Ulster University BMG531: WUR Performance Management Review Report

This report, prepared by Holborn Consultancy Group (HCG), analyzes the performance management practices of WUR, a company facing issues related to inappropriate rewards, poorly defined goals, and negative public perception. The report includes an executive summary highlighting the problems and proposed solutions, an understanding section detailing the current situation, and a comprehensive work plan outlining tasks, responsibilities, and timelines for improvement. The report further presents the results of a questionnaire distributed to employees, identifying key issues such as dissatisfaction with incentive schemes, unrealistic goals, and a need for more training. Based on these findings, the report recommends various solutions, including revised bonus schemes, employee training programs, and the establishment of more challenging and achievable goals to improve employee performance and overall organizational effectiveness. The report concludes with personal reflections and a list of references.

EFFECTIVE
ORGNAIZATION
(CW1)

COVER CONTENT
• Executive summary
• Understanding
• Work plan
• Resources/key personnel
• Questionnaire
• Issues identified
• Recommendation
• Personal reflection
• References

EXECUTIVE SUMMARY
Inappropriate reward and goals establishment and failure to meet
targets are the main point, which lead WUR to have bad public
perception. Holborn Consultancy Group (HCG) is planning to improve
PM within the company by full review of employee’s performance;
new goals set up and arranged trainings and workshops for workers.
Elena Mateiu is a Senior Consultant in HCG. She is focusing on
performance management field and has 10 years of experience
consulting companies. She has done her graduation in MSc with good
grades. She has also completed her masters from Stanford University

UNDERSTANDING
WUR allows employees to obtain 35% of their current salary as a
bonus without encouraging and motivating them to meet
established targets. It also set up rather not challenging and easy
goals. Public perception of WUR is not great and Government
interference is undesirable.

WORK PLAN
Task Responsib
le
consultant
Start End Duration
Improveme
nt of
performanc
e in WUR
31/7/17 30/9/17 44
1. Interview
employees Elena (HR
Consultant
)
31/7/17 5/8/17 5
2. Employees
survey
evaluation
Elena (HR
Consultant
)
7/8/17 12/8/17 5
3. Subjective
and
objective
performanc
e appraisal
formation
Elena (HR
Consultant
)
14/8/17 26/8/17 10

Continue...
4. Bonus scheme
modernization
and revision
Olga (senior
consultant) 28/8/17 31/8/17 3
5. Qualification
training for
Electricity
Department
Maki
(operations
and
motivation
consultant)
31/8/17 2/9/17 2
6. Qualification
training for
Gas
Department
Maki
(operations
and
motivation
consultant)
4/9/17 6/9/17 3

Continue...
7. Qualification
training for
Water and
Sewerage
Department
Maki
(operation
s and
motivation
consultant
)
6/9/17 8/9/17 3
8. Qualification
training for
Corporate
Affairs
Department
Maki
(operation
s and
motivation
consultant
)
11/9/17 13/9/17 3

Continue...
9. Motivation
workshops Maki
(operations
and
motivation
consultant)
13/9/17 19/9/17 5
10. Set up of
new more
complex
aims
Olga
(senior
consultant)
19/9/17 23/9/17 4
11. Brainstorm
ing brand
new goals
and
objectives
Olga
(senior
consultant)
25/9/17 30/9/17 5

Continue...

Questionnaire
Analysis of data:- Theme 1 Employees are not satisfied with the
incentive schemes of WUR.
16
4
Yes
No

Continue....
Theme 2 Organisations goals are not practically possible to be
achieved.
14
6
Yes
No

Continue...
Theme 3 More planning needs to be done before formulating the
targets.
16
4
Yes
No