can easily increase
their systematic performances at workplace (Shi, Abdelwahed and Amgai, 2015). With
the help of distributing tasks and duties, work performances of the people and business
increasing in the systematic manner.
These systems help to manage work performance in the management system of the
chosen business which comprises in the following consideration:
 Organisation benefits: Management of the work can create organisation benefits. In this
manner, all aims and objectives of the business will be set in proper manner. It will also
helpful to make sure that that Steel co. will able to set different activities in the business.
In order to make different targets at workplace (Miller and Bellinger, 2014). With the
help of the organisational benefits, systematic results will be developing at Steel Co.
 Manager benefit: In this way, Steel co. will able to create several benefits to develop
systematic results. In this manner, manager will able to implement their new activities in
proper manner. As results, targets and goals will be accomplishing in desired manner.
With the help of the creative results, in the present case study profitability also develop in
systematic manner. It will be ascertaining more profits and revenue will be increasing in
the proper manner (Putra, Ariantara and Pamungkas, 2016).
 Employee benefits: In the organisation, employees have also several benefits through
they can easily accomplish desired results at workplace. In this way, they are getting
proper training and development program to increase their efficiency and results.
Furthermore, it also makes sure that business will able to deliver creative performances in
all over the market (Rao, Wang and Huang, 2016).
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Beside this, Steel co. face several issues to promote effectiveness in the business
environment. In this way, mainly language is considered problem that is not understood by all
members effectively. This is because, old habits never die so that it impact on the handling
performance in all over the business world. It is important to considered high profile with
traditional annual performance review. Furthermore, there are a lot people depends on the
technology which is not everything in the performance management development.
3. How Steel co. can integrate performance management system with human resource processes
In order to comprises different activities, there are several performance management
systems exist that helps to accomplish desired results. In this consideration, Steel co. can work
together with the realisation and creating vision to accomplish desired results. Furthermore,
formulation of the subject objectives will be developed through strategy formulation in the
different processes and effectiveness as well (Mononen and Leviäkangas, 2016). HR process
considered different aspects at workplace to develop systematic results in the business
environment, that are as follows:
 Human resource planning: In the chosen business, there are several activities has been
design with human resource planning. It is the best way to develop target market in
different areas of the world (Laudon and Laudon, 2016).
 Employee remuneration and benefit: There are different remuneration and benefits
need to be provided to each employee so that creative results will be considered in Steel
co. In this manner, the chosen business need to make sure that creative performances will
be implemented to attain desired results. In this manner, Steel co. will able to develop
remuneration and benefits at workplace (Van Dooren, Bouckaert and Halligan, 2015).
 Performance management: Performance management is also important activity that
helps to attain creative results in Steel co. With the help of the performance management
activity, there are different targets and goals will be considered in the business.
Efficient design of the process instead of the things considered in the process. It means
that each process will helps to develop human resource planning and considered the values in
each step. In respect to examine the performance management system of the business, it has been
seen that Steel co. will get several benefits at workplace (Buckingham and Goodall, 2015).
In order to relate the performance management with human resource management of the
chosen enterprise, it has been seen that frequency is the key which considered high performance
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improvement in the management. In respect to improve consistency to accomplish better goals
and objectives to offers experience. It improves performance feedback to assess the mistakes in
the performance review. In addition to this, balance approach need to manage so that 360
assessment process determines in the systematic manner. Marginal performance also increasing
that assists to make successful results at workplace.
Vertical integration consider merge with number of production unit which operating
successful business operations in different areas. In this way, two categories consider such as
forward integration and background integration. In this way, the chosen company able to getting
more market and control source of raw materials as well.
4. Effectiveness of linking performance of financial reward
In order to increasing the benefits of performance, the Steel co. will get several positive
considerations at workplace. With the help of financial reward, the company could easily
motivate their employee work in the company. In addition to this, performance management
defined as the continuous process that helps to assess and measure the business performance in
systematic manner. In this way, individual and aligning (Ishizaka and Pereira, 2016).
Furthermore, it also considered benefits in the present case study, following elements determines
its importance:
 With the help of financial reward, organisation can link their performance in systematic
manner. It is the best way to motivate employees to accomplish desired results.
According to performance management, the chosen business need to provide incentives
program to each candidate at workplace. It increases systematic work performance in the
business environment.
 Further, performance also helps to increase financial reward to develop creative results.
In respect to this, positive view towards the social aspects developed at workplace to
increase systematic work performance.
 In respect to Steel co. need to relate employee’s performances with their employees so
that creativity will be increases at workplace (Sutheewasinnon, Hoque and Nyamori,
2016).
 In respect to create link of performance management and reward system, there is
important rules and regulations are also applied in the business that create positive
impact.
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With the help of financial reward, business able to increase their employee performances
in systematic manner. It assists to increase effectiveness to engage people in the business. In
order to using financial versus non financial reward, the company can develop more significant
results at workplace.
CONCLUSION
From the above report, it can be concluded that Steel co. need to develop their creativity at
workplace. In this consideration, performance management will help to increase systematic
performances at workplace. Furthermore, it summarised about the creativity that has been
take place in the business. It is the best way to make sure aims and objectives of the company
will be developing. In this consideration, different activities are also developed to attain
desired results in systematic manner. Moreover, it helps to discussed about the maximisation
of the team performances in systematic manner. It creates positive impact on the business
results.
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REFERENCES
Books and Journals
Buckingham, M. and Goodall, A., 2015. Reinventing performance management. Harvard
Business Review, 93(4), pp.40-50.
Ishizaka, A. and Pereira, V.E., 2016. Portraying an employee performance management system
based on multi-criteria decision analysis and visual techniques. International Journal of
Manpower, 37(4), pp.628-659.
Laudon, K.C. and Laudon, J.P., 2016. Management information system. Pearson Education
India.
Miller, J.S. and Bellinger, W.Y., 2014. Distress identification manual for the long-term
pavement performance program (No. FHWA-HRT-13-092). United States. Federal
Highway Administration. Office of Infrastructure Research and Development.
Mononen, P. and Leviäkangas, P., 2016. Transport safety agency's success indicators–How well
does a performance management system perform?. Transport Policy, 45, pp.230-239.
Putra, N., Ariantara, B. and Pamungkas, R.A., 2016. Experimental investigation on performance
of lithium-ion battery thermal management system using flat plate loop heat pipe for
electric vehicle application. Applied Thermal Engineering, 99, pp.784-789.
Rao, Z., Wang, Q. and Huang, C., 2016. Investigation of the thermal performance of phase
change material/mini-channel coupled battery thermal management system. Applied
energy, 164, pp.659-669.
Shi, J., Abdelwahed, S. and Amgai, R., 2015, June. Development of a control-based performance
management system for shipboard power systems. In Electric Ship Technologies
Symposium (ESTS), 2015 IEEE (pp. 129-134). IEEE.
Sutheewasinnon, P., Hoque, Z. and Nyamori, R.O., 2016. Development of a performance
management system in the Thailand public sector: Isomorphism and the role and
strategies of institutional entrepreneurs. Critical Perspectives on Accounting, 40, pp.26-
44.
Van Dooren, W., Bouckaert, G. and Halligan, J., 2015. Performance management in the public
sector. Routledge.
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Wang, Q., Rao, Z. and Wang, S., 2016. Thermal performance of phase change
material/oscillating heat pipe-based battery thermal management system. International
Journal of Thermal Sciences, 102, pp.9-16.
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