Growth Performance Management Essay

In this report I turn in foundern a lot of research into the germane(predicate) subjects. I bet that the way I have looked at the possibilities on the wholeow for help Helen Marsh and Brian Taylor curb roughly of the obstacles in their memorial tablet in order to make there backup lucky. Suggestions on what you should be particularised everyy looking at in order to make your business a achievement, in my attend would be the seek to improve employee attitudes and tuition for employees. I think I have c everyplaceed all the points that you have given me in depth if I have non apologies on my behalf.Introduction- Aims of the ReportThe fix of this report is to show Helen Marsh and Brian Taylor the problems of their business in more than detail than the report give (case study). I give discloseline and investigate further into the following considers* Growth* slaying instruction* consummation judgment Systems and Motivation* Motivation* Rewards* Employee Turnove r/Retention* reproduction and Development* CommunicationGrowthTo adopt the yield of Brian and Helens order, we will look need to examine into the gadfly (Political, Economical, Social and Technological factors) and nerd (Strengths, Weaknesses, Opportunities and Threats) summary for this company, this will help us identify if the company should affect to grow. By understanding about the tog up and PEST analysis this will show us backbone information and help us identify virtually of the problems with the business.SWOT AnalysisSWOT Analysis is a very effective way of identifying your Strengths and Weaknesses, and of examining the Opportunities and Threats you face. Carrying out an analysis using the SWOT frame construct helps you to focus your activities into beas where you be strong and where the greatest opportunities lie. SWOT Analysis is a strategic method for identifying your businesses Strengths and Weaknesses, and to examine the Opportunities and Threats.These b e just many 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 squeeze out discuss these further. By rendition the report that you gave me (case study) I found more weaknesses than strengths. This is not bad as this shows you that you mint improve on these to make your business a success.Read moreDifference Between Performance Management and Performance AppraisalPEST AnalysisIt is very important that an composition considers its environment before beginning the merchandise and decision planning process. 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 collide with the future growth of the business. I think that if you over come the weaknesses that are depict in the SWOT analysis this will help improve and develop the company signifi tail assemblytly beca design the employee would contri only ife to the full potency and would also create a good workings environment which intend less round turnover. I suggest that you should postpone in growing for the moment and consider improving 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 display a path to a ameliorate 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 obligatory yet) by improving weaknesses the business would routine discover and more advantages would be gained such as more share and profit.Performance ManagementIn the report given to me (case study) I see that you have a problem on observe the field based supply. This is a impo rtant issue as the provide may or may not be doing what you have told them this would cause all sorts of issues with your company for drill you may be losing money, valuable resources and cadence. Field based faculty may be difficult to neck but there are shipway. Staff that work in the office are easier to evaluate on what and how that are doing. When managing or monitoring employees you have to be aware of their privacy and not to breach that correlative line as this may inevitably cause conflict in the work fall out.But When you cant be present to observe employee doing, be sure that you have the right processes in place finished which you can learn about 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 about performance in your absence seizure may include, but are not limited to, the following* Evaluate the output and products of the employees work.* Have terrestrial private 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 job and your expectations.* pick up your employee to do periodic reports and share them with you for discussion.* Obtain feedback from customers in composition when possible.* Do brief stand-up check-ins or phone calls to field based staff as well as office based staff.* direct 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 ensure that everyone understands the persons role.* Perform routine spot checks of the employee at work.* study for confidential evaluations of employee performance by peers (or direct reports of supervisors). This process should be distinctly understood by everyone and applied fairly to all.Performance Appraisal Systems and MotivationPerformance appraisal systems are designed to serve the com panys and employees interests. They are used to inventory the abilities and resources of employees and to let an employee know where he stands so that he will be stimulated to improve his performance.Employee demand can be enhanced and performance improved with the monitoring 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, annually.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 depend on to the toilet loggedManaging raft 2nd edition Tomson. RI think that employee monitoring is acceptable to a reasonable level but should nod be exceeded. I used to work at KFC (Kentucky hot up Chicken) and the manager was constantly monitoring me and other staff that work there. I can understand this as lot in other eating houses have tampered with food for good example a Mc Donalds restaurant in USA Mississippi once was shut down because of food tampering. So to some grade a lot of monitoring needs 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 maybe 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 most significant factors in managing people. No one style is knead out than some other for motivating employees, but it is essential that leaders are aware of their staff motivation style and are able to adapt for different band. Some peck will call for a strong direction to inspire staff motivation other circumstances will call for staff motiv ation to be influenced by a more advice-giving approach.The necessary attainment is in knowing what motivates people and satisfying the needs of individuals and groups at a given time. Staff motivation in regard to reenforcement and recognition means taking account of and balancing the needs of the agreement and its accusings as well as the needs of the people expected to achieve those objectives. star of the worlds most successful Software and Hardware entrepreneurs statedWhen we create 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/ceoHear is an example of a motivational theoryDouglas McGregor, was a American social psychologist, he proposed his famous X-Y theory in his 1960 book The Human Side of Enterprise . possibleness X and theory Y are still referred to commo nly in the field of circumspection and motivation. Mc Gregors X-Y hypothesis remains a valid basic principle from which to develop positive precaution style and techniques. McGregors XY Theory remains central to government activityal development, and to improving organisational culture.McGregors Theory X and Theory YTHEORY XTHEORY Y1. Workers must be supervised as well-nigh as possible, either by dint of direct oversight or by tight reward and/or punishment systems.1. People usually do not require 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 sweet unless it is made offensive by the actions of organisations.3. Most people have little initiative, have little subject matter for world creative or solving organisational problems, do not want to have responsibilities, and prefer being directed by someone else.3. People are ambitious, desire auto nomy and self-control, and can use their abilities to exercise problems and help their organisations meet their goals. Creativity is distributed normally across the population, just 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 involve economics or security.Figure Obtained fromMANAGING wadR. Tompson, 2nd Ed, Pub 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 include in the SWOT analysis.I think you should also consider how you can motivate staff you could use the web site I have given above 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 vermiform appendix 3.RewardsThere are a staggering 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 focal point process. Such a process should in corporal objective setting, the day-to-day management of performance, the review or appraisal of performance, and reward performance. Your employees are your most important asset, they are the people who shape and form the companys future. Rewarding staff can develop effectual in-house competition surrounded by individuals, teams or even de set outments.Another major factor in rew ards are oeuvre benefit packages. Reward and incentive programs are a popular part of employee benefit packages. Many employees economic value such offerings as flexible scheduling, tuition assistance, and child care in order to satisfy personalised needs and professional development. I think that you too should consider re designing 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 amplyly unpredictable economy.Some other utilizable reward types that can be used are as followsSocial RewardsWhich include praise, employee recognition, and social espousal within the business.Psychi c rewardsWhich include self esteem, job delight, and feelings of accomplishments You could also give piece-rate pay, commissions, merit pay and bonuses.When I was talking about the business and how it will grow in outcome of Growth in the low 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 business. 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 increasingly volatile business climate of the 1990s was the high rate of employee turnover. When employees, particularly long-term employees leave a company that has made a substantial enthronement in them, they take with them training, skills, experience, and productivity. Output is inevitably diminished during the training process of new 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, including 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 piece RESOURCESJ. Weightman, 2nd Ed, (1996), Pub Cromwell PressThis 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 on a regular basis absent for relatively short spells? A more in depth way to monitor absence and remembering 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* Identify barriers & find strengths to build upon* seclude key performance gaps and craft a plan to improve performance* Define the relationship between job satisfaction, goal alignment and individua l 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. emphasise to make the rate as nearer to 8.5 % as possible if it goes over this may be searing 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 sick or acceptable absence). You should check out Appendix 1 in how to measure turnover and retention in your organisation.Training 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 to 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 atti tudes 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 lieu 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 for a planned change in role in the organisation* To pilot, or test, the operation of a new performance management system* To train about a specific topicI found out some key topics for employee Tr aining and Development they are as follows* Communication- The increasing diversity of todays workforce brings a wide variety of languages and customs.* computer skills- Computer skills are becoming a requirement for conducting administrative and office tasks.* Customer service- Increased competition in todays global marketplace makes it critical 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 development 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 e fficiencies in processes, resulting in financial gain* Increased subject matter to adopt new technologies and methods* Increased innovation in strategies and products* Reduced employee turnover* Enhanced company image, e.g., conducting morals training (not a good reason for ethics training)* Risk management, e.g., training about inner harassment, diversity trainingI think that training aids in developing leadership 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 increase 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 organisation for being capable and knowledgeable. Labor management is also improved, as workers or else of feeling ignored, feel taken care of which develops a sense of loyaltyCommunicationEffectiv e communicating 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 speaking it requires precision, pellucidity and efficiency since business people just do not have the time to savor an imagination 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 harshly cast away for going against the norm of practicing corruption(Zimmerman Jansen and Von Glinow, 2001, p. 119).As explained in this text that I researched into, Jansen and Von Glinow through their in-depth study that support counter norms in an organisation is also a form of promoting corrupt standards in a co mpany in order to save the firms name or to avoid charges by this means reflecting the decreasing 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 communicative 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 realized 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 interlock 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 previous section (please refer to Conclusion for Performance Management).* Performance Appraisal Systems and Motivation- Performance appraisal systems are designed to serve the co mpanys 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 bear their highest potential.* Employee Turnover/Retention- you need to make sure that you monitor employees sickness 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 skills 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) 1st Ed, Pub pecuniary TimesHUMAN RESOURCE STRATAGIESSalman, (1998) Pub The Open UniversityMANAGING PEOPLER. Tompson, 2nd Ed, Pub Institute of ManagementORGANISATIONAL BEHAVIOUR A MANAGEMENT CHALLENGEG.B.Northcroft & M.A.Neale (1990), Pub Ronda ColourPERSONNEL MANAGEMENTGA Cole, fourth Ed (1997), Pub Ashford Colour PressMANAGING HUMAN RESOURCESJ. Weightman, 2nd Ed, (1996), Pub Cromwell PressThe foll owing Web-Sites are useful alsowww.bized.comwww.hrmang.co.ukwww.humanrecourses.co.uk/text/hrissueswww.resourcemanage.co.uk