Question:
A recent CIPD survey, Outlook: Views of the profession, Winter 2016-17 asked HR professionals about their organisation’s priorities, both now and in three years’ time, and in particular how aligned they considered their HR activities were in achieving them.
The top three priorities identified were:
- Cost Management
- Talent Management
- Increasing Organisational agility and productivity
Select any TWO of the above priorities and
- Critically evaluate the extent to which your organisation’s performance management system (PMS) contributes their achievement. (60% weighting)
- Identify and justify recommendations to improve greater alignment between the two selected business priorities and the performance management system. (40% weighting)
Journal Articles/Surveys (see earlier articles recommendations for Assignment One as well)
- Biron, M. Farndae, E. & Paauwe, J. (2011) Performance management effectiveness: lessons from world leading firms, International Journal of Human Resource Management, Vol. 22, No. 6, March 2011, 1294-1311
- Cappelli, P. & Tavis, A. (2016) The Performance Management Revolution¸ Harvard Business Review, October 2016
- Employee Outlook: Focus on Managers, CIPD, Winter 2014/15
- Haines III, V. Y. and t-Onge, S. (2012) Performance management effectiveness: practices or context?, International Journal of Human Resource Management,
- HR Outlook, CIPD, Winter 2016/17 Vol. 23, No. 6, March 2012, 1158-1175
Assignment Structure
The assessment criteria provide an outline of the structure you should adopt, i.e.
Introduction – in this section you identify the key elements of your assignment.
Review of academic literature – in this part of your assignment you will be expected to define the objectives of PMS and explore the relationship between the business priorities identified earlier and PMS. Furthermore, there will discussion around the role of HRM in identifying particular initiatives that facilitate the PMS’s contribution towards business objectives and priorities.
Analysis and discussion – here you have the opportunity, in the light of the literature review, to provide a discussion focusing on the PMS and priorities..
Conclusions and recommendations – enable you to draw together the key conclusions derived from the preceding sections to inform your recommendations.
Answer/Solution:
1.0 Introduction
Performance management system (PMS) is a process employed in an organization for the purpose of assessing and ensuring that the employee is implementing their duties which they are employed to do through an effective and satisfactory manner. In light of this, adopting the definition of Biron et al. (2011) performance management is a progressive practice involving identification, measurement and development of the performance of individuals, teams and aligning their performance with distinct strategic goals of an entity. Additionally, CIPD (2017) noted that a successful PMS must be both strategic and integrated in all entity operations. This implies that the PM need to incorporate broad issues and long term goals and link them into diverse aspects of the business and people management. As noted by Cappelli and Tavis (2016), PMS is strongly dependent on the effective leadership management and expertise of the HR function. In this case, the process focuses on an organization mission, vision, organizational strategy and HR & PM strategy and objectives. Additionally, the departmental objectives and policies are equally included in the PMS. This report will focus on Nazih Group Company PMS. This report will argue that the Nazih Group Company can employ PMS in attaining their different organizational priorities currently and in future practices. The prioritization of both cost and talent management will be evaluated through analysis of their effectiveness. Lastly, a recommendation on the best practice to improve their alignment of the cost and talent management priorities in their PMS will be generated.
2.0 Review of Academic Literature
According to Employee Outlook (2015) PMS is a process that facilitate the achievement of the individual and corporate goals. This means that this system is ideally used in modern organizations for ensuring that the employees are in a position of tracking and monitoring the performance of particular employees, different departments and the overall organization. In a study conducted by Haines III and t-Onge (2012) focusing on the best practices in PMS implementation, the study noted that the systems are in most instances hedged on the organizational and job specific competencies which are critical for successful job performances. In this case, an ideal performance management system must comprise of the lists of accomplishments, goals and objectives, results from 360-degree feedback processes, supervisor ratings and individual development plans (Hoch & Dulebohn, 2013).
2.1 PMS Objectives Definition PMS can be identified as a litmus test for the survival of entities in the marketplace. Considering the study by Ashton and Morton (2005), it is ideal to note that the high-performing employees make a direct contribution to superior performance of an entity, provision of competitive advantages in their entities hence differentiating great organizations from the merely good ones. The rationale of this is that the efficient system ought to encourage, collaboration, teamwork, and communication. According to Biron et al. (2011), the Maslow theory can be used in understanding the prioritization of the approaches to be included in the PMS. This is through ensuring development of an entity that meets employee needs while making encouragements of an increased performance levels. The theory provides a framework which organizations can use to develop their operations with high employee motivation for achieving their objectives. Hence, the objectives of a PMS can be identified on the basis of an entity satisfaction of the Maslow’s/……………………………………………………………………………………………………………………Please contact our team to receive guidance, support and tutorial services on this assessment based on your expectations level and organisation background
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