HC2101 Performance Management Tutorial Question Assignment 1 Answer
In accordance with the question, as Tim is a sales manager it is obvious for him to encourage and motivate his team to analyses and evaluate their daily job and accelerate their business performances. Tim should well understand that every team comprises of both efficient and less efficient people. Yet the work of a sales manager like Tim is to dually perform their best encompassing each and every employee of the team. Tim is in the high end of being a sales manager should tactfully implement certain methods for performance management to induce the growth in the performance and the empowerment of the team. Listed below are some of the most optimized performance management strategies that Tim could summon to encourage his team to accelerate their performance.
- Setting SMART objectives- this is the first and the most symbolized of the measures that Tim should implement to intensify the performance of his team. Tim could lead forward a discussion with his team and set forth synchronized individual objectives which the whole team needs to achieve working in a simultaneous manner. These objectives would be measurable, realistic and would enhance their daily performance. This, in fact, would certainly reduce complexities within the team and help them in understanding a formulated goal (Mckeown & Resch, 2010).
- Empowering the employees- as the team in which Tim leads is based on sales it is obvious that the performance would be filled with ups and downs as consumers might or might not opt for the products. Thus it is certain to keep the employees of the team motivated so that they can perform to the best of their aspects. Tim needs to empower all his employees even in bad business days to keep them motivated for their next target (Harris & M, n.d.).
- Encourage intrapreneurship- this is another of the certain fact that Tim needs to focus upon and understand that with daily improvements and suggestion the operations of any team enhances. Thus Tim should encourage his employees to provide their opinions and take upon improvement scales for better and smooth operations (Toong & Yoke, 2019).
A balanced scorecard is one among the most optimized performance management tool which helps the internal stakeholders of the company to keep a record of the business operations and the execution of other business activities within the company and keep regular monitoring upon them. It is basically a form of performance report that is used by the management team and helps in better strategy implementation based on the results of the report. There are four better ways by which the balanced scorecard helps in strategic planning and implementation enhancing the smooth rise of a business. The most optimal use of the balanced scorecard is managing poor performance staff and retaining high-performance individual. Listed below are the ways balanced scorecard helps in strategic planning.
- The first of the fact is that it helps in clarifying the visions and translating the strategies of business and thus would help in evaluating them in a synchronized manner (Flagstad & Eric, 2013).
- The second fact is that with the results of the balanced scorecard the management can well communicate and make the employees understand the strategic objectives and aims for the defined business and thus would enhance the team’s performance (Owusu-Ansah, et al., 2017).
- The third fact is that as the balance sheet is a performance report which the management looks upon firmly it helps them in understanding the necessary measures to take in enhancing the business outgrowth as well as the business dilemmas for the specific team. The management plans and sets forward strategic initiatives which would help the team developing their skills (Zanini & Michael, 2003).
- Last, among the methods as to how the balanced scorecard helps in strategic planning is that based upon the performance report the management copes up with strategic feedback and learning and thus would certainly enrich the business growth of the firm.
The process of benchmarking in HR functioning is a legitimized way in which the HR compares and contrast the policies and the operations of one organization with another organization functioning within the same sector. It is dilute focus upon the practices that organizations take-up to enhance their business growth and optimize their financial success. The process of benchmarking could well be evaluated in the fields of HR to implement new trends and changes for the labor force functioning. Below formulated are the ways as to how benchmarking could be well utilized in different HR areas (Cooke & James, 2004).
- The first is the case of the internal benchmarking which is summoned upon comparing the function of different operations within the same company (Dodd & Robert, 2018). This is one of the facts that which helps the HR understand employee satisfaction level within the company and thus induce varied steps to empower the employees to enhance their operations for a better internal benchmarking score. The more would be the employee satisfaction level the more will it be engrossing towards the business operations of the firm and thus facilitate better business growth.
- The second among the fact is that of the external benchmarking process in which the HR compares and contrast the practices of their business entity with the operations of other similar organizations (Ferguson, n.d.). The benchmark score or the results would help in understanding the areas in which the firm needs to improve and thus help the firm to implement more strategic planning towards the training and the development of the employees. This benchmarking result would help HR in understanding their weak areas and thus intensify the training and the development process of its employees.
- Job analysis - this is the process in which the requirements of the job is understood better than the facilities offered by it. It helps in evaluating and analyzing the key requirements of the job, the key concepts and the standards for the job as well as the human requirements of the job. The factors of job analysis also help in improving the progress of the employees who are more concerned with enhancing their job operations.
- Job description- it is solely based upon the formal accounts of the responsibilities of the employees. The job description could be best described as the terms and the conditions that the employees need to meet while cooperating with the management. It is based on brief overview of the daily tasks that the employees need to perform and the output that is well expected from them (Florea, et al., 2016).
- Product specification- this refers to a set of documents that is solely based upon describing the ingredients, shape, size, mixtures, composition as well as the services and the outcomes offered by the product. A detailed product specification is quite versatile for helping the consumers in making the correct choices.
Methods of job analysis
Job analysis of based upon three most synchronized methods. These methods help in understanding the human requirements for a job and evaluate it well before applying for it.
- Observation method- the first is the case pf the observation method. The observation method helps is understanding with precise observation the micro-elements required for a job. It strength stands that it helps in understanding every niche of the job and thus provides a brief overview of every factor that the job requires. The weakness of the observation method is that the method just provides a brief overview and doesn’t help in precisely understanding each and every factor of the job in a detailed manner.
- Interview method- the second is the interview method in which the candidates apply for the job and better understands the context and the human requirements of the job at the interview level. The strength of this method is that it provides a better understanding of the requirements from the management and thus engage in a proper job analysis. The weakness of the factor is that candidates are quite carried away by the per annum salary discussed in the interview and apply for the job even without being completely fit for the requirement (Zheng & Wei, 2005,).
- Daily method- the daily method is the best among the methods for analyzing the job as the candidate has already applied for it and maintains a daily sheet of their activities. The strength of the method is that candidates get used to with the requirements and may prove to be the best in hand to cope with the job factors. The weakness of this method is that even if candidates find themselves unfit matching with the human requirements of the job they cannot opt-out due to the contract between them and the management (McGrellis & Gerard, 2013,).
The requirement method should be obliged with a set of standards so as to pick up the right candidate for the post. This standard helps in analyzing in a detailed manner the requirement of the job as well as the resume of every candidate applying for it. These standards are quite important to maintain as because they provide a wider outlook as to whether the management is selecting the right candidate for the right role.
- The first among the standards is the job experience of the candidates. This is one of the facts that the management should look out as because the job role might require the experience of a candidate which would help the employee in evaluating the business operations quite in a synchronized manner.
- The second among the recruitment process which the management needs to follow is to match the resume of the candidate with the requirements of the job. This will certainly help the employee in understanding the job requirements and thus select the right candidate for the designed post (Hamon & Melanie, 2019.).
- A review of the practical skills of the candidate also falls among the standards of the recruitment process. The more developed are the practical skills of the candidate the more will be the management be able to make an appropriate decision. Thus a review of the practical skills is quite important and falls among the necessary standards.
- Another of the most important standards is that the management should take a proper check upon the background of the employee. A proper check on the educational qualifications and the background of the employees would help the recruitment board in understanding whether the employee is fit for the specified job (Osman, et al., 2019)).
- The last among the formal standards that the recruitment process should undergo is to verify the relation the employee had with the previous management or with the internal stakeholders of his previous job. This will help the requirement board in understanding whether the employee is applicable to cope up with the terms and the conditions of the job (Harris & Louise, n.d.).