Assignment Sample on People and Performance
1. Tools and techniques that will help improve organisational performance
The case study considered here for answering the questions in this report, is INUB Training. The role of the new Human Resource (HR) manager in improving organisational efficiency will be possible by use of certain tools and techniques found in Human Resource Management.
Key Performance Indicators (KPIs)
Improving performance of INUB is only possible when potential areas of improvement in Human Resource Management have been identified by the respective authority. The management identifies such areas of low performance with the help of Key Performance Indicators. In specifying key performance indicators, the manager should focus on measurable goals that can cause significant impact to the progress of the company. The newly appointed manager will find out areas where the company growth is suffering due to poor performance of employees. The KPI data will be used to inform employees performing poorly and to take subsequent corrective actions. On the other hand, employees performing well should also be recognised and rewarded to promote higher productivity of employees. KPIs provide a clear overview of the present levels of performance of the company and can be used to guide the workforce towards higher productivity (Trezona et al. 2018).
All-round Feedback
All-round feedback, also known as 360-degree feedback, is a non-traditional tool of performance evaluation presently used by companies to bolster their growth by influencing its employees. The newly appointed HR manager of INUB must provide facilities for the employees to receive all-round performance feedback from not only superiors but also from peers working at similar ranks and designations.
Along with the employees, a comprehensive view of the respective departments of INUB will also be considered as feedback will be received even from suppliers and contractors about the effectiveness of the supply chain of the company. Such feedback is free from certain biases of the top authority towards any preferred employee and provides an unbiased performance review of the activities being performed in the company (Khan and Naeem, 2018). Thus, organising a 360-degree feedback will be essential for the newly appointed HR manager and data obtained from the feedback can be used to formulate subsequent steps effectively.
Balanced Score Card (BSC)
The HR manager of INUB must introduce Balanced Score Card (BSC) to measure performance of the company and its employees. A Balanced Score Card is used for three main purposes – clear communication of the business objectives and activities, evaluating progress by measuring effectiveness of project deliverables and modification of action plan in order to obtain company objectives. A BSC helps to identify and prioritise such activities for the companies that ensure its maximum profitability (Kamble et al. 2020). It is also helpful to guide and train employees in areas that require maximum attention.
A Balanced Score Card focuses on reduction in the number of defects and improving cycle time, driving the company towards further financial growth. It also finds out how customers are interacting with the products being offered and allows provision to make necessary changes in the product. It clearly highlights areas of high performance, helping the company to get an idea about its core strengths that can provide competitive advantage in the market (Agyabeng-Mensah et al. 2019).
Management By Objectives (MBO)
A commonly used performance evaluation tool in industry is Management By Objectives (MBO) and such a tool can be used by the HR manager in INUB, Bolton. MBO is effective in clearly assigning dedicated job roles to individual employees and then comparing their performance with set standards in order to get a comprehensive view about their level of performance. According to Garcia-Juan et al. (2020), it is a very useful tool to assess individual performance at the workplace and can be used to increase organisational efficiency.
Performance Appraisal
The technique of performance appraisal is adopted by companies in order to ensure periodic evaluation of job performance of employees at fixed intervals. It is helpful to identify low and high performers and can also be used to monitor growth of employees along with the growth of the company. The newly appointed HR manager of INUB should use this technique in order to drive the best performance out of employees that will contribute to overall improvement in the performance of the organisation. The manager should also ensure that the performance appraisal of employees is conducted without adopting any unfair means and reviews about them are based strictly on their performance at job and not considering any other factor. This technique helps the management to align the interests of the employees with that of the company, resulting in sustained growth for the company (Tanti et al. 2018).
Rewards
Every company looks for high-performing employees in order to drive organisational efficiency. High-performing individuals are also keen on working in those companies that have better prospects of career growth. Hence, the newly appointed HR manager should focus towards retaining high-performing employees by recognising their hard work in obtaining the company goals. Insights about individual performance should be collected and better performers should be provided with rewards such as incentives, vouchers and others to acknowledge their contribution to the growth of INUB. The human appeal of the personal rewards will help the company to increase its organisational performance (Rodriguez and Walters, 2017).
Employee Development Programme
Efficient employees are one of the important assets to the company and the newly appointed HR manager can arrange for an Employee Development Programme in order to ensure sustained growth due to the superior performance of its employees. The company can arrange for specific training programmes that can help certain employees to execute the tasks better. Such improvement in performance will help in increasing the organisational performance, leading to higher profitability and growth for the company (Derebew et al. 2021). The manager can arrange for some advanced training for dedicated employees in order to make them efficient in using certain technological applications related to the projects undertaken by the company. Such development programmes will help the employees to feel invested in the interests of INUB and the performance of the employees is expected to improve substantially.
2. The role of employee wellbeing in improving motivation and performance
Motivation
Human resource management of INUB has identified that the company is necessary to improve the performance of people through motivating them. Performing loyalty programs, creating competition, improving employee engagement, enhancing business reputations, and improving productivity are some roles of employees. As stated by Di Fabio (2017), high-level employees are necessary to motivate low-level workers to showcase their skills and knowledge for organizational growth. Productivity is necessary for an organization to engage potential customers in form. Productivity can motivate efficient workers to work efficiently within their workplace. Overall profitability ratio can be improved in this way.
Employee wellbeing can help a person to mitigate their dress and it creates a positive working environment. Organizational performance plays a crucial role in organizational development; performance can be checked through key performance indicators. INUB is a training-based company that is highly necessary to consider motivational tools for its employees. As per the opinion of Idowu (2017), senior management of INUB have to celebrate the working performance of potential employees to keep them motivated. Motivation can be done by providing freebies, holiday offers, and remuneration to employees. Employee well-being improves reputation as a business that attracts most potential investors to the firm.
Employee wellbeing creates competition among employees and it can keep them motivated; for instance, employees of INUB can implement their skills and knowledge to improve existing services, which must be competitive work for others. Group-based work is necessary within an organization and employee well-being helps to develop a group to work potentially (Miao and Cao, 2019). Employees can share their issues and knowledge with their team members, which can help an employee to stay motivated. Poor health and tiredness can reduce workplace efficiency and improvement features of an organization. The wellbeing of employees helps an employee to do work in an energetic manner; additionally, it may improve efficiency of a person.
Training-based companies such as INUB may face difficulties due to poor activities of workers and they may face low productive output in their organization. Loyalty is necessary for every business as it can create organizational success and employees of the company have to arrange some loyalty program for new entrants to keep them motivated (Ochoa et al. 2018). Several employees are there which think to complain against other employees to snatch their position that can be controlled through an employee wellbeing program. Human resource managers of INUB have to influence its managers to work independently without making any organizational confrontations.
Employee engagement is another part of an organization and eerie employees have to identify their bottom lines. Health incentives can be provided to employees to maintain their wellbeing and it can help a person to work independently within an organization. As per the opinion of Oliver (2017), companies have to perform efficiently within their workplace and high-level managers can motivate them by providing food and remuneration on occasions. It can be said that INUB can motivate their employees through making smarter decisions regarding their workplace and employee wellbeing can be beneficial for an employee to solve problems easily. It has been identified that the company is necessary to maintain all these activities regarding employee wellbeing to keep motivated their employees. [Referred to appendix 1]
Performance
Performance of employees is influenced by their wellbeing and their relation with the company management. Several factors come into play that determine the wellbeing of employees presently in service in an organisation such as INUB.
Involvement in the Decision-making process
It has been found that the employees feel more invested in the activities of the organisations when they are given an active role in the decision-making process. It increases their level of autonomy within INUB and it also helps managers to identify employees with potential for leadership. It leaves a great impact on the performance of the employees as they do not feel directed at every step of performing their job responsibilities (Murali et al. 2017).
A culture of inclusion
Employees of an organisation are coming from diverse backgrounds and serving at different designations with differences in the number of years served in a particular company. Such differences create problems of miscommunication or misinterpretation of the conveyed messages, leading to unsatisfactory performance from the employees at INUB. As stated by Hilaluddin et al. (2020), the top management must ensure that in spite of cultural and social differences among the employees, they must feel a sense of togetherness for their wellbeing and improved performance.
Physical Safety and Comfort
It is the responsibility of the management to ensure a suitable work environment for the employees in order to obtain optimum performance from the employees. Workspaces that do not have necessary safety features and work is continued at risk, are found to decrease the overall productivity of the employees. Comfort of working is another important area of employee wellbeing that needs to be taken care of by the INUB management. Comfortable working conditions encourage employees to work at their maximum potential and organisational performance is increased (Alti and Almuhirat, 2021).
Collaboration
Employees working in projects undertaken by the organisation have been found to be more productive when they are involved in teams where collaboration of the team members is relatively higher. Collaborative efforts from other members help the employees to feel a sense of belonging to a group and their commitment towards the group increases. According to Dilip et al. (2017), different human factors come into play and encouragement and support from team members help individual employees to grow faster at the workplace. Such events contribute to the growth of the group as well as that of INUB.
Low Stress Environment
Stress is one of the greatest factors that is detrimental to wellbeing of employees in the long-term. Every job comes with its own opportunities and challenges that are required to be faced by the employees. However, excessive stress from top management in completing tasks within tough deadlines and constant criticism for occasional low performance cause long-term health problems in the working employees. The management at INUB should aim towards making the working space free from unnecessary stress and job pressure, resulting in more voluntary engagement from the employees for better performance (Landy et al. 2017).
References
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Alti, A. and Almuhirat, A., 2021. An Advanced IoT-Based Tool for Effective Employee Performance Evaluation in the Banking Sector. Journal homepage: http://iieta. org/journals/isi, 26(1), pp.103-108. Available at: https://www.researchgate.net/profile/Alti-Adel/publication/350553163_An_Advanced_IoT-Based_Tool_for_Effective_Employee_Performance_Evaluation_in_the_Banking_Sector/links/6065fbe892851c91b1985c55/An-Advanced-IoT-Based-Tool-for-Effective-Employee-Performance-Evaluation-in-the-Banking-Sector.pdf
Derebew, B., Thota, S., Shanmugasundaram, P. and Asfetsami, T., 2021. Fuzzy logic decision support system for hospital employee performance evaluation with maple implementation. Arab Journal of Basic and Applied Sciences, 28(1), pp.73-79. Available at: https://www.tandfonline.com/doi/abs/10.1080/25765299.2021.1890909
Di Fabio, A., 2017. The psychology of sustainability and sustainable development for well-being in organizations. Frontiers in psychology, 8, p.1534. Available at: https://www.frontiersin.org/articles/10.3389/fpsyg.2017.01534/full
Dilip, B.B., Sunil, B.V., Ghanshyam, P.P. and Baviskar, S.D., 2017, April. Identify Employee Performance Evaluation. In International Journal of Innovative Research and Creative Technology (Vol. 2, No. 6 (April-2017)). IJIRCT. Available at: http://www.ijirct.org/papers/IJIRCT1601036.pdf
García-Juan, B., Escrig-Tena, A.B. and Roca-Puig, V., 2020. Structural empowerment and organisational performance: the mediating role of employees’ well-being in Spanish local governments. The International Journal of Human Resource Management, pp.1-33. Available at: https://www.tandfonline.com/doi/abs/10.1080/09585192.2020.1859581
Hilaluddin, M., Hamzah, D. and Mawiah, A.T., 2020. Employee Performance Evaluation System for Work Effectiveness at the Bone and Transmigration Office of the District of Bone Regency of South Sulawesi, Indonesia. GNOSI: An Interdisciplinary Journal of Human Theory and Praxis, 3(2), pp.45-56. Available at: http://gnosijournal.com/index.php/gnosi/article/view/59
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Appendix
Appendix 1: PESTLE analysis
| Political | Political condition of UK is appreciable and the government supports human resource companies. However, Brexit has changed political condition of the country and HR companies have to pay a huge amount of tax to government. Taxation rates, fiscal policies, and trade tariffs have reduced overall revenue of human resource companies (Oliver, 2017). Government supports human resource companies to get more taxes and it helps companies to recruit international candidates to their company. Loyalty is the most crucial factor for an HR company; however, it is disrupted by government policies. |
| Economical | The economic condition of UK is appreciable and overall GDP of the country is $3.17 trillion in 2021. Human resource industry of UK contributes almost 42.3 billion pounds that are 2.1% of total GDP. Stakeholders of human resource companies pay a huge amount of tax to the government (Oliver, 2017). HR industry is improving existing condition of the country and recruits local skilled people in different organizations. Overall unemployment rate is reducing through the HR industry of the UK. |
| Social | Social factors involve different human rights of people such as “Employment Right Act” and “Consumer Right Act”. HR companies consider the demographic values of local people and gather data regarding potential employees (Oliver, 2017). |
| Technological | Technological advancement is everywhere and the UK is a developed country in terms of technological implementation. Human resource companies such as INUB can implement automatic application tracking tools, recruitment management systems, and customer relationship management tools at their workplace. Technological implementation can improve existing service policies and HR managers can post their necessary vacancies on different types of websites (Oliver, 2017). |
| Legal | Legal factors considered legal responsibilities of HR managers and it maintains the worst-case scenario of a company. “Employee Protection Act” is necessary for an organization to maintain legal sequences. All these things can improve service policies of INUB (Oliver, 2017). |
| Environmental | Environmental factors considered environmental protection laws such as “Environment Protection Act” to reduce carbon footprints. The company has to aware of its employees to reduce overall pollution (Oliver, 2017). |
(Source: Oliver, 2017)
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