Essay Example on Performance Management System








There had been some expressed concern and discomfort within the whole of the Performance Management System this can be the lack inadequate training For effective training to be adequate it is imperative to have some solid personal skills and assertiveness If those line managers in ABC Plc don't have the right personal skills they will be unable to even process the Performance Management System and be able to pass on to the employees Lipman 2012 Importance of a managerial training is evident in Euro Disney even before the park was opened they had already recruited and trained thousands of staff permanently and temporary employees They were required to undertake extensive training to prepare them for Disney’s highest standards of customer service and to understand how the operational routines of health and safety N Slack 2017 With regular training for managers improvements and confidence overall progress of standard training liberation of managers in ABC Plc lacking and traits will be distinguished and employees will be happier and be more productive Managers must take responsibility for line managers and be recognized for extra training through all employees

If this is the case then managers will need training for them to be competent within their managerial role for them to be able to commit training to other employees Armstrong 2006 As training is the responsibility of the HR department they need to establish what training is needed and the gaps there are amongst the line managers in which case monthly agendas and even workshops to help give them extra knowledge and expertise that can be delivered to various departments If ABC Plc instrument each department to embrace changes and hold a monthly workshop on a set date this would keep all staff up to date and this would keep them committed and proficient of their supervisory role within the company Torrington 2008 Additional training on request by staff should be introduced if they are concerned or may wish to improve their skills by directly communicating through there line managers With successful training of staff this will satisfy ABC Plc requirements and make planning easier Human Resource Managers have a function of responsibility for all of the HR regulations with today's fast pacing and self motivated cooperating environments integration for up to dating technological tools are the most effective ways to endurance With HR transformation of digital it is not as complicated as it used to data collecting for business operations employees also customers analytics process to utilise data and use to generate common source of information can help make reports and more time to analyse and facilitating marketing finance and product policies Pankhurst 2017 HR department should be working together with the management for them to develop an employee benefit plan a training activity which can focus on improvements of individuals skills As well for the leading manager to accentuating communications empathy that will have better team work with a more progressive relation with employees that they manage

To have three monthly reviews carried out by ABC line managers ensuring that all planning have been adhered for the continuous improvements of the organisations Introduction of an annual line management bonus for those who present an accurate review administration and who have supported the employees to achieve their personal achievements and aims Unfairness can lead to resentment with a reward scheme which was described by Duncan Brown by implementing a quite clear reward strategy and development initiatives can be planned By having goals defined and linked into business aims calculated pay and rewards agendas which can be tailored to the organisations and staff needs to be supported by the Human Resources processes and put into place will be essential Brown 2014 Needs of the employees in ABC have been ignored along with the HR team employees felt that the performance related pay was not used correctly and felt that the grade limits unfair Kathryn M Bartol 2002 J Stacy Adams recognised that employee's perception of fairness of their work outcomes was the focus of Equity Theory motivation was influenced by the assessment of one's personal outcome input with the outcome input of additional employee s or a group of people Lauby 2005 The impartial treatment is deficit from the ABC Plc employees even though that payments are related to their performance with at least about 5 limitation of staff acceptable within each of the pay grades Will lead to an unsatisfactory and frustrated and demotivation as rules of pay are unclear those staff that would be entitled to grade A wouldn t fall into the 5 and feel exploited for their outstanding performance feeling ensnared in the lower grade irrespective of their accomplishments ABC reward scheme was to small for staff to be motivated as money has a low limited capacity for motivating staff although it does have the ability to demotivate if rewards are not satisfactory with employees by the amount they have received or how it is decided

Herzberg best known for the motivation-hygiene theory certain factors within workplace of ABC are job satisfaction while the other factors can cause dissatisfaction he believed by motivating with fewer resources and incentives According to Herzberg Controversy to those dissatisfiers company policy and administrative practices supervision interpersonal relationships working conditions and salary contribute very little to job satisfaction Herzberg 1964 Money motivation is not always essential issue other than its function of exchange value and the significant difference is just a psychological sign to the employee as a pay level certain individuals appreciate money for alternative reasons and there can be natural tension amongst the extrinsic and intrinsic motives towards financial rewards can actually depress or could crowd out intrinsic goals like gratification curiosity learning and particular challenges Chamorro Premuzic 2013

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