UNIVERSITY COVER PAGE PERFORMANCE MANAGEMENT: THE CASE OF EMIRATES TELECOMMUNICATION CORPORATION (Etisalat) IN UNITED ARAB OF EMIRATES (UAE) Name of the Student Student number Name of Professor Subject Date of Presentation TITLE PAGE Abstract…………………………………………………………………………
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7-8 Etisalat’s Organizational Policies...………………………………………….. 8-10 Conclusion …………………………………………………………………... 10-11 Recommendations: Improving Performance Management ………………… 11-12 Abstract This study explores the significance of performance management to the corporate life of Etisalat, leading telecommunication and internet industry of United Arab Emirates (UAE). Probing on its business management and its contribution to global development, researcher used empirical data to investigate, draw conclusions and make some recommendations on the state of Etisalat performance management. Introduction Performance management (PM) relates about systems on business management and the administration of its human resource to attain corporate goals and objectives by strategically directing the delivery of services to leverage in a fast evolving market for want of satisfaction. As global market is evolving in diversity and in complex dynamics, it’s imperative for corporation to develop corporate strategy, set goals, conduct regular assessments, seize opportunities for improvement, and enhance motivations to sustain its corporate life (Armstrong, 2009). In such context, this research aims to critically explore Etisalat’s performance management as a leading telecommunication company in United Arab of Emirates (UAE), correlate its significant contribution to global market, determine the imperatives it adopted to be competitive and resilient from risks, and to draw recommendations to improve company’s performance. Researcher used accessed online documents and other related resources in the conduct of this study. Performance Management defined Performance management is about identifying, measuring and adopting strategic mechanism to align company’s plans with its vision, mission, values, specific goals and translate them into corporate operation. It includes conduct of evaluations, either formal or informal, such as appraisal and constructive feedback mechanism to determine company’s strength, weaknesses, opportunities and strength. As a process, PM deals with structures and systems to set criteria and specify roles to motivate human capital in the performance of tasks, reach targets, earn rewards and enjoy salary with self-esteem. The company may conduct continuing knowledge or skill transfer or trainings to enhance their competence. Since corporate management deal systems, communications and reporting are essential for mutual understanding, coordination, interpersonal exchange of opinions and problems as well as sense of uniformity of thoughts about the nature of their jobs. On the other hand, since PM is about human resource management, organizational goals must be understood by staff; changes are facilitated; salary and rewards scheme are commensurate to expected result; and company is protected from legal impediments. Reward system may include contingency pays to intentionally discourage turn-around rates of good employees and to develop corporate culture on excellence. Absence of corporate system and mismanagement de-motivated workers, pull them out of goals, estranged employee-employers relations and such absence of purposefulness will burn them out (Delaney & Huselid, 1996). The company will suffer high turn-around rate, risks and conflicts would
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“Performance Management Assignment Essay Example | Topics and Well Written Essays - 2500 Words”, n.d. https://studentshare.org/macro-microeconomics/1425529-performance-management-assignment.
The main aim of this paper is to discuss the issues that need to be taken into account while developing and considering performance management systems for joint ventures between China and US based companies. Here the main focus will be on the international considerations and areas like culture, feedback and also leadership.
When a firm targets many objectives without a specific plan, it would adversely affect the sustainability of the firm. Therefore, each firm prepares an annual budget at the beginning of the financial year, which targets reasonable revenues and expenses for the year.
Typically, majority of the performance management systems incorporate performance reviews, learning activities, coaching and mentoring, performance measurement metrics, rewards, team work and training and employee development programs (Aguinis 2012). Historically, performance management was used to determine the wage based compensation of employees and drive employee behaviours that aimed at attaining organisational objectives.
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HRM refer to the policies and perform desirable to carry out the people, or personal, feature of a management position, counting recruiting, training, rewarding as well as appraising (Raymond J. Stone, 1991).
As the most important part in whole HRM, performance management must be highlight.
It is question tht hs lso roused considerble interest mong those reserching HRM prctices t MCMC.Performnce mngement (PM) is strtegic HRM process tht enbles the MCMC to continuously evlute nd improve individul, subsidiry unit, nd corporte performnce ginst clerly defined, preset objectives tht re directly linked to compny strtegy.
They analyze the business, culture and values of the clients and maintain a long term relationship with them. They provide highly skilled and motivated staff as per the requirement of the client. "The key parameters for Corporate Success Group are 'Honesty' of there team members, 'Reliability' of the solution provided and 'Commitment' for maintaining quality." (C.S.G., )
Disney is an entertainment company which creates and provides entertainment to people of all backgrounds. Through the provision of entertainment it add economic value to the company, the company is pleasant due to
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