People & Performance: Strategies for Organisational Improvement

This report examines strategies to improve organisational performance, focusing on BUNI, a local travel agent. It discusses performance management tools like performance appraisals, 360-degree feedback, management by objectives, reward programs, and key performance indicators. The report assesses the role of employee well-being in enhancing motivation and performance, highlighting the importance of work-life balance and flexible work arrangements. A PESTLE analysis is included to evaluate external factors impacting BUNI, such as political, economic, social, technological, environmental, and legal aspects. The report concludes that effective people management and performance strategies are crucial for achieving competitive advantage.

People and
Performance

Table of Contents
Introduction .....................................................................................................................................1
Main Body ......................................................................................................................................1
Discuss the tools and techniques that will help improve organisational performance...........1
Assess the role of employee well-being in improving motivation and performance ............1
Include a PESTLE analysis for the organisation ...................................................................1
References ......................................................................................................................................2

Introduction
Performance management is defined as one of the essential management tool used by the
business organisation in order to analyse and evaluate the work and performance of the
employees. It helps business organisation to create an positive and healthy environment allowing
the employees to perform effectively, also leading to achieve desired goals and objectives
(Corvellec,2018). Managing the people and their performance helps in enhancing overall
profitability and productivity of the business. For this report BUNI is taken as the base company.
BUNI is a well established local travel agent company in Bolton. The company offers quality
service having small workforce working with traditional personnel department. This report
highlights the tools and techniques that helps in enhancing the organisational performance. And
the role of employees well-being in enhancing motivation and performance as well as the
importance of external factors on managing people is also highlighted in this report.
Main Body
Discuss the tools and techniques that will help improve organisational performance
Performance management is defined as the process or managing and analysing the
performance of the employees so as to achieve desired goals and objectives of the business
effectively. It is process of evaluating the performance of the employees and accordingly
improving it so they can perform as per the best of the their capabilities and skills (Feinberg,
2018). Managing the performance of the employees helps in achieving goals and objectives and
leading the business towards continuous growth and success. In context to BUNI, which has
small workforce and following traditional personnel department, it is analysed that there is need
to enhance the performance of the company for their growth. There are various tools and
techniques that can be considered by the BUNI in order to improve their performance as
mentioned below:
Performance appraisal: One of the most essential performance management tool that is
used by the business organisation to improve the performance of the company and the employees
is the performance appraisal. This tool allows the business organisation to aligning the objectives
of the employees with the strategic goals of the organisation. In context to BUNI, this tool will
help the company to create a sense of belongingness among the employees leading them to
perform better.
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360 degree feedback: Another tool of the performance management is the 360 degree
feedback, this tool help the chosen company to analyse the overall performance of their
employees including the perception about them from their colleagues, supervisor, manager,
customers, suppliers and so on. This will allows the manager of the BUNI to evaluate the overall
performance of the employees as well as prepare an effective review process including the views
of others about the employees. This will help in improving the overall performance of the
employees and achieving desired goals and objectives (Giannoukound Beneki, 2018).
Management by objective: It is one of the most essential tool used by the management
which includes determining a particular objectives and then deciding how to achieve each
individual objectives effectively. In context to BUNI company, this technique will allow the
company to complete particular task to be carried out at a particular time, it will help the
company to determine a culture of working towards specific goals and objectives. This will help
the chosen company to enhance the motivational as well as morale of the employees leading
them to perform better.
Reward and recognition programmes: Another essential tool of the performance
management is reward and recognition programmes. In context to BUNI company, setting proper
reward and recognition program will allow the company to recognise the hard work of the
employees and accordingly offer them proper rewards and. This will help in motivating
employees towards performing better and lead the company towards growth and success.
Key performance indicators: The key performance indicator is one of the most essential
and commonly used performance management tool allowing the business organisation to
effectively measure and determine the performance of the company, business units as well as the
individual in respect to the strategic goals and objectives of the company. In context to BUNI
company, the use of key performance indicator will allow the company to effectively measure
the performance of the business, also determining the current level of performance of the
company and where company is at the current time and where it needs to be in the future. It helps
in enhancing the overall performance of the business organisation (Holzer and Ballard, 2021).
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Assess the role of employee well-being in improving motivation and performance
The role of the employees well-being plays an essential role in enhancing the growth and
development of the organisation as well as enhancing the motivational level and performance of
the organisation as well. Employees who are more satisfied and happy with their work and work
environment are the one who will be more engaged with the company. Satisfied employees are
more likely to be more emotionally attached with the mission and objectives of the company and
will be performing with their full potential also (Kamble and Gunasekaran, 2020). They will be
more involved and motivated towards completing the targets and will be more productive in their
work or day to day activity. Employee's well-being plays an essential role in enhancing the
overall performance of the business organisation as they will be contributing effectively and will
be working with their full potential in achieving desired goals and objectives also. In addition to
this creating sense of belongingness and connected with the other employees also helps in
enhancing the employees engagement and employees loyalty. The employee well-being directly
affects motivation level in the organisation as mentioned below:
Work life balance: Effectively considering the personal time of the employees will help
them to show to determine that organisation care about the well-being of the employees. Offering
them enough time to relax and allowing them to achieve their own goals and objectives will
enable the employees of BUNI company to create work life balance and motivating them to
achieve desired goals (Lidinskaand Jablonsky, 2018). Company needs to ensure that there is
proper work life balance for the employees as this will helps them to work more effectively and
enhance the overall productivity.
Flexible work arrangement: Offering flexibility at the work as well as offering flexible
hours will allows the employees to work with more productivity. Allowing employees to work as
per their comfort level helps in minimising stress and increasing their productivity effectively. In
context to BUNI company, proper or flexible working hours needs to be provided to employees
as this will help in increasing overall productivity of the business.
Enhance employee engagement: Enhancing the satisfaction level of the employees lead
to increasing their productivity. In addition to this proper employee engagement also improves
their motivational and productivity level. In context to BUNI company, making employees
happy leads to making them more engaged with the work and achieving desired goals and
objectives.
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Enhancing employees productivity: The well-being of the employees also leads to
enhancing their productivity, taking care of the employees will allows the employees of the
BUNI company to enhance their lives, leading company towards growth and success. In addition
to this it will also allow employees to take right decisions regarding the performance and
productivity of the company (Martin-Sardesai and Guthrie, 2018).
Improves organisational image: The well-being of the employees also help in enhancing
the organisation image effectively. Making employees realise that organisation takes time to
engage with their employees and contribute in the growth and development of the employees. In
context to BUNI, well being of their employees will helps the company to enhancing the overall
productivity and profitability of the business and also improve the performance of the business.
Include a PESTLE analysis for the organisation
PESTEL analysis: It is an strategic framework used by the business organisation in order to
determine various outside factors which are outside the control of the business. Any kind of
changes in these factors directly influence the functioning and performance of the business. In
context to BUNI, to analyse the external environment of the company the PESTEL analysis is
mentioned below:
Political factor: It includes the extent to which the government policy intervenes in the
functioning and operation of the business. It includes the factors like government laws and
policy regarding tax, trade restriction, tariffs and so on. In context to BUNI company, any kind
of changes in these factors will create unfavourable environment for the company. In case of UK
current change in the political factor due to the Brexit can also create influence the functioning of
the company (Nair, 2019).
Economic factor: It includes various aspects of the economy that has huge impact on the
profitability of the business. Any changes in the interest rate, demand and supply rate, inflation
rate, income capacity or the GDP will directly influential the company like BUNI which is small
company. Company needs to ensure that they are working is well developed and growing
economy as this will help in their growth and development.
Social factor: It includes the cultural factor, health consciousness or customers, attitude
and so on that directly influence the purchasing habits of the customers. In context to BUNI, the
company needs to consider the cultural and demographic trends of the society, as this will helps
them to satisfy the needs and wants of the target customers and enhance their overall
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performance and profitability. Analysing the social norms helps in analysing consumer
behaviour effectively enabling the chosen company to achieve their desired goals (Stewart and
Brown, 2019).
Technological factor: It is directly connected to the creativity and innovation in the
industry and economy. Not adopting new or advance technology as well as not keeping up with
the latest trend will directly impact the operations of the company. In context to BUNI, the
company need to ensure that they are using well advance technology and keeping up with the
automation and technological incentives. This will help the company to attract large number of
customers.
Environment factor: The environment factors includes the ecological effects on the
organisation. It is the responsibility of the business to effectively contribute to sustainability of
the environment and fulfil their corporate social responsibility. In context to BUNI, the company
needs to ensure that they are contributing to the sustainability of the environment and fulfilling
their corporate social responsibility as this will help in gaining competitive advantage and attract
large number of customers (Yin, 2018).
Legal factor: The last factor is legal factors, which includes the legal law and legislation,
this helps in determining what is needed to be done the business and what is not. The various
legal factor includes the industry regulation, labour laws, intellectual property and so on. In
context to BUNI, the company needs to ensure that they are following required legal laws to
smoothly carry out their activity and achieve desired goals (Xavier and Bianchi, 2020).
Conclusion
From the above report it has been analysed that managing the performance of the people
and the organisation helps the business organisation to achieve desired goals and gain
competitive advantage in the marketplace. It is also analysed that effectively managing the
performance of the employees will help in enhancing the overall performance of the organisation
and gain competitive advantage in the marketplace. This report helps in analysing various
performance management tools that can be used by the chosen company to enhance their overall
performance such as key performance indicator, 360 degree feedback, management by
objectives, reward and recognition programmes and so on. It is also analysed that well being of
the employees helps in the enhancing the performance and motivation level of the employees.
Also, to analyse the external environment of the PESTEL analysis is also analysed in this report.
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References
Books and Journals
Corvellec, H., 2018. Stories of achievements: Narrative features of organizational performance.
Routledge.
Feinberg, J., 2018. The Paradox of Authenticity: Folklore Performance in Post-Communist
Slovakia. University of Wisconsin Pres.
Giannoukou, I. and Beneki, C.C., 2018. Towards sustainability performance management system
of tourism enterprises: A tourism sustainable balanced scorecard framework.
International Journal of Global Environmental Issues, 17(2-3), pp.175-196.
Holzer, M. and Ballard, A. eds., 2021. The Public Productivity and Performance Handbook.
Routledge.
Kamble, S.S. and Gunasekaran, A., 2020. Big data-driven supply chain performance
measurement system: a review and framework for implementation. International Journal
of Production Research, 58(1), pp.65-86.
Lidinska, L. and Jablonsky, J., 2018. AHP model for performance evaluation of employees in a
Czech management consulting company. Central European Journal of Operations
Research, 26(1), pp.239-258.
Martin-Sardesai, A. and Guthrie, J., 2018. Human capital loss in an academic performance
measurement system. Journal of Intellectual Capital.
Nair, G.K., 2019. Dynamics of pricing and non-pricing strategies, revenue management
performance and competitive advantage in hotel industry. International journal of
hospitality management, 82, pp.287-297.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Xavier, J.A. and Bianchi, C., 2020. An outcome-based dynamic performance management
approach to collaborative governance in crime control: insights from Malaysia. Journal
of Management and Governance, 24(4), pp.1089-1114.
Yin, N., 2018. The influencing outcomes of job engagement: an interpretation from the social
exchange theory. International Journal of Productivity and Performance Management.
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