PERFORMANCE MANAGEMENT IN HR: FINAL ASSESSMENT
Table of Contents
Based on the case study and the calculation of employee numbers, the monthly turnover for the past five (5) months are:
March: 12/182*100 = 6.59%
April: 14/182*100 = 8.19%
May: 16/182*100 = 12.30%
Hune: 20/182*100 = 13.5%
July: 22/182*100 = 15.17%
Depending on the result it can be mentioned that the turnover rates are high in every next month, which happened due to the fact that in March 12 employee left the company, while in April 14 people left, similarly on May 16 and June 20 and in July 22 people left the company which made the current employee number of the organization at 145 total. Based on this result, it can be stated that the employee’s different geographical needs affect the motivation approach hugely, which later created its visible presence in the high turnover rates.
Based on the case study, it can be stated that the organization is dealing with the issue of fluctuating employee turnover rate, which is creating an impact on its overall performance value too. To resolve the issue, three steps of Employee Turnover Can be taken. As Aguenza & Som (2018, p. 2) defined, three steps are understanding the employee retention rate and the statistical idea of how many employees have left the organization or staying within the company. The second step is to learn about the staff’s engagement levels with the entire work culture, while the third step needs to enhance the entire hon embeddedness for growth. Based on these three mentioned steps, the following case study will manage its employee turnover issue with utmost efficiency.
(Source: Khalid & Nawab, 2018, p. 2158244018810067)
As described by Gilani and Cunningham (2017, p. 240), the employee is the main part of any organizational performance based on their contribution, and an organization can take its place within the global market. However, based on Hyatt’s Case study understanding, it can be stated that it has a global hospitality organization chain. Despite its huge work culture, the organization in the year 2020 faces employee turnover as an issue that is hugely driven by the pandemic. Apart from this, other three specific issues can be mentioned that are initiating employee retention within Hyatt, such as Minimal growth opportunities, Lack of flexibility, and Inefficient communication. Lee et al. (2018, p. 89) stated that companies like Hyatt have lesser professional growth as the chef can be promoted to head chef only. After that, no promotion can affect employee motivation, while working hours are also inflexible in hospitality organizations like Hyatt, which affects employee retention. Along with the fact that the gap between the front desk to the kitchen is operationally huge, which affects communication strategy, all of these affect the entire turnover value too.
In order to understand the performance of the employees and their contribution to the organizations can be learned with the help of accurate appraisal methods; moreover, every used appraisal method is responsible for boosting the confidence and motivation of the employees positively. According to Islami, Mulolli, and Mustafa (2018, p. 95), it can be stated that the appraisal method is mainly a systematic evaluation responsible for measuring individual performance based o the hob role, and it further provides scope for potential development as well.
Based on the understanding of Appraisal Methods and their connection to performance management, it can be stated that there are different methods are related to this concept, such as Trait Based Methods, Result Based Methods, and Behaviors Based Methods. Depending on the understanding of the Appraisal Methods, it can be stated that with the help of Trait Based Methods like the Checklist Scale, Rating Scales, learning about the characteristic of a person can be understood along with the fact that in this method, the actual performance is never considered. On the other hand, Result Based Methods like the Critical Incidents Method, Field Review Method, Ranking Methods, Confidential Records, Comparative Evaluation Method such as Ranking & Paired Comparisons can be used to understand employee activities by creating a comparison with set targets. Apart from this, the Behaviors Based Methods such as Critical Incident Appraisals, Management by Objectives, Behaviorally Anchored Rating Scale, 360-Degree Feedback, Psychological Appraisals can be used to learn about different psychological aspects related to the work performed and defines the process of the work in a detailed way (Onashile, 2017, p. 2).
Management by Objectives can be used in this job role to define the performance activities of the employees according to the pre-defined goals.
In this job role, methods like Management by Objectives can be used to define statistical performance data of the CEO while maintaining a work culture.
Behaviorally Anchored Rating Scale can be used as an appraisal Method here for learning about the performance of each HRM employee as it helps to find out about their capability to manage their fellow employees.
Critical Incident Appraisals can be used to learn about the performance of the assignment manager when it comes to managing a retail store and its employees. Moreover, by using the understanding of performed tasks, efficiency can be learned too.
Rating Scales can be used in the case of Parcel Delivery Driver, as the customer’s given a rating to each of the provided services will help learn about their performance in a clear way.
Based on the provided case, it can be stated that the organization is dealing with poor work management, which is creating an impact on employee performance and their engagement with the company as well, therefore to manage the entire situation, two specific methods can be implemented such as Employee counseling and Training and Equal employment opportunities, and both of these methods which are creating an inclusive environment without losing the culture of the company.
Cho, Kim & Mor Barak (2017, p. 196) stated that Employee counseling and Training is one of the important recommendations for diversity management as it provides a clear idea to the employees how to behave according to work needs and actions. It provides training to the employee about the work ethics responsible for creating a better work culture without losing on prior company values or ideas. This solution can be supported by diversity theory like Social Identity Theory and based on this theory. It can be stated that to manage the issue with lesser opportunity for a Hispanic candidate or managing the group outing to a certain non-cultural space can be managed by the recommendation as perspectives vary from person to person and by learning their ideas and developing them positively based on training a better work culture can be created.
As mentioned by Yadav and Lenka (2020, p. 2), the work culture which creates an equal and similar work opportunity for every employee is most likely to attain a better employee’s retention and performance value too, therefore with the help of the recommendations, it can be stated that creating a work culture that provides equal opportunity to everyone needs to be managed. Moreover, this solution can be supported by the multicultural framework of Hofstede’s six dimensions: diversity aspects like power distance, uncertainty avoidance, individualism-collectivism, and masculinity-femininity, and creating an equal culture for every cultural variant can create a positive work culture as well.
To manage the first organizational situation, the strict guidelines and policy’s understanding about how to maintain equal behavior with every employee by keeping personal and professional life separated needs to be gained. Training and counseling about this approach can be given to them.
Creating a work culture that supports equal opportunity needs to be created and make every new candidate believe that their work will be rewarded and promoted. Assuring the employees via encouragement needs to be considered for managing employees not seeing any promotional path in the future.
As defined by Rotenstein, Reede & Jena (2021, p. 1084), a gender-neutral work culture needs to be built. No presence of a breastfeeding room makes the cultural bias towards the female, and to manage this issue, creating a non-discriminated work culture and building a separate room for breastfeeding can be added to the company budget for enhancing environmental value.
Establishing a specific employability policy for everyone needs to be maintained. Referring to the term find creates a bias nature. Thereby the policy that treats everyone with equal monetary opportunity needs to be adapted for attaining a better work result.
Language is the main aspect of diversity management. Therefore only English policy discourages many multi-language candidates from being associated with the company, which hinders growth. Therefore the work culture that supports local languages along with English needs to be ensured.
As Zaki, Karim & Khan (2019, p. 80) described, the manager need to be counseled about the issue of him degrading employees with turbans. If he found guilty, then the company needs to hire a manager who treats every ethnic background with equal respect needs to be hired.
Aguenza, B.B. and Som, A.P.M., 2018. Motivational factors of employee retention and engagement in organizations.International Journal of Advances in Agriculture Sciences.
Cho, S., Kim, A. and Mor Barak, M.E., 2017. Does diversity matter? Exploring workforce diversity, diversity management, and organizational performance in social enterprises.Asian Social Work and Policy Review,11(3), pp.193-204.
Gilani, H. and Cunningham, L., 2017. Employer branding and its influence on employee retention: A literature review.The Marketing Review,17(2), pp.239-256.
Islami, X., Mulolli, E. and Mustafa, N., 2018. Using Management by Objectives as a performance appraisal tool for employee satisfaction.Future Business Journal,4(1), pp.94-108.
Khalid, K. and Nawab, S., 2018. Employee participation and employee retention because of compensation. SAGE Open,8(4), p.2158244018810067.
Lee, T.W., Hom, P., Eberly, M. and Li, J., 2018. Managing employee retention and turnover with 21st century ideas.Organizational dynamics,47(2), pp.88-98.
Onashile, A., 2017. Impact of Performance Appraisal on Employees Productivity.
Rotenstein, L.S., Reede, J.Y. and Jena, A.B., 2021. Addressing workforce diversitya quality-improvement framework.New England Journal of Medicine,384(12), pp.1083-1086.
Yadav, S. and Lenka, U., 2020. Workforce diversity: from a literature review to future research agenda.Journal of Indian Business Research.
Zaki, A.R., Karim, A.S. and Khan, H., 2019. Managing workforce diversity in multicultural organizations: some observations.Journal of European Studies (JES),35(1), pp.79-91.
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