Analyzing Performance Management Processes at Public Service Works

This case study analyzes the performance management system of Public Service Works, examining both organizational and employee performance. The assignment addresses how Public Service Works implements performance management components, evaluates the appropriateness of its measurement system for enhancing team performance, and suggests modifications to improve the system's effectiveness. The analysis covers aspects such as business goals, human resource development, and performance measurement, offering insights into aligning employee behavior with organizational objectives. The study evaluates the impact of various components on team performance, including communication, target setting, and employee involvement. It provides recommendations for enhancing the system, such as improving communication about business strategies and increasing employee participation in target selection to boost team performance.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

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Introduction:
The impact of the performance measurement in the modern business context is
observed to be significant as the performances of the employees is one of the crucial factor
responsible for the development and the growth of the organizations. It is seen that the
performance of the employees of the modern organizations notably contributes to the
development of the customer loyalty which is significant for the increment in the repetitive
purchasing from the part of the customers (Noe et al., 2017). This plays a crucial role in the
increment of the financial stability of the organizations through the generation of the
increased revenue. Hence the performance assessment of the employees is seen to be of great
significance for the modern business organizations (Kearney, 2018). The paper is focused in
the elaboration of a case related to the management of the organizational performances of a
chosen company named as Public Service Works. The paper assesses the various components
of the performance management process of the chosen company along with the process of the
evaluation of the performances of the employees.
Performance Management Process:
The current performance management process of the chosen company is divided into
two different aspects which are the organizational performances and the employee
performance.
The organizational performances is focused in the measurement of the performances
of the departments of the organizations. Adding to this, the main objective of the effective
management of the organizational performances for the chosen organization is seen to be the
improvement of the efficiency of the organization, improvement of the effectiveness of the
services of the chosen organization along with the enhancement of the level of satisfaction of
the customers of the organization.

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The effective alignment between the desired outcomes of the organization with the
business plan goals, efficient management of the human resource issues with a precise focus
on the vision, values of the organization and the strategic plans of the organization,
appropriate identification of the performance measures for the evaluation of the progress, the
proper identification of the training and the developmental needs of the employees of the
organization and the production of the solution in accordance to the developmental needs of
the employees along with the specification regarding the performance levels for the effective
achievement of the desired performance are seen to be significant steps from the part of the
organization in the effective management of the performances of the organization.
On the other hand, the other aspects of the organizational performances is seen to be
notably important in the effective management of the performances of the employees of the
organization which has the potential to increase the profit of the organization in a significant
manner. The organization is seen to be notably effective in managing the employee
performances and under such situation, the effective execution of the performance plans
where the employees of the organization will be able to operate in accordance to the
operational activities of the organization, is instrumental seen to be of great significance for
the organization.
Adding to this, the process of sharing the information regarding the activities of the
employees inside the organization and the establishment of the improved technique for the
identification of the training and the developmental needs of the employees are evaluated to
be important in the appropriate management of the performances of the employees (Shields et
al., 2015). In addition to this, the exchange of idea and important insights regarding the
identified gaps in the performances of the employees from the part of the management of the
organization, is seen to contribute in significant manner into the improvement of the
performances of the employees of the organization. Apart from that, the recognition of the

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good work from the part of the management of the organization is seen to be significantly
important in the retention of the employees of the organization which made sure that the
quality of the performances of the employees of the organization is effectively maintained
(Cania, 2014).
Components of the Measurement System:
The components of the performance measurement for the chosen company is seen to
be based on the aspects such as the business goals and the strategies, the developmental plan
for the human resources of the organization, the measurement of the overall performances of
the organization, appropriate achievement of the targets along with the effectiveness of the
learning activities and the support provided by the management of the organization (Shields
et al., 2015).
Considering the goal to be the enhancement of the team performances, the appropriate
aspects of the measurement system are observed to be the learning supports, performance
measures and the human resources development plan of the organization. The effective
identification of the factors that are responsible for the gaps in the performances of the
employees of the organization and along with that, the selection of the most appropriate
solution for the case is seen to be significantly important in the improvement of the
performances of the team.
Apart from that, the measurement of the performances of the employees of the
organization on the basis of the set criteria is notably crucial in evaluating the progress of the
performances of the employees. This is significant in the enhancement of the performances of
the employees of the organization. Adding to this, the effective resolution of the issues
related to human resources of the organization from the part of the management of the
organization is seen to be significantly in alignment with the improvement of the team

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performances as the solutions provided by the management of the organization have the
potential to reduce the impact of the conflict in the organization (Kearney, 2018). Hence it
contributes to the improvement of the performances of the team. On the other hand, the
formation of the business strategies or the plans that will be used for the effective
achievement of the desired outcomes is seen to be comparatively less influential in the
improvement of the team performances inside the organization.
Modifications in the system:
It is seen that the contribution of the formation of the business strategies component
is notably limited. However, the effective communication regarding the formed business
strategies or the plans has the potential to contribute to the improvement of the performances
of team in significant manner as the effective communication regarding the objectives of the
members of the team helps in the elimination of the conflict that is associated with the
operational activities of the members of the organization (Bomers & Peterson, 2013). Adding
to this, this will certainly enable the employees of the organization to be aware of the
expectations of the organization from him or her. Apart from this, the process of the effective
selection of the targets for the organization is in need to be conducted with the active
participation of the employees of the organization as that has the potential to increase the
involvement of the employees of the organization. The increment in the involvement of the
employees of the organization is of great significance in making sure that the employees of
the organization are responsible for their own operations and that plays a crucial role in the
improvement of their collective performances (Rahim, 2017).
Conclusion:
On a concluding note, the performance measurement and the management is seen to
be significantly important aspects of the business conduction of the modern business

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organizations. In addition to this, the improvement of the quality of the services of the
employees of the organizations is seen to be of great importance from the perspectives of the
shareholders of the business organizations as that notably influences the generation of the
profit for the organization.

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References:
Bomers, G. B., & Peterson, R. B. (2013). Conflict management and industrial relations.
Springer Science & Business Media.
Cania, L. (2014). The impact of strategic human resource management on organizational
performance. Economia. Seria Management, 17(2), 373-383.
Kearney, R. (2018). Public sector performance: management, motivation, and measurement.
Routledge.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Rahim, M. A. (2017). Managing conflict in organizations. Routledge.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... &
Plimmer, G. (2015). Managing employee performance & reward: Concepts,
practices, strategies. Cambridge University Press.