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Report that outlines the link between Organizational Performance, Reward and motivation.

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Report that outlines the link between Organizational Performance, Reward and motivation.

(Word Count – approximately 2000 words)

The Managing Director of your organization has requested the HR department

To provide a report for the Board which outlines the links between

Organizational performance, reward and motivation. Within the report they have asked you also to specifically identify the components of total reward; what needs to be considered when managing performance and to explain best practice in relation to performance reviews.

1.1 A description of the purpose of performance management and its

Relationship to business objectives.

Answer: These are some of the points discussed in the class which might help you answering the question. Each point need to be discussed in brief.

-Achieve mission and vision

-Motivate employees

-Increase productivity

-engage people (getting feedback)

-Improve org. performance

-Increase efficacy

-way of communication

1.2 An explanation of the key components of performance management.

Answer: These are some of the points discussed in the class which might help you answering the question. Each point need to be discussed in brief.

-KPI’S (setting and measuring)

– Clear and proper performance planning

– Smart objectives

-competencies (alignment with values)

– Midyear review process (performance appraisal meeting/ motoring)

– Documentation (for evidence)

– Performance rating

– Low rating undergoes training and development programs

– End of year assessment

  • self-assessment (employee)
  • supervisor assessment (approval by management)
  • discussion / feedback/ calibration
  • training and development schedule ( systems )
  • coaching & follow up’s
  • milestones (tracking )
  • appeal process
  • motivation factors

1.3 An explanation of how performance management processes can affect

Staff motivation. (Motivation and Demotivation Points)

Answer: These are some of the points discussed in the class, which might help you answering the question. Each point need to be discussed in brief.

Motivation Points:

  • Incentives (bonus/ merits and rewards)
  • Leave days
  • Recognition ceremony
  • Privilege offers
  • Training and courses
  • Town hall (open panel)
  • Positive feed back
  • Job enrichment
  • Promotions
  • High performance rating
  • Motivate factors
  • Demotivate factors

Demotivation Points:

  • Poor working conditions
  • Micromanaging
  • Unhealthy competition
  • Discrimination
  • Strict rules/Policies
  • S with peers
  • S with supervisor
  • Unfit position
  • Harsh working environment
  • Lake of development/program
  • Poor communication
  • Uncertain future
  • Instability
  • Low payments
  • Bearuracy
  • Unskilled leadership
  • Lack of recognition
  • Public criticism
  • Challenging work load

2.1 Clarify the purpose of reward within a performance management system Answer: These are some of the points discussed in the class which might help you answering the question. Each point need to be discussed in brief.

  • Motivation (Inc.) Productivity (Inc.)
  • Recognition Scheme [ Appreciation/enhance loyalty/retaining employees and increase satisfaction and creativity
  • Employee Engagement {Collaborative culture/healthy working environment boost values]
  • Personal Growth and productivity
  • Organization interest in employee growth
  • Role model for others
  • Increase loyalty
  • Reduce turnover rate
  • Increase employee engagement
  • Retain employee
  • Attract new employees
  • Good reputation

2.2 An exploration of the components of an effective total reward system

And how a total reward system links to performance management.

Answer: These are some of the points discussed in the class which might help you answering the question. Each point need to be discussed in brief.

Components:

  • Compensation
  • Recognition
  • Development(Promotion / Opportunities/Resources and training courses)
  • Benefits and allowances (Leave/Insurance/Travel Allowances)
  • Work with balance

            LINKS

  • LINKS BASED ON THE COMPANY’S TOTAL NPACKAGE AND EMPLOYES INDIVIDUAL PERFORMANCE
  • Increase employee motivation
  • Re-engage employee
  • Attract and keep talented individuals
  • Career development

3.1 An identification and explanation of at least five factors that need to be

Considered when managing performance.

Answer: These are some of the points discussed in the class which might help you answering the question. Each point need to be discussed in brief.

Please provide performance rating criteria

  • Budget and tools
  • Competencies and job requirements (achieve job responsibilities)
  • Budget
  • System used and technology
  • Rating scale
  • Coaching and development
  • Objective/ goals / strategy
  • Results and achievements
  • Soft and behavioral skills (team feedback)
  • Development ( courses and training)
  • Identify roles and responsibilities
  • External factors
  • Milestones achieved
  • Resources used
  • Level of complexity
  • Worth of job

3.2- A description of the various items of data that are needed within a

Performance and reward management system.

 Answer: These are some of the points discussed in the class which might help you answering the question. Each point need to be discussed in brief.

  • Setting performance standards and competency framework
  • Setting proper time (manager/ employee)
  • Prepare 360 assessment and competency assessment
  • Conducting the meeting (discuss/ action plan)
  • Feedback and actions

4.1 – Explain the frequency, purpose and process of performance

Reviews.

Answer: These are some of the points discussed in the class which might help you answering the question. Each point need to be discussed in brief.

  • Frequency: quarterly
  • Purpose: used for employee and dep evaluation and used to measure productivity In terms of efficiency and effectiveness
  • Process:
  1. Smart Objectives/ goals
  2. Regular feedback sessions.
  3. Comparing work done by the standards set at the begging (measure)
  4. Employee self-awareness

5- Review meeting

  • Action plan (development)
  • Implementation + reward
  • Again feedback

 

 
 

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