Remuneration and Performance Management - Essay Example

Remuneration and Performance Management By Student’s name Code+ course name Professor’s name University name City, State Date Introduction Gateway Institute is a non-profit making organization that offers a range of professional development programs and events. These programs and events are tailored to the meet the needs of the public sector. In the recent years, the institute has opted to change its operational methods from events and course to member accreditation to member accreditation and advocacy for the profession. The changes have been in the aim of shaping the institute’s operations as per the public administration and works in the consultation. The institute aims at ensuring their conferences, seminars and events are delivered successfully. This change will affect the operations of the organization and also the employees. The transition from the old strategy to the new one must be smooth, and it should be implemented gradually up to the final step. The whole transition will involve job analysis and evaluation, and the implementation of performance management. Body The role of job analysis and evaluation Job analysis and evaluation are essential tools that are used by the organizations to check the progress of the employees and also the organization (Wall, Goodyear, Singh, Whitehouse, Hughes, & Howes, 2014). The use of the job evaluation will help the institute to know the relevance of a certain job in the organization. Job analysis can be defined as the process that is used to identify and determine the details of the content of a certain job. It factors out the roles, duties, skills, responsibilities, and accountability that is associated with the jobs (Kutlu, Ekmekçioğlu & Kahraman, 2013). On the other hand, job evaluation is defined as the worthiness of a certain job. Job evaluation is used to determine the use of a job position in the organization. The following are the roles that job analysis and evaluation will play during the strategic organizational evolution: They help to establish the organizational designs and roles during the change process. Help to align pay and roles of the employees. Gives the interdependencies among different jobs. Gives the clarity on the accountability of jobs. It helps in the management of the succession. The organization must change its design to accommodate the change process. The organizational design is defined as the way the organization run or structured (Cheramie, 2013). The new strategy requires a lot of regular assessment, unlike the previous strategy. Job analysis is done to determine the importance of the job in the organization. The structure of the organization can then be created which contains the hierarchy of the organization that different employees should follow when doing their daily chores. Job evaluation is combined with the job analysis to ensure success in the business operations. Job evaluation means to assess the functions and the compatability of the jobs in certain position into the organization (Fine, & Getkate, 2014). Job analysis and evaluation is also used in the determining of the pay and factors affecting the payroll. Different employees in the organization are paid differently depending on their job group, their work experience, and the number of roles they play in the organization. The payment process requires proper scrutiny so as to determine the salary of each and every employee. There is interdependence that exist among various jobs in the instution. It is because the Institute has a major goal that need to be achieved within a given set time. Therefore, all the departments in the organization must coordinate towards achieving that goal. When role analysis and evaluation is done, it is easy to come up with the relation among several jobs (Houle, McAlister, Jackevicius, Chuck, & Tsuyuki, 2012). Accountability at the job place is important because it means that the employees are doing their work as it should be done. Job analysis and evaluation enlighten the employees on the role they should play in the organization. This makes it easier for the employees to know the dos and the donts of their workplace (Moynihan, & Lavertu, 2012). The succession process can be challenging for the organization. It is because the new member will need to be trained to fit the role of the retiring person. On the other hand, the new employees need to know his or her roles before they start working in the organization. Job analysis and evaluation make it easier to understand the succession trend and also the roles of the employees after succession stages (Frangopol, 2011). Performance management Performance management involves effective management of the people and the environment so that to achieve the set performance target (Forrester, 2011). Every organization is concerned about its performance because it is used to indicate failure or success of the Institutes. Gateway Institute is concerned about its performance. Its performance is clearly shown by the quality of the professional development programs, and the attendance at the networking events, which has led to reduced number of people renewing membership. Performance management is an important process of business. However, it requires resources, and a goal of what is intended to be achieved. The goal works as a blueprint that is fueled by resources into achieving a set goal (DeGroff, Royalty, Howe, Buckman, Gardner, Poister, & Hayes, 2014). When performance management is implemented into the organization, it plays the following roles; It helps to set the threshold level of performance that should be achieved. It defines the standard competence level needed to be achieved by the employees It is also used to determine activities, the tools and resources that are required to motivate employees. It is also used to measure results and then compares them with the targets. The institute can use performance management as a tool to set lowest standards that should be achieved by the organization. This performance gauge should be set to be inline with the goals and objectives of the organization. The performance management can use either the quality of the products being produced or the quantity produced to determine performance. The institute can define the quality of the studies that should be offered to ensure that the students are not half-baked. On the other hand, the Institute can set a minimum number of students that should be admitted in a particular intake. However, the member accreditation and advocacy strategy is much defined by the quality of studies being offered. Competence is all the employers want before employing any individual. It is believed that the level of competence affects the delivery of the person (Baughn, Goff, Mason, Gleichenhaus, & Bobear, 2011). If Gateway Institute’s new strategy is to be successful they have to use performance management to measure the competence of every employee. Employees motivation is important for the success of the organization. Performance management has the role of recommending the resources, tools and activities that can be used to trigger motivation. Motivation is grouped into intrinsic and extrinsic motivation. Intrinsic motivation is self-triggered while extrinsic motivation is triggered by external factors. The institute needs the employees to be motivated into achieving more and more. Gateway institute needs to measure its progress through all of its operations. This role is well played by the performance management because it measures the results and compares them with the targets. This helps to determine the progress the organization is making within the specified time (Groen, Wouters, & Wilderom, 2012). Performance management system Figure 1: Showing the structure of performance management system Performance management system is made up of five stages. These stages will be necessary when Gateway Institute will be adopting the new strategy. The first stage is goal setting. During the implementation of this stage, the Institute needs first to set new goals and objectives that it intended to achieve. This stage is crucial because it will be used as a guide to be followed during the running of the Institute. The second stage in the performance management system is collaboration, teamwork, and communication. The institute will have to establish teamwork and collaboration among all the department. The employees across the organization have a common objective that they have to achieve within a certain time. These goals can only be achieved if there is harmony and co-operation throughout the organization. Communication throughout the institute is therefore very essential. It enhances coordination in the organization. During the structuring of the new model of the organization, the developer should identify how the communication, teamwork, and collaboration should be done (Frangopol, 2011). The reward and recognition system is important to motivate the employees and the students to work extra hard. A reward system should be set before the implementation of the new strategy. Performance management system has assigned this as the third stage in the system. Some of the suggested methods that can be used in reward and recognition system are: increase in the salaries and allowances, having a list of honor for the best-performing employees, and promotions. Development of the strategy is the fourth stage in the performance development system. It is the implementation of the change process in the case of Gateway Institute. It is advisable that during the development stage, it should first be implemented using a pilot group. This group will be composed of leaders who will determine the success of the whole process. The final stage of the performance management system involves feedback, review, and appraisal. This is where the institute welcomes the internal and external feedback. It is aimed at improving the new strategic direction to cater for any faults that it might be having (van der Heijden, Schepers, Nijssen, & Ordanini, 2013). Conclusion It is evident that a change is required so as to shape Gateway Institute into the desired organization. This has been due to the poor performance of the organization. Therefore, the organization has decided to shift from the events and courses to member accreditation and advocacy. The new strategy is meant to change the operation of the organization and also the employees. The organization has therefore decided to use the job analysis and evaluation, and performance management to ensure smooth translation. They will also help to enlighten the employees on their new roles so that to integrate with the new strategic direction. The new changes are meant to improve the welfare of the organization and make it better by improve its services to the public. Therefore, the employees need to play a major role by improving their performance. Some of the recommendations that the organization can use to improve the performance of the organization are discussed below. Recommendations There are several recommendations that can be implemented to ensure that the employees improve their performance in the organization. They include; Implementation of a motivation system. Regular assessment Attending workshops and networking with other organizations. Implementation of an open door management Taking feedback from the public Motivation can help improve the performance of the employees. The organization can provide extrinsic motivation that can also be used to trigger intrinsic motivation. Extrinsic motivation is when we are motivated by external factors. The organization can trigger this type of motivation through the setting of goals to be achieved by the whole organization. The goal can be additional of education. On the other hand, intrinsic motivation is when the employees are urged to set their own targets. The target will be their main drive. Motivation can, therefore, help to improve the performance of the employees (Groen, Wouters, & Wilderom, 2012). Assessments are important because they help to know how each of the employees is doing their work. Assessments can be done regularly to ensure that the employees are constantly doing their work. The assessment should also be done in comparison with the set goals and objectives of the organizations. This will greatly help to improve the performance of the employees. Attending workshops and networking with other employees from different organizations is important because it gives them a chance to learn new things. The employees will share important details about their work that help them improve their performance (Kutlu, Ekmekçioğlu, & Kahraman, 2013). The management in most organizations is comprised of the most qualified staffs. However, they are so covered up with their work such that they do not have time to guide the rest of the employees. The implementation of an open door strategy is important because it will help the employees learn from their seniors. The organization can also give each of the employees a mentor who will be guiding them into improving the quality of their work. Gateway Institute requires that the program and events be tailored to the needs of the public.Therefore, it's important for the organization to seek public opinion on the quality of services that is being offered at the Institute. This will help to improve the performance of the employees since they can customize their services to cater for the need of the general public. Bibliography Baughn, J. B., Goff, R., Mason, M. L., Gleichenhaus, B. A., & Bobear, K. M. (2011). U.S. Patent No. 7,870,014. Washington, DC: U.S. Patent and Trademark Office. Cheramie, R. (2013). Using Job Analysis for Developing an Effective Hr Selection Strategy: An Experiential Exercise. In Southeast Decision Sciences Conference Proceedings. DeGroff, A., Royalty, J. 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A new tool to evaluate postgraduate training posts: the Job Evaluation Survey Tool (JEST). BMC medical education, 14(1), 210. Read More