Assessing Worker Performance and Productivity †Free Samples

Question: How to the Assessing Worker Performance and Productivity? Answer: Introduction The report is about the productivity and the excellence of the organizations in terms of employee performance and employee relations. Performance management of employees is responsible for the development of employee relations as well as the employee productivity in the different operational department of organizations. In this study, different Australian organizations are to be mentioned whose managers are responsible for the success of their employee management skills as well as the challenges faced by them in this scenario. It will be also pointed that there are number of performance management measures that the managers of enterprises use in order to boost the organizational excellence. It will be also explained in a detailed format. It can be said that global managers and leaders have to face many difficulties in managing the employees in terms of various managerial decisions like transfers, work delegation, disciplinary procedures, remuneration, performance, developmental needs , etc. Holistically employee productivity and the performances can be improved only when there is a clear channel of communication between the senior management and junior management levels. A successful manager in his daily work schedule faces problems that require different types of efficiencies and abilities for the successful management of employee relations. Background of the topic It can be seen that the majority of the enterprises across the world are competing with each other while surviving in the fierce and volatile market. In this context, employee performance and employee motivation are recognized as essential tools in the success of the organization. However, there is an aspect that can be said there prevail a positive relation between the employee productivity and the employee motivation (Shields et al. 2015). The report will focus on the activities of the managers that influence on the performance of the employees. On the other hand, it can be said that employees sometimes gets de-motivated by their monotonous schedule of work and lack of proper guidance from their managers. Managers sometimes face challenges in order to motivate the employees for the better productivity. The report will also focus on the challenges faced by the middle level and senior level managers while measuring the employee productivity and thus increasing organizational excellen ce (Anitha 2014). Assessing worker performance and productivity All organizations irrespective of the sectors and sizes want to become successful while creating a competitive edge in the highly competitive environment. Hence, it can be said that, organizations irrespective of their sectors and sizes are striving to retain their best employees so that they can gain a substantial market share in the particular market (Mone and London 2014). In this way the managers can acknowledge their vital role which influences the organizational effectiveness. To maintain the formalities the managers have to face many difficulties as it is related to the dealing of employees. However, the managers have to overcome the challenges in order to create a positive and strong relationship with the employees that direct them towards task fulfillment (Decramer, Smolders and Vanderstraeten 2013). Formation of goals and objectives for the organizations as well as for the employees are the most important task for the strategic management department of the organization. The organizations of the world are responsible for the development of competitive strategies in the strong competitive market while increasing the performance However, it can be said that the different types of companies now consider human capital as an important asset for the companies that are recognized for the generation of the revenue of the company. Incapability of the maintenance of the human capital can be proven to be dissatisfaction of the employees that leads to lower productivity. Lower employee productivity is the reason of the different causes of the organizational challenges (Goldstein et al. 2017). Competition among organizations is responsible for the higher productivity of them in the market. Competition is not only limited to the revenue but also to the retention of the employees who are known for their best talents towards their job responsibilities. A vital role of the employees is the employee retention as well as employee motivation. These two factors are responsible for the increase or decrease of the employee productivity of the organizations (Ekanayake et al. 2017). Managers have to be competent enough in order to identify the talented and best employees of the organization while motivating them towards their field of work. This aspect is maintained by the HR managers as well as the team leaders present within the organization. If the mangers are successful in understanding their team members then they will be able to drive their team towards organizational excellence. It requires a steady flow of communication between the every team member of the organization. It req uires many steps to be followed by them in an effective way (Chen et al. 2014). Challenges faced by the managers It can be said that in todays competitive business world, employees are the assets of the organizations. Competition between the firms is not only related to the performance of the organization, but also to the performance of the employees. Companies are constantly trying to retain their best employees in order to perform well in the market. By doing so, the companies attract the talent towards them. It is the responsibility of the human resource manager of the organization in order to formulate strategies that will not only manage the employees but also retain the best talents within the organization (Cascio 2014). However, there is several challenges managers face while maintaining successful employee performance management programs that are discussed in the following: Dealing with underperforming employees: Underperforming employees must be provided with the proper feedback. It can be said that employees sometimes perform low when they are not provided with proper feedback from the managers. It is an example of an incompetent managerial skill that leads to lower productivity both for employees as well as organization (Epstein and Buhovac 2014). Dealing with talented employees: Talented employees always seek for competitive advantage in the market. They seek for regular feedback. If the managers are unable to provide feedback to them or are incompetent enough to provide proper compensation or remuneration for their good work, then they will not be retained. Hence, employee performance will go down (Armstrong and Taylor 2014). Perceived unfairness: Sometimes, managers are unable to find proper forms of incentives that will be given to the employees. It leads to a perceived unfairness to the employees. Equal incentives to all are not a good decision. In this scenario, the talented employees are getting deprived on the other hand the underperformed employees are getting benefitted (Posthuma et al. 2013). Inadequate tools: Many organizations are using tools of Business Intelligence, Corporate Performance Management, and Enterprise Resource Planning in a wrong way. Though these incurred huge costs to the company, but these are not programmed as per the nature of the work performed by the employees. Hence, it does not provide the actual performance of the employees. Lack of technological implementation: Many organizations across the world still believe that human intervention is the best method of detecting employee performance. However, the concept is not true and is not effective in the competitive business world. Without technical implementation, proper determination of employee performance is not possible. Hence, it is a cause of improper determination of organization goals as well as employee goals (Armstrong and Taylor 2017). Methods commonly used to measure employees performance No matter what kind of products and services the company is selling into, it is an important task for the enterprise while measuring employees performance accurately. It can be said that the employee productivity can be challenging as the strategies are not formulated properly. The formation of organizational goals which is competitive in nature is not sufficient for the increased employee performance. It is depended by the formation of methods by the effort of the senior mangers as well as the human resource department of the companies for the accurate measurement of the employees performance in their respective departments (Van Dooren, Bouckaert and Halligan 2015). The methods used by the mangers while measuring the employee performance are discussed in the following: Management by Objectives: Management by Objectives is a method that is measured in order to increase the productivity where they reveal the output of the employees while increasing their productivity by formulating objectives for them. Employees are given with clear goals and objectives so that they are remain in the different target. Customer retention is the main aspect that is responsible for the different aspect of the company. Measuring Productivity Quantitatively: The quantitative measures of the employee productivity are different from one organization to another organization such as per hour or per day or per month. This type of method is responsible for the increase in the different employees of the small business organization. Output of the companys employees is termed as the volume of the productivity of the employees (Jensen, Patel and Messersmith 2013). 360 degree feedback: 360 degree feedback is the most popular method that are used by the different organization in order to improve the productivity of the employees in all aspects. The use of this model helps in the interaction of the all employees that helps in improved communication channel of the organization. Employees are treated with care and positive feedbacks are provided to them related to the work (Alfes et al. 2013). Measuring sales Productivity: The sales department of the company is much focused on the productivity of the employees as they are related to the organizational productivity. The sales productivity are measured with the amount of revenue gained, number of customers tapped, number of products sold, number of dollars counted, etc. The sales teams are provided with continuous feedback so that they can achieve the target at an ease. Measuring Service Productivity: Service of an organization are important as they are related to the acquisition of the customers in terms of the employee productivity. The managers of the company are responsible for delivering quality service to the different customers (Turner 2014). Measuring Time Management Productivity: In this section, time management method is responsible for determining the employee productivity in their working schedule. The method uses the work time where they will accomplish the duty in a timely way. Measurement of Task Quality: Task quality is important for measuring the quality of the work in the different operational department of the company. Quantity over quality is important as it is related with the different types of work with the organization (Lam, Huang and Chan 2015). Success of the methods Success of the managers depends on the usage capacity of them in the fullest while taking out the best output from the employees. But it need not to be 100 percentile all the time. The usage of the above methods and approached used by managers. However, in order to maintain the success of the usage of the approaches of the increasing employee performance, the managers have to plan effectively by using SMART objectives. SMART objectives must align with the vision and goals of the organization. The objectives of the organization as well as to the particular department are categorized under Specific towards every employee regarding their skill set and job role. Measurable with different milestones while keeping track of progress. Achievable with the proper amount of work ethic and effort. Relevant by focusing on the proper delivery of the overall strategy Timely goals are to be step that has a particular time frame for completion (Mulki, Caemmerer and Heggde 2015). However, it can be said that the vague ideas or the vague plans that dont have any particular actionable targets and steps are rarely achieved. A ground of proper planning in terms of actionable and thorough way will provide the employees a solid pathway or direction so that the employees can reach their particular goal easily. The managers are responsible for providing continuous feedback regarding their performance reviews. The mangers must follow the feedback and comments from the different employees so that they feel important towards the organization. However, the employees must have to follow their leaders and managers in order to get a positive and negative feedback for their work (Beckwith, Friedman and Conroy 2016). It is for the betterment of the employees to known about their positive aspects and their negative aspects in their field of work. It can be said that managers from multinational organizations have to adopt many strategies that that are related to performance man agement. It can be said that managers are responsible to collaborate with the different types of human resource managers in order to formulate strategies for the development of employment relations. The team leaders and the managers must have to follow the above mentioned approaches in order to maintain success for the organizations. Organization goals as well as individual goals are responsible for the maintenance of good employee relations in order to develop the workplace culture (Terry 2015). The success of the team leaders depend on the following of participative and transformational leadership in the organizational context. It is seen that the employees are given priority to the different employees of the varied management levels. Managers following these patterns of leaderships are the sure shot forms of the development of the different groups of employees in the organization. However, giving priority to the employers helps the team leaders itself in solving many issues, that are relat ed to the achievement of organization goals as well as team goals. The leaders have to ensure that the fact that the employees must have the access to the resources of the organization (Lam, Huang and Chan 2015). Empowerment of the employees will lead to the different types of improved solutions that are related to the types of the problems faced by the team. Most of the successful leaders follow participative leadership strategies within their organizational context in order to engage the employees in different kinds of team development activities. Conclusion It can be concluded that the organizations which are successful are known for their leading strategies in the different parts of the world. The successful managers are known for their different types of innovative strategy as they are habituated with the possible challenges faced by the various operational departments of their enterprises. The report contains challenges of the managers faced by them in order to motivate the employees in their field of work. It can be said that the motivation is an important aspect that will help the organization to develop improved employee relationships so that they can work comfortably. However, it can be concluded that with the maintaining of the communication channel with the employees acts as a catalyst for the organizations performance. Researches have said that the managers use different methods that are described above in order to manage the teams so that they can meet organizational goals as well as the team goals. Trainings are provided to the senior employees so that the stakeholders can make decisions in favor of the development of the employees. 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