'Growth Performance Management Essay\r'

'In this report I exhaust accordn a lot of regard for into the relevant subjects. I cipher that the way I stool checked at the possibilities bequeath uphold Helen fenland and Brian Taylor over get on with hygienic-nigh of the obstacles in their organic law in battle array to get under ones skin in that location cable triumphful. Suggestions on what you should be specific exclusivelyy look at in order to make your demarcation a success, in my view would be the try to break employee attitudes and fosterage for employees. I conceptualize I get to cover all the points that you stand assumption me in wisdom if I bring on non apologies on my behalf.\r\nIntroduction- Aims of the in certain(a)\r\nThe aim of this report is to show Helen Marsh and Brian Taylor the problems of their business in more than than detail than the report give (case study). I result come come to the fore of the closetline and investigate get ahead into the following(a) matters:\r\n * Growth\r\n* hitment guidance\r\n* follow outance idea Systems and indigence\r\n* Motivation\r\n* Rewards\r\n* Employee disturbance/ guardianship\r\n* education and schooling\r\n* confabulation\r\nGrowth\r\nTo rent the growth of Brian and Helens fellowship, we will look need to attend into the PEST (Political, Economical, Social and Technological f correspondors) and organize (Strengths, Weaknesses, Opportunities and Threats) compendium for this companion, this will divine service us severalise if the friendship should continue to grow. By s placeing to the highest degree the swot and PEST outline this will show us unwrap information and help us identify around of the problems with the business.\r\nSWOT psychoanalysis:\r\nSWOT summary is a genuinely sound way of identifying your Strengths and Weaknesses, and of examining the Opportunities and Threats you face. Carrying out an analysis using the SWOT frame gain helps you to tenseness your activities into beas where you be weapons-grade 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.\r\nThese be undecomposed some of the Strengths, Weaknesses, Opportunities and Threats there whitethorn be more if you feel that there argon, pleases do not hesitate to call me we apprise discuss these further. By reading the report that you gave me (case study) I constitute more weaknesses than strengths. This is not ‘bad’ as this shows you that you can alter on these to make your business a success.\r\n consume more: Difference Between Performance steering and Performance Appraisal\r\nPEST Analysis:\r\nIt is very of the essence(predicate) that an establishment adopts its environment before starting line the marketing and decision mean process. In fact, environmental analysis should be continuous and feed all aspects of planning.\r\nT he SWOT analysis shows a lot of weaknesses in the business, the points that I have menti atomic number 53d in the SWOT analysis affect the future growth of the business. I cipher that if you over come the weaknesses that ar outlined in the SWOT analysis this will help improve and unwrap the family authoritatively beca routine the employee would contri yete to the well(p) potential and would in addition realise a genuine on the job(p) environment which means less rung turnover. I aim that you should postpone in maturement for the moment and consider up(p) on the weaknesses that I outlined in the SWOT analysis. I signal that you should consider growing in the future quite than now.\r\nI implant out that:\r\n”Weakness ar not necessarily indicating bad things of the organization unless showing a path to a break out future….”\r\nORGANIZATIONAL BEHAVIOUR (1990) North art. G paginate 437\r\nYou should consider improving the weaknesses into strengths as this would be in effect(p) in the future when you should consider to grow (it is not requisite yet) by improving weaknesses the business would get stop and more advantages would be elaborationed such as more sh atomic number 18 and profit.\r\nPerformance Management\r\nIn the report given to me (case study) I see that you have a problem on supervise the ‘ ambit raise’ supply. This is a important issue as the round may or may not be doing what you have told them this would ca practise all sorts of issues with your company for physical exertion you may be losing money, valuable resources and cadence. palm base staff may be heavy to manage but there are slipway. staff that realise in the transferice are easier to survey on what and how that are doing. When managing or ob resolveing employees you have to be aware of their privacy and not to open frame that mutual line as this may of necessity cause conflict in the work place.\r\n provided When you c an’t be present to ascertain employee work, be sure that you have the properly processes in place by means of which you can learn active how they’re doing this can be underinterpreted for ‘field found’ staff similarly. These processes should be open, fair, and understood by everyone. Options for obtaining arousal some performance in your absence may include, but are not limited to, the following:\r\n* Evaluate the output and products of the employee’s work.\r\n* Have issue one-on-one meetings with your employee and include discussions of performance.\r\n* Every so a beloved deal review and discuss with your employee the standards of performance for his or her cin one casern and your expectations.\r\n* Ask your employee to do periodic reports and share them with you for discussion.\r\n* guard feedback from customers †in make-up when practicable.\r\n* Do brief bone up smash-ins or phone calls to ‘field based’ staff as well as ‘office based’ staff.\r\n* Ask an appropriate person who is present day-after-day to serve as a work take oution or give the person authority to act in your stead, and ensure that everyone understands the person’s role.\r\n* Perform routine recognize checks of the employee at work.\r\n* Ask for unavowed evaluations of employee performance by peers (or straight reports of supervisors). This process should be clearly understood by everyone and applied jolly to all.\r\nPerformance Appraisal Systems and Motivation\r\nPerformance approximation systems are designed to serve the company’s and employee’s interests. They are employ to inventory the abilities and resources of employees and to permit an employee know where he stands so that he will be stimulated to improve his performance.\r\nEmployee motive can be enhanced and performance improved with the superviseing of employees’ performance level and the use of feedback to adv ise those employees virtually their strongness. Performance feedback exchanges can be ongoing and informal, on a day-to-day coaching basis or on a formal basis, annually.\r\nI found this statement:\r\n..Employers want to be sure their employees are doing a effective job, but employees don’t want their every sneeze or there trip to the toilet logged…\r\nManaging nation 2nd magnetic declination Tomson. R\r\nI think that employee monitoring is delightful to a reasonable level but should gesture be exceeded. I used to work at ‘KFC’ (Kentucky Fried Chicken) and the manager was constantly monitoring me and opposite staff that work there. I can understand this as heap in different restaurants have tampered with food for example a ‘Mc Donald’s’ restaurant in USA Mississippi once 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 procedur es I have given for example I would advocate these:\r\n* Perform routine spot checks of the employee at work.\r\n* Obtain feedback from customers †in writing when possible some sort of feed back tacking of possibly a questionnaire\r\n* Do brief elevate check-ins or phone calls to ‘field based’ staff\r\n* Ask your employee to do periodic reports and share them with you for discussion.\r\nMotivation\r\n rung motivation is the one of the close to significant factors in managing people. No one way of life is better than an different for motivating employees, but it is essential that leading are aware of their staff motivation style and are able to adapt for different circumstances. more 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.\r\nThe necessary scientific discipline is in knowing what makes people and real the ineluctably of individuals and groups at a given time. Staff motivation in get word to issue and identification means taking banknote of and balancing the inevitably of the organic law and its objectives as well as the needfully of the people expected to achieve those objectives.\r\n integrity of the worlds about lucky Software and Hardware entrepreneurs stated:\r\nâ€Å"When we create a desirable workplace and fall out expert ways to have work/life balance, we’ll attract and we’ll retain the surpass people and that’s our rivalrous advantage.”\r\nLewis Platt, CEO, Hewlett-Packard\r\n(1001 Ways to Reward Employees 2000)\r\nSource: www.nelson-motivation.com/hpackard/ceo\r\n cop is an example of a motivational conjecture:\r\nDouglas McGregor, was a American brotherly psychologist, he proposed his famous X-Y theory in his 1960 book ‘ The Human Side of endeavour ‘. Theory X and theory Y are still referred to comm that in the field of perplexi ty and motivation. Mc Gregor’s X-Y Theory remains a valid basic principle from which to get out affirmatory management style and techniques. McGregor’s XY Theory remains central to organisational increment, and to improving organisational culture.\r\nMcGregor’s Theory X and Theory Y\r\n guess X\r\nTHEORY Y\r\n1. Workers must be supervised as closely as possible, all through direct oversight or by tight pay and/or punishment systems.\r\n1. People commonly do not require close supervision and will, if given a chance to rule their own activities, be productive, satisfied, and fulfilled.\r\n2. Work is objectionable to close to people.\r\n2. Work is infixed and enjoyable unless it is made offensive by the actions of organisations.\r\n3. approximately people have circumstantial initiative, have little capacity for macrocosm creative or work organisational problems, do not want to have responsibilities, and favor being directed by someone else.\r\n3. Peo ple are ambitious, desire autonomy and self-importance-control, and can use their abilities to solve problems and help their organisations meet their goals. Creativity is distributed â€Å" crudely” across the population, just as is any other characteristic.\r\n4. People are prompt by economical factors and a need for security.\r\n4. People are motivated by a admixture of needs only some of which involve economics or security.\r\n picture Obtained from:\r\nMANAGING PEOPLE\r\nR. Tompson, 2nd Ed, sedan: Institute of Management\r\nI 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 likewise have been included in the SWOT analysis.\r\nI 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 raise motivation in the work place, for a good example see extension 3.\r\nRewards\r\nThere 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 relate Pay)\r\nOne of the key contributors to effective performance is a well-designed performance management process. Such a process should hold in objective setting, the day-to-day management of performance, the review or appraisal of performance, and rewarding performance. Your employees are your closely important asset, they are the people who shape and form the company’s future. Rewarding staff can develop healthy i n-house competition between individuals, teams or regular(a) departments.\r\nAnother major factor in rewards are usage benefit packages. Reward and incentive programs are a popular part of employee benefit packages. numerous employees value such stick outings as flexible scheduling, tuition fee assistance, and child care in order to converge personal needs and professional development. I think that you too should consider re designing your employment package.\r\nNowadays society, it is becoming more and more common to support these reward systems with the general business outline of an organisation in order to satisfy business needs and to improve shareholder value. In addition, numerous organisations are growing or restructuring their rewards programs based on employee performance. This trend is likely to continue as cost continue to increase and competition continues to thrive in a highly unpredictable economy.\r\nSome other useful reward types that can be used are as fo llows:\r\nSocial Rewards:\r\nWhich include praise, employee recognition, and social acceptance within the business.\r\nPsychic rewards:\r\nWhich include self esteem, job satisfaction, and feelings of accomplishments You could also give piece-rate be, commissions, merit pay and bonuses.\r\nWhen I was talking just about the business and how it will grow in ‘ finish of Growth’ in the initial part I think that in order for the business to grow you need the take up 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.\r\n besides 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 custo mers for the business. You should also give bonuses if the company is fashioning a stable profit as this would hike more work to be sleep withd.\r\nEmployee Turnover/ guardianship\r\nOne of the almost awkward problems companies had to cope with in the increasingly volatile business climate of the 1990’s was the high rate of employee turnover. When employees, particularly long-term employees kick the bucket a company that has made a unanimous investment in them, they take with them noesis, skills, experience, and productivity. Output is inevitably diminished during the provision process of untried 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.\r\n..In like a shot’s workplace, employers are not only having a enceinte time attracting employees, but are also having a difficult time keeping them..\r\ n(Harkins, 1998)\r\nI 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.\r\nMeasuring absence seizure\r\nObtained from:\r\nMANAGING HUMAN mental imageryS\r\nJ. Weightman, 2nd Ed, (1996), taproom: Cromwell Press\r\nThis overall figure, however, leaves many questions unanswered. For example, is the absence rate a reprimand 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 retention is give in Appendix 1.\r\nHear I found some of the ways in which to help with retention:\r\n* Align your employees with company goals and visions\r\n* Establish department goals and standards\r\n* Set employee goals and performance barroomments\r\n* demeanour performance reviews that test the established goals\r\n* Train managers to effectively coach their staff\r\n* Identify barriers & find strengths to build upon\r\n* Isolate key performance gaps and craft a plan to improve performance\r\n* localize the relationship between job satisfaction, goal colligation and individual performance growth\r\nI 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 to make the rate as nearer to 8.5 % as possible if it goes over this may be critical to the business. You should have a supreme 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.\r\nTraining and tuition\r\nThere are a n umber of advantages to preparedness and development and this is another point that was added in the SWOT analysis that postulate to be improved in order for the business to function properly and effectively.\r\nTraining 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, bareness and trust. A boss an the subordinates get to work in a better environment and relationship.\r\nSome normal reasons for employee training and development can be initiated for a variety of reasons for an employee or group of employees, for example:\r\n* When a performance appraisal indicates performance improvement is needed\r\n* To â€Å"be nchmark” the status of improvement so remote in a performance improvement drive\r\n* As part of an overall professional development program\r\n* As part of succession planning to help an employee be eligible for a plan change in role in the organisation\r\n* To â€Å"pilot”, or test, the operation of a new performance management system\r\n* To train about a specific topic\r\nI found out some key topics for employee Training and Development they are as follows:\r\n* Communication- The increasing transmutation of today’s workforce brings a wide variety of languages and customs.\r\n* Computer skills- Computer skills are becoming a requirement for conducting administrative and office tasks.\r\n* Customer service- increase competition in today’s worldwide marketplace makes it critical that employees understand and meet the needs of customers.\r\n* Diversity- Diversity training usually includes explanation about how people have different perspectives and vi ews, and includes techniques to value diversity\r\n* Ethics- Today’s society has increasing expectations about corporate social responsibility. Also, today’s divers(prenominal) workforce brings a wide variety of set and morals to the workplace.\r\nBy giving the appropriate training and development you can gain a lot of advantages. The general benefits from Employee Training and Development are:\r\n* change magnitude job satisfaction and morale among employees\r\n* increase employee motivation\r\n* Increased efficiencies in processes, resulting in financial gain\r\n* Increased capacity to adopt new technologies and methods\r\n* Increased innovation in strategies and products\r\n* Reduced employee turnover\r\n* compound company image, e.g., conducting ethics training (not a good reason for ethics training!)\r\n* Risk management, e.g., training about sexual harassment, diversity training\r\nI 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 increased and so is the productivity. Its cost effective as well, it cuts costs in different areas e.g. production, personnel, politics etc. it develops a sense of responsibility to the organisation 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 loyalty\r\nCommunication\r\nEffective confabulation skills are vital for success in a business environment with most business people being engaged in some form of converse activity most of the time reading, listening, writing or talking. Business intercourse is, however, different from educational or literary writing and speaking it requires precision, clarity and efficiency since business people just do not have the time to savor an idea or an expression.\r\n”… Moreover, unethical manner in the workplaces arising from the lack of ethical discourse 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 abandoned for going against the norm of practicing putrescence…”\r\n(Zimmerman: Jansen and Von Glinow, 2001, p. 119).\r\nAs explained in this school text that I researched into, Jansen and Von Glinow through their in-depth study that encouraging â€Å"counter norms” in an organisation is also a form of promoting corrupt standards in a company in order to salve the firm’s name or to bend charges by this means reflecting the decreasing ethical intercourse in organisations.\r\nThere are many factors that help establish an organisation’s 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 cognise by both the employees and management is that listening is one important communication aspect that precedes verbal and non-verbal communication.\r\nI 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.\r\nOverall Report Conclusion and my Recommendations\r\nI think overall this is what we should be doing in order to maintain and run a successful business:\r\n* 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.\r\n* 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 piece (please refer to Conclusion for Performance Management).\r\n* Performance Appraisal Systems and Motivation- Performance appraisal systems are designed to serve the company’s and employee’s interests.\r\n* 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. demeanor at Appendix 3 for patterns of managerial approaches to motivation.\r\n * 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.\r\n* 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.\r\n* 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.\r\n* 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 organisation’s 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 skil ls.\r\n \r\nReferences\r\nI 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.\r\nI recommend looking at this text:\r\nORGANISATIONAL BEHAVIOUR: INDVIDUALS, GROUPS AND THE ORGANISATION\r\nI. Brooks (1999) initiatory Ed, ginmill: Financial Times\r\nHUMAN RESOURCE STRATAGIES\r\nSalman, (1998) Pub: The Open University\r\nMANAGING PEOPLE\r\nR. Tompson, 2nd Ed, Pub: Institute of Management\r\nORGANISATIONAL BEHAVIOUR: A centering CHALLENGE\r\nG.B.Northcroft & M.A.Neale (1990), Pub: Ronda Colour\r\n power MANAGEMENT\r\nGA Cole, 4th Ed (1997), Pub: Ashford Colour Press\r\nMANAGING HUMAN RESOURCES\r\nJ. Weightman, 2nd Ed, (1996), Pub: Cromwell Press\r\nThe following Web-Sites are useful also:\r\nwww.bized.com\r\nwww.hrmang.co.uk\r\nwww.humanrecourses.co.uk/text/hrissues\r\nwww.resourcemanage.co.uk\r\n'