Growth Performance Management Essay Example for Free

yield mathematical process counselling EssayIn this report I afford apt(p) a lot of research into the germane(predicate) subjects. I venture that the representation I catch supposeed at the possibilities volition help Helen Marsh and Brian Taylor overcome to a greater extent or less of the obstacles in their organisation in put up to make in that respect chore successful. Suggestions on what you should be specific aloney looking at in order to make your furrow a success, in my view would be the feat to improve employee attitudes and training for employees. I mobilize I have covered all the points that you have given me in depth if I have not apologies on my behalf. Introduction- Aims of the ReportThe aim of this report is to fork stunned Helen Marsh and Brian Taylor the problems of their occupancy in more detail than the report give (case depicted object). I entrust lineation and investigate further into the following matters* Growth* Performance Manageme nt* Performance assessment Systems and penury* pauperization* Rewards* Employee overturn/Retention* breeding and Development* CommunicationGrowthTo see the return of Brian and Helens play along, we will look convey to examine into the curse (Political, Economical, Social and Technological factors) and grind (Strengths, Weaknesses, Opportunities and Threats) analysis for this fellowship, this will help us identify if the company should continue to grow. By understanding to the highest degree the machinate and PEST analysis this will show us key information and help us identify or so of the problems with the seam.SWOT analytic valueingSWOT Analysis is a very effective way of identifying your Strengths and Weaknesses, and of examining the Opportunities and Threats you face. Carrying out(a) an analysis using the SWOT framework helps you to focus your activities into argonas where you atomic number 18 concentrated and where the greatest opportunities lie. SWOT Analys is is a strategic method for identifying your occupancyes Strengths and Weaknesses, and to examine the Opportunities and Threats.These are moreover some of the Strengths, Weaknesses, Opportunities and Threats there may be more if you feel that there are, pleases do not hesitate to call me we washstand hash out these further. By reading the report that you gave me (case study) I found more weaknesses than strengths. This is not bad as this shows you that you plunder improve on these to make your agate line a success.Read moreDifference Between Performance Management and Performance AppraisalPEST AnalysisIt is very important that an organisation run acrosss its environment before beginning the marketing and decision be after motion. In fact, environmental analysis should be continuous and feed all aspects of planning.The SWOT analysis shows a lot of weaknesses in the business, the points that I have mentioned in the SWOT analysis affect the future growth of the business. I think that if you over come the weaknesses that are outlined in the SWOT analysis this will help improve and develop the company significantly because the employee would contri thoe to the full potential and would in any case progress to a good working environment which means less staff turnover. I suggest that you should carry over in growing for the moment and consider better on the weaknesses that I outlined in the SWOT analysis. I suggest that you should consider growing in the future rather than now.I found out thatWeakness are not necessarily indicating bad things of the organization but showing a highroad to a founder future.ORGANIZATIONAL BEHAVIOUR (1990) Northcraft. G page 437You should consider improving the weaknesses into strengths as this would be beneficial in the future when you should consider to grow (it is not necessary yet) by improving weaknesses the business would function advance and more advantages would be gained such as more share and profit.Perfor mance ManagementIn the report given to me (case study) I see that you have a problem on trace the field based staff. This is a important issue as the staff may or may not be doing what you have told them this would cause all sorts of issues with your company for exercise you may be losing money, valuable resources and date. effect based staff may be backbreaking to manage but there are ways. Staff that work in the office are easier to evaluate on what and how that are doing. When managing or monitor employees you have to be aware of their privacy and not to breach that mutual line as this may inevitably cause conflict in the work place.But When you cant be present to observe employee surgery, be sure that you have the right processes in place through which you can learn near how theyre doing this can be undertaken for field based staff also. These processes should be open, fair, and understood by everyone. Options for obtaining input close performance in your absence seiz ure may overwhelm, but are not limited to, the following* approximate the output and products of the employees work.* Have routine one-on-one meetings with your employee and include discussions of performance.* Every so often review and discuss with your employee the standards of performance for his or her business organization and your expectations.* Ask your employee to do periodic reports and share them with you for discussion.* Obtain feedback from customers in authorship when potential.* Do brief hold out check-ins or phone calls to field based staff as closely as office based staff.* Ask an appropriate person who is present day-to-day to serve as a work leader or give the person authority to act in your stead, and take in that everyone understands the persons role.* Perform routine spot checks of the employee at work.* Ask for confidential evaluations of employee performance by peers (or direct reports of supervisors). This process should be clearly understood by every one and applied fairly to all.Performance Appraisal Systems and MotivationPerformance appraisal systems are designed to serve the companys and employees interests. They are used to inventory the abilities and resources of employees and to let an employee make out where he stands so that he will be stimulated to improve his performance.Employee motif can be raise and performance improved with the observe of employees performance level and the use of feedback to advise those employees about their effectiveness. Performance feedback exchanges can be ongoing and informal, on a day-to-day coaching basis or on a formal basis, yearbookly.I found this statement..Employers want to be sure their employees are doing a good job, but employees dont want their every sneeze or there trip to the toilet loggedManaging People second edition Tomson. RI think that employee monitor is acceptable to a reasonable level but should nod be exceeded. I used to work at KFC (Kentucky Fried Chicken) and the manager was constantly monitoring me and former(a) staff that work there. I can understand this as people in opposite restaurants have tampered with food for example a Mc Donalds restaurant in USA Mississippi erst was shut down because of food tampering. So to some degree a lot of monitoring of necessity to be undertaken. But I think you should use some of the procedures I have given for example I would recommend these* Perform routine spot checks of the employee at work.* Obtain feedback from customers in writing when possible some sort of feed back sheet of possibly a questionnaire* Do brief stand-up check-ins or phone calls to field based staff* Ask your employee to do periodic reports and share them with you for discussion.MotivationStaff motivation is the one of the around significant factors in managing people. No one way is better than some other for motivating employees, but it is essential that leaders are aware of their staff motivation style and are able to adapt f or different circumstances. approximately circumstances will call for a strong direction to inspire staff motivation other circumstances will call for staff motivation to be influenced by a more advice-giving approach.The necessary cleverness is in knowing what motivates people and real the call for of individuals and groups at a given snip. Staff motivation in regard to reward and learning means taking account of and balancing the unavoidably of the organisation and its objectives as come up as the deficiencys of the people expected to achieve those objectives.One of the worlds most successful Software and Hardware entrepreneurs statedWhen we attain a desirable workplace and find good ways to have work/life balance, well attract and well retain the best people and thats our competitive advantage.Lewis Platt, CEO, Hewlett-Packard(1001 Ways to Reward Employees 2000)Source www.nelson-motivation.com/hpackard/chief operating officerHear is an example of a motivational theoryD ouglas McGregor, was a American social psychologist, he proposed his historied X-Y theory in his 1960 book The Human Side of Enterprise . guess X and theory Y are still referred to commonly in the field of management and motivation. Mc Gregors X-Y Theory remains a valid basic principle from which to develop positive management style and techniques. McGregors XY Theory remains aboriginal to organisational phylogenesis, and to improving organisational culture.McGregors Theory X and Theory YTHEORY XTHEORY Y1. Workers mustiness be supervised as closely as possible, either through direct oversight or by tight reward and/or punishment systems.1. People usually do not exact close supervision and will, if given a chance to control their own activities, be productive, satisfied, and fulfilled.2. Work is objectionable to most people.2. Work is natural and enjoyable unless it is made offensive by the fulfils of organisations.3. Most people have little initiative, have little capacity f or being creative or solving organisational problems, do not want to have responsibilities, and prefer being directed by someone else.3. People are ambitious, commit autonomy and self-control, and can use their abilities to solve problems and help their organisations meet their goals. Creativity is distributed normally across the population, mediocre as is any other characteristic.4. People are motivated by economic factors and a need for security.4. People are motivated by a variety of needs only some of which take away economics or security.Figure Obtained fromMANAGING PEOPLER. Tompson, 2nd Ed, sedan Institute of ManagementI think that employee motivation in regard to reward and recognition means taking account of and balancing the needs of the organisation and its objectives as well as the needs of the people expected to achieve those objectives. I think that motivation should also have been included in the SWOT analysis.I think you should also consider how you can motivate s taff you could use the web site I have given preceding(prenominal) for more information. The more you motivate staff the better they will work, this will also help with the monitoring of employees. You should also consider looking at the various patterns used by managers to encourage motivation in the work place, for a good example see Appendix 3.RewardsThere are a careen amount of reward types and schemes, you just have to make sure you have the right ones chosen for your business because performance of staff is the key to the success of any organisation. One of the main rewards that I think is relevant for your business is PRP (Performance Related Pay)One of the key contributors to effective performance is a well-designed performance management process. such(prenominal) a process should in merged objective setting, the day-to-day management of performance, the review or appraisal of performance, and recognise performance. Your employees are your most important asset, they are t he people who shape and form the companys future. Rewarding staff can develop healthy in-house competition betwixt individuals, teams or even de set forthments.Another major factor in rewards are employment proceeds packages. Reward and incentive programs are a popular part of employee benefit packages. Many employees value such offerings as flexible scheduling, tuition assistance, and child care in order to satisfy personal needs and professional development. I think that you too should consider re blueprint your employment package.Nowadays society, it is becoming more and more common to support these reward systems with the overall business strategy of an organisation in order to satisfy business needs and to improve shareholder value. In addition, many organisations are developing or restructuring their rewards programs based on employee performance. This trend is likely to continue as costs continue to increase and competition continues to thrive in a highly unpredictable eco nomy.Some other useful reward types that can be used are as followsSocial RewardsWhich include praise, employee recognition, and social acceptance within the business.Psychic rewardsWhich include self esteem, job satisfaction, and feelings of accomplishments You could also give piece-rate pay, commissions, virtue pay and bonuses.When I was talking about the business and how it will grow in Conclusion of Growth in the prototypical part I think that in order for the business to grow you need the best employees you can get. So you would need to have the reward schemes that the employees are looking for. I the way you are rewarding employees at the moment is not working in fact I know it is not working I think you should use the PRP (Performance Related Pay) method, and also consider giving annual bonuses.Also if you give PRP (Performance Related Pay) you will sort out the problem you have with the monitoring of Field based staff as they too will be attracting more customers for the bu siness. You should also give bonuses if the company is making a stable profit as this would encourage more work to be completed.Employee Turnover/RetentionOne of the most difficult problems companies had to cope with in the change magnitudely volatile business humor of the 1990s was the high rate of employee turnover. When employees, particularly long-term employees leave a company that has made a substantial investment in them, they take with them training, skills, experience, and productivity. Output is inevitably diminished during the training process of young employees, no matter how qualified. additionally, a high level of workplace turnover rends the types of social bonds that encourage other employees come to work and maintain their normal levels of productivity...In todays workplace, employers are not only having a hard time attracting employees, but are also having a difficult time keeping them..(Harkins, 1998)I found out that employees leave for a variety of reasons, in cluding poor supervision, unchallenging positions, limited advancement opportunities, lack of recognition, limited control over work, perceived pay inequity, and the perception of more favorable opportunities in other companies.Measuring AbsenceObtained fromMANAGING pitying RESOURCESJ. Weightman, 2nd Ed, (1996), Pub Cromwell advocateThis overall figure, however, leaves many questions unanswered. For example, is the absence rate a reflection of a few employees suffering from long-term ill-health or are a substantial number of employees being regularly absent for relatively short spells? A more in depth way to monitor absence and computer memory is give in Appendix 1.Hear I found some of the ways in which to help with retention* Align your employees with company goals and visions* Establish department goals and standards* Set employee goals and performance measurements* Conduct performance reviews that test the established goals* Train managers to effectively coach their staff* Id entify barriers find strengths to build upon* impound key performance gaps and craft a plan to improve performance* Define the relationship between job satisfaction, goal alignment and individual performance growthI suggest that you should consider some of the points above in order to combat turnover/retention. You should regularly try to monitor staff absence. try on to make the rate as nearer to 8.5 % as possible if it goes over this may be exact to the business. You should have a maximum number of days for employees to comply by, for example I work as Safeway Petrol station in the Penn, employees there are only allocated 50 hours off of work (excluding honk or acceptable absence). You should check out Appendix 1 in how to measure turnover and retention in your organisation. preparation and DevelopmentThere are a number of advantages to training and development and this is another point that was added in the SWOT analysis that needed to be improved in order for the business t o function properly and effectively.Training has become the most important feature of a successful organisation. Training is necessary because it improves profitability and/ or more positive attitudes towards profit orientation. Enhances the job knowledge and skills at all levels of the organisation. The work force gets a high morale. Due to proper training employees can identify with organisational goals, corporate image gets improved. Training fosters realism, openness and trust. A boss an the subordinates get to work in a better environment and relationship.Some typical reasons for employee training and development can be initiated for a variety of reasons for an employee or group of employees, for example* When a performance appraisal indicates performance improvement is needed* To benchmark the berth of improvement so far in a performance improvement effort* As part of an overall professional development program* As part of succession planning to help an employee be eligible f or a planned change in role in the organisation* To pilot, or test, the performance of a new performance management system* To train about a specific acmeicI found out some key topics for employee Training and Development they are as follows* Communication- The increasing diversity of todays manpower brings a wide variety of languages and customs.* Computer skills- Computer skills are becoming a requirement for conducting administrative and office tasks.* Customer service- increase competition in todays global marketplace makes it precise that employees understand and meet the needs of customers.* Diversity- Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity* Ethics- Todays society has increasing expectations about corporate social responsibility. Also, todays diverse workforce brings a wide variety of values and morals to the workplace.By giving the appropriate training and developme nt you can gain a lot of advantages. The general benefits from Employee Training and Development are* Increased job satisfaction and morale among employees* Increased employee motivation* Increased efficiencies in processes, resulting in financial gain* Increased capacity to adopt new technologies and methods* Increased innovation in strategies and products* Reduced employee turnover* Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training)* Risk management, e.g., training about sexual harassment, diversity trainingI think that training aids in developing leading skill, motivation, loyalty, better attitudes and other aspects that successful workers and managers usually display which we discussed earlier in the report. The quality of work is also increased and so is the productivity. Its cost effective as well, it cuts costs in different areas e.g. production, personnel, administration etc. it develops a sense of responsibility to the organis ation for being capable and knowledgeable. Labor management is also improved, as workers instead of feeling ignored, feel taken care of which develops a sense of loyaltyCommunication effectual chat skills are vital for success in a business environment with most business people being engaged in some form of chat activity most of the time reading, listening, writing or talking. Business communication is, however, different from educational or literary writing and sermon it requires precision, clarity and efficiency since business people just do not have the time to tone an idea or an expression.Moreover, unethical behavior in the workplaces arising from the lack of ethical communication by the top management to the first-line supervisors proves the fact that employees are either directly or indirectly rewarded for unethical acts or gratingly abandoned for going against the norm of practicing corruption(Zimmerman Jansen and Von Glinow, 2001, p. 119).As explained in this school t ext that I researched into, Jansen and Von Glinow through their in-depth study that encouraging counter norms in an organisation is also a form of promoting corrupt standards in a company in order to save the firms name or to avoid charges by this means reflecting the diminish ethical communication in organisations.There are many factors that help establish an organisations ability and skill in maintaining the stability and organisation among its employees/members. One of these factors includes attaining an organisational communication process through effective communication skills. The most prominent forms used by most organisations are the development of verbal and non-verbal communication since these are the most obvious ways of communication that provide a dialogue for employees and the management in an organisation. However, what is not established by both the employees and management is that listening is one important communication aspect that precedes verbal and non-verbal communication.I think that in order to attain effective communication verbally or non-verbally, communicators must first learn to listen in order to assess carefully the issues at hand and the required action that must be taken. If you have a look at Appendix 2 it shows you different types of communication processes. I would recommend that you try to focus on the complete network as this would make communications in your business better.Overall Report Conclusion and my RecommendationsI think overall this is what we should be doing in order to maintain and run a successful business* Growth- we should not be growing just yet as there are to many problems as indicated in the SWOT analysis. We should be improving on the weaknesses and consider to grow and expand in the future.* Performance Management- monitoring needs to be undertaken but only to some degree that is acceptable by you and the employees. But I think you should use some of the procedures that I have indicated in this previ ous section (please refer to Conclusion for Performance Management).* Performance Appraisal Systems and Motivation- Performance appraisal systems are designed to serve the companys and employees interests.* Motivation- You have to consider Douglas McGregor Theory X and Theory Y. to offer the best motivation go through the chart that I have drawn and consider what you can do to have a successful motivated staff. Look at Appendix 3 for patterns of managerial approaches to motivation.* Rewards- if you offer better rewards and better benefit packages then Turnover/Retention will be low, and employees will work more and contribute their highest potential.* Employee Turnover/Retention- you need to make sure that you monitor employees disorder and absenteeism and make sure it dose not go over 8% Check Appendix 1.* Training and Development- if you train and develop employees better the function of your business will be better, you should try to encourage more employees to gain different sk ills and knowledge. You should also try to offer recognised qualifications.* Communication- look at Appendix 2 I recommend that you try to bring in the process of complete network communication. There are numerous factors that help conclude an organisations ability and skill in maintaining the stability and organisation among its employees/members, one of these factors includes attaining an organisational communication process through effective communication skills.ReferencesI recommend that you look at the following text as this will help you improve on the factors mentioned in this report and also help you with difficult decisions about your business.I recommend looking at this textORGANISATIONAL BEHAVIOUR INDVIDUALS, GROUPS AND THE ORGANISATIONI. Brooks (1999) world-class Ed, Pub Financial TimesHUMAN RESOURCE STRATAGIESSalman, (1998) Pub The Open UniversityMANAGING PEOPLER. Tompson, 2nd Ed, Pub Institute of ManagementORGANISATIONAL BEHAVIOUR A heed CHALLENGEG.B.Northcroft M.A. Neale (1990), Pub Ronda ColourPERSONNEL MANAGEMENTGA Cole, 4th Ed (1997), Pub Ashford Colour PressMANAGING HUMAN RESOURCESJ. Weightman, 2nd Ed, (1996), Pub Cromwell PressThe following Web-Sites are useful alsowww.bized.comwww.hrmang.co.ukwww.humanrecourses.co.uk/text/hrissueswww.resourcemanage.co.uk