Performance and Reward Management: A Cadbury Company Report, 2024

This report examines performance and reward management within the context of Cadbury, addressing key aspects such as the purpose of performance management, its relationship to business objectives, and its influence on staff motivation. It explores the components of effective performance management systems, the role of reward within these systems, and the elements of a total reward system. The report also considers factors impacting performance management, data utilization in the process, and the frequency and purpose of performance reviews. Furthermore, it includes an observation record template, providing insights into conducting performance reviews, ensuring competence, and addressing various aspects of the review process. The analysis highlights the importance of communication, goal setting, and employee appraisal in fostering a productive and motivated work environment. The report concludes with a reflection on the practical implications of performance and reward management strategies, emphasizing the importance of aligning these practices with organizational goals and employee needs.

Supporting Good
Practice in
Performance and
Reward Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................4
1.1 The purpose of performance management and its relationship between business objectives
and the organisation’s success....................................................................................................4
1.2 The factors of performance management systems................................................................4
1.3 The performance management processes relate to staff motivation.....................................5
TASK 2 ...........................................................................................................................................5
2.1 The purpose of reward within a performance management system......................................5
2.2 The components of an effective total reward system............................................................6
TASK 3............................................................................................................................................7
3.1 The factors that need to be considered when managing performance..................................7
3.2 A description of the data given to individuals for performance and reward management
process.........................................................................................................................................7
TASK 4............................................................................................................................................8
4.1 The frequency, purpose and process of performance reviews..............................................8
4.2 Performance review..............................................................................................................8
4.3 The experience
impacted to conduct performance
review.......................................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
The organisation is having many employees and they are working to achieve success. The
performance management is the system used by the organisation to analyse the needs of the
employees and how they are giving what is desired and it helps in improving the quality. The
main factor that is important is to analyse the skills of the employees that will help them in
increasing the performance (He and et.al., 2016). It is the strategic and integrated process that is
helping the organisation in giving quality. The organisation is helping the employees in
increasing the performance that is helping them in giving products and services. The chosen
organisation for the report is Cadbury which was founded in 1824 by John Cadbury in UK. It has
71,657 employees and they are having customers in 50 countries across the world. The report
includes the link between the organisation success, performance management, relationship
between performance management and reward.
TASK 1
1.1 The purpose of performance management and its relationship between business objectives
and the organisation’s success
The performance management is the repetitive process to help the organisation achieve
the objectives and increasing the needs of the employees and groups that will help in giving good
products. The performance management helps the organisation to achieve.
 To help the employees to know what is important for them and how can they increase the
performance to achieve objectives.
 To help the employees of the organisation to achieve the personal goals along will
achieving the organisational objectives by giving the quality products and services in the
organisation.
 To determine that the rewards are given fairly on the basis of the performance of the
employees and they will help the organisation achieving success (De Gieter and
Hofmans, 2015).
 To analyse the performance of the employees in the organisation that will help them in
increasing the quality. It will help the employees in analysing the factors that are
important for increasing the performance and helps them in achieving objectives of the
organisation.
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1.2 The factors of performance management systems
The performance management is the activity that helps the organisation in improving the
performance and helps in achieving the objectives for giving good products and services.
 Setting of goals- The organisation should have the right goals which are clear and
understood and they are helping the employees in increasing the performance (Zhang and
et.al., 2015). The employees of Cadbury should help the organisation in achieving the
objective. The setting of goals is the collaborative process which means that the
employees should help in making the decision.
 The employees appraisal- The organisation should have the employees who are working
to achieve the goals and they should be valued and appreciated for the efforts they have
taken to increase the performance. The employees should be given rewards according to
the performance because it will help them in increasing the quality. They will be
motivated to work according to the needs of the organisation.
 Communication- The performance management will help the organisation in
communicating with the employees that the methods they should used to give quality.
The communication will help in building long term relationship with the employees in
the organisation.
1.3 The performance management processes relate to staff motivation
The performance management impacts the motivation of the employees. The organisation
is making the employees receive constructive criticism which is a mix of praises and criticism to
help the employees improve the performance. The employees will have performance
management which has advantage and disadvantage and it depends on the methods that should
be right to give good products and services. It will motivate the employees.
 The organisation should analyse the strengths of the employees- The employees feel that
their work is appreciated and the organisation is helping them in increasing the skills.
Cadbury should analyse the strengths of the employees and helps them in improving the
performance (Nazir and et.al., 2016).
 The organisation should communicate with the employees- The organisation is having
many employees and they have different reason for working so they should communicate
with them the problems they are having and help them in increasing the needs and helps
them in giving good products.
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 The organisation should have the reward management- The employees of the
organisation should get the rewards according to the work done by them and it will help
them in increasing the performance. The reward management is helping the employees in
giving good products to the organisation.
TASK 2
2.1 The purpose of reward within a performance management system
The organisation are having many employees that will help hem in increasing the
performance. The rewards management is the process of motivating the employees to give them
benefits that are increasing the quality. It will help the employees of the organisation in
improving the skills that are helping them in giving good products and services (Marchington
and et.al., 2016). The rewards are important for the employees to communicate the methods they
can use to increase the performance.
 Relationship with the employees- The organisation should build the long term
relationship with the employees and they will help them in achieving success. The
employees will get the reward when they are performing according to the needs of the
organisation and they will help the employees in having good communication.
 Selecting the employees- The organisation will be able to select the skilled employees
when they have a reward management because the employees want to grow and they will
make the decisions based on the policies the organisation is having and it will help them
in increasing the performance.
2.2 The components of an effective total reward system
 Salary- The employees of Cadbury are having salary which is the basic pay and the
variable pay. The employees will get the salary that is fixed and they will get the reward
which is the variable pay for the work which is helping the organisation to increase the
performance (Lee and et.al., 2015).
 The benefits of the employees- The employees are having the benefit that are beyond the
total salary like vacation package, free medical and education of the children. The
organisation is having the benefits that are according to performance of the employees to
help them giving good products.
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 Professional development- It helps in increasing the learning and advancement
opportunity like reimbursement, monitoring and analysing the performance. For example,
business might cover the costs of the department and they will have to increase the needs
of customers. The organisation wants to increase the performance and it will help them in
increasing the incentives for the employees.
 Work-life balance- The work environment of the employees should promote the healthy
balance between the professional and personal life. The employer should think about the
employees when they are making the plan. They will help the employees in increasing
the performance (Rees and French, 2016).
TASK 3
3.1 The factors that need to be considered when managing performance
The organisation has to identify the factors that will impact the performance of the
employees. The influence of different factors on the performance have to be analysed in the
organisation.
 Where the employees sit in the working hours- The organisation will have to plan the
impact of the place where the employees sit and the performance. The employees who
are shifting different seats will have the impact on the performance. They will have the
communication with everyone and they will help the organisation in achieving success.
 Coffee as a complementary can increase the performance- The employees should
concentrate on the work they have to do and the coffee will make them boost the quality
of the performance. It is the low cost factors that will impact the performance because
when they employees get complementary things they feel good and increase re
performance.
 Transportation- The employee of Cadbury when get the daily commute to office will
increases the performance. The employees especially females feel safe when they are
getting transportation from the organisation (Taneja, Sewell and Odom, 2015).
 Communication in the organisation- The employees should communicate with the
organisation the problems they have and it will help them in increasing the performance.
The organisation and employees should have the good relations and it will help them in
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communicating the needs of each other. The employees should have good
communication with everyone in the organisation (Abualoush and et.al., 2018).
3.2 A description of the data given to individuals for performance and reward management
process
The organisations are having data that is helping them in making the decisions. The
employees in the organisation have to increase the performance and they have to analyse the
needs that will help them in making the plans. The performance and reward management process
in the organisation should be backed by data that will help them in analysing the needs of
employees. The reward management and data is helping the organisation n giving bonuses and
salary to employees and it will help them in increasing the performance. It is a performance
management cycle that will helping in planning, managing, reviewing, rewarding and renewing
of the plans of the organisation.
TASK 4
4.1 The frequency, purpose and process of performance reviews
The organisation and employees should communicate for the reviewing the performance.
The employees and top level people in the organisation should have the conversation every day
to increase the performance (Eisenbeiss, Van Knippenberg and Fahrbach, 2015). The
organisation will help in reviewing the performance for the long term success. The performance
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Illustration 1: A Guide to the Performance Management Cycle.
2020

review is important for the communication because the frequency will increase and it will make
the employees feel connected. The organisations have many employees and Cadbury is having
performance review as the most important factor because they will reduce the cost and increase
the needs of customers. The employees will have different methods to performance and the
process will help them increase the products of the organisation (Parida and et.al., 2015).
4.2 Performance review
The organisation are having many employees and they are having different skills to
increase the performance. The organisation is selecting the employees who are competent to give
good products and services. They want the employees to perform at the best and they are helping
them in increasing the needs of the customers. The organisation is having different departments
and they are having different methods that will help them in reviewing the performance. The
employees at marketing department will conduct the review of different needs and they will
increase the performance of the organisation.
Observation Record Template
Notes from Observing (Line-Manager) Conducting a Performance Review
Review Meeting
Aspect
How competence was demonstrated
(i.e. what the line-manager would have done or said to make you decide that
they were competent in conducting performance review)
Preparation for
the
meeting
The line managers in the organisation will review the performance of the
employees in marketing department and they will help them in making the
plans of the organisation and it is having many employees who have
different methods to give good products and services.
Ensuring a
suitable
environment for
the
The reviewer is the person in the organisation who is analysing then
performance of the employees. A reviewer will have to communicate to the
employees that methods they should use improve the performance (Hager
and Brudney, 2015).
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meeting
Putting candidate
at
ease &
establishing
rapport
The formal reviews the process used by the organisation that will help in
reviewing the performance. The employees will walk-through and observe
the work done in the organisation. It will make the employees of the
organisation to improve the performance we the employees feel that their
work is observed by the top level employees. The employees are talking and
they were slow in the work. The employees were doing the work when the
performance was reviewed and they were improving the methods used in the
organisation.
Opening the
meeting
It includes different factors that are impacting the performance of the
employees like the discussion and analysis of the needs of the employees.
Communication is important for the performance review because the
employees should connect with the employees in the organisation. The
organisation is having employees in different departments and they will have
to communicate to increase the performance and it will help the organisation
in reviewing.
Ensuring the
team
member’s
participation
and ownership
Teamwork is important in the organisation because it will increase the
performance. The employees in the organisation has to work to increase the
performance. The teamwork is the skill that is important for the organisation
and they will help them in working with different departments.
Communicating
effectively
(including use
of questions and
The employees are concentrating and communicating with the employees to
recommend the methods to increase the performance. Adaptability is helping
the organisation in increasing the performance. The organisation is having
employees who are having different cultures and they have to work
according to the organisational culture and they should have the adaptability
in the organisation. The employees are focused and they are having skills
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body
language)
that are making them increase the performance.
Dealing with
difficult, or
sensitive issues,
including team
member’s
weaker
performance in
some work areas
The employees who are involved in reviewing the work are the top level
employees line managers and the skilled employees who are having
experience in the organisation. The technical reviewer is having skills and
they have to analyse performance. The employees are bored and they will
not use skills. The employees are having analytical skills to increase the
performance.
Agreeing
performance
improvements
and
development
needs
The employees should have a format that is consistent. Record the
information that is important. Have a performance goal rating system.
Analyse the job skills and performance review. Develop the review rating
and performance analysis. Review and performance based review. Analyse
the performance of the employees.
Concluding the
meeting
The employees performance should be reviewed on the basis of the factors
important for the organisation. The employees should work in the team that
will help them in increasing the performance. The performance of the
employees should be reviewed according to the organisation vision and
mission. The organisation should help the employees in making the
objectives. The employees will help the organisation in making SMART
objectives and they will help them in making the plan to analyse the
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performance. The employees should get the analysis of the performance
review and they will help them in using methods to increase the needs of
customers.
The importance of performance review system.
Benefits to the employer Benefits to the employees
The performance review will help the
employer in analysing the work by the
employees and they will help them in
improving the performance.
They will get the salary according to the work
they are doing and it will help them in
increasing the performance.
The performance review will help them in
appreciating the employees for the work.
It will increase the methods the employees are
using to increase the performance.
4.3 The experience impacted to conduct performance review
The organisations are having many employees that will help them in improving the
performance. I will communicate with different departments that will help me in working
together will the employees and helps in giving good products and services. The work of the
employees is affected by different factors and they are important to analyse because they will
help them in increasing the performance. The employees are important for the success of the
organisation. The organisation is having methods to analyse the performance and according to
me they should communicate with the employees the problem they are facing and help hem in
increasing the performance. The organisation is having performance review because they are
helping them in analysing the methods because the employees should feel that the work is being
observed then they will improve the performance but when they are not observed they will not be
giving good products. The performance review should make the employees skills so that they are
giving good products and services.
I will increase the performance when they are helping me in improving the skills and they
are making it easy to increase the needs in the organisation. The employees should have good
communication with the organisation and they should increase the needs of the people that will
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help hem in increasing the performance. I will have to give products and services which will help
me in increasing the skills important for increasing the performance in the organisation.
The organisation should have the performance review that is important for analysing the
methods used by the employees. I am having different skills that are important for the
organisation and I will work with employees to increase the performance.
CONCLUSION
From the above report it is concluded that the organisation is having many employees
that will help them in increasing the performance. The employees will have to increase the
performance that will help them in reviewing the work done in the organisation. The
performance review is helping the organisation in analysing the employees and the skills they
have to give good products and services.
REFERENCES
Books and Journals
He, W. and et.al., 2016. The role of trust management in reward-based crowdfunding. Online
Information Review.
De Gieter, S. and Hofmans, J., 2015. How reward satisfaction affects employees’ turnover
intentions and performance: an individual differences approach. Human Resource
Management Journal. 25(2). pp.200-216.
Zhang, Y. and et.al., 2015. When is pay for performance related to employee creativity in the
Chinese context? The role of guanxi HRM practice, trust in management, and intrinsic
motivation. Journal of Organizational Behavior. 36(5). pp.698-719.
Nazir, S. and et.al., 2016. Influence of organizational rewards on organizational commitment and
turnover intentions. Employee Relations.
Marchington, M. and et.al., 2016. Human resource management at work. Kogan Page
Publishers.
Lee, L. and et.al., 2015. Learning through interactions: Improving project management through
communities of practice. Project Management Journal. 46(1). pp.40-52.
Rees, G. and French, R. eds., 2016. Leading, managing and developing people. Kogan Page
Publishers.
Taneja, S., Sewell, S.S. and Odom, R.Y., 2015. A culture of employee engagement: A strategic
perspective for global managers. Journal of Business Strategy.
Abualoush, S.H. and et.al., 2018. The role of employees’ empowerment as an intermediary
variable between knowledge management and information systems on employees’
performance. VINE Journal of Information and Knowledge Management Systems.
Eisenbeiss, S.A., Van Knippenberg, D. and Fahrbach, C.M., 2015. Doing well by doing good?
Analyzing the relationship between CEO ethical leadership and firm performance.
Journal of Business Ethics. 128(3). pp.635-651.
Parida, A. and et.al., 2015. Performance measurement and management for maintenance: a
literature review. Journal of Quality in Maintenance Engineering.
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