Relationship between Total Quality Management Practices and Operational Performance - Speech or Presentation Example

Performance Management

Table of Contents

Slide 1- Cover Slide3

Slide 2- A) Literature Review3

Slide 3- Definition3

Slide 4- Interpretation of Performances3

Slide 5- Interpretation of Career Success4

Slide 6- Performance Management Method5

Slide 7- Performance Management Method (Contd.)5

Slide 8- Performance Management Method (Contd.)6

Slide 9- B) Individual Opinion6

Slide 10- Definition6

Slide 11- Interpretation of Performances7

Slide 12- Interpretation of Career Success8

Slide 13- Performance Management Method9

Slide 14- References10

• Slide 1- Cover Slide
• Slide 2- A) Literature Review
  • Slide 3- Definition

Performance management can be defined as an internal communication process between and employees and supervisor of a particular organization that generally occurs throughout a particular calendar year. This particular communication process generally helps the organizational leaders, managers and supervisors to improve the performance level of employees as well as entire workforce. This improvement helps organization to meet the developed objectives and goals.

• • Slide 4- Interpretation of Performances

An organizational leader may experience two types of employees considered age criteria, such as old employees and younger employees. According to the elder, old and experienced managers, good employee’s performance always depends upon some key elements. For example, a competent employee must know how to make a balance between job responsibility and commitments. In addition to this, a competent employee should be creative and he or she needs to have entrepreneurial skills (Delaney, 1996, p.8). Last but not the least; the competent employees need to tech-savvy as good technical knowledge helps to improve individual as well as workplace performances.

Young employees within the organization have different views regarding performance of employee’s compari8ng to the elder employees of that particular organization. According to the employees of young generation, competent employees need to have knowledge about digital business operation processes due to the revolution of advanced technological resources. In addition to this, young employees always think about effectiveness of workplace environment and workplace diversity. According to them, conflict free workplace environment and strong cultural workplace diversity enhances knowledge management that helps in the betterment of overall workplace performance level (Kloot, 2000, p.64). Last but not the least; the young management or leaders always perceive that employees from unconventional family have that extra gill to improve their performance level according to flexibility and demand of situation.

• • Slide 5- Interpretation of Career Success

The classical managers always prefer different types of elements for maintaining a successful career comparing to the younger employees. According to the classical managers, an employee needs to gather huge experience to become successful in life. In addition to this, the particular employee needs to get oriented with centralized organizational culture in order to maintain discipline in individual job responsibilities. It will help the particular employee to become successful in professional career. Last but not the least; it is also important to make the works as formal as possible as it helps to become successful (Samson, 1999, p.36). These are some personal interpretation of career success according to the classical organizational managers.

It is true that performance management and career success are significantly interrelated to each other. According to the young managers as well as employees within the organi8zation, a competent employee needs to focus on four different elements to ensure a successful career. These are job satisfaction, social recognition, and flexibility and performance appraisal. Job satisfaction motivates employees to perform employees. It automatically makes career successful. Effective social recognition always helps an employee to ensure successful career (Youndt, 1996, p.14). Effective workload flexibility and significant performance appraisal increases motivation level as well as skills of employees that enhances successful career for a young employee.

• • Slide 6- Performance Management Method

Organizational leaders and management needs to develop particular organizational objectives and evaluate or analyze the job performance of employees accordingly. Effective performance appraisal can be considered as one of the unique processes that will help the employees to improve their individual performance level. Therefore, it is important for the organizational management to provide the responsibility of performance appraisal to skilled managers (Husehid, 1995, p.48). Appropriate salary, reward distribution, career plan and training based on the performance and contribution to the organizational goals will help the managers to improve the motivation as well as performance level of the employees within the organizations.

• • Slide 7- Performance Management Method (Contd.)

The above mentioned model can be considered as Execution-Planning Performance management model. Several theorists have suggested this particular model in order to improve the performance level of employees within an organization. According to this particular model, execution and planning can be considered as two important elements in performance management framework. According to the model, the organizational leaders first need to plan the strategies and steps to improve the performance of both employees as well as organizations. Then, the organizational leaders need to motivate the employees to execute the plan to meet the developed strategic goals and mission. Meeting performance goals will automatically help the young employees to meet organizational strategic goals. In this case performance indicators and performance targets play a major role in the improvement of individual performances. Motivation, appraisal, reward, training and communication can be considered as effective performance indicators.

• • Slide 8- Performance Management Method (Contd.)

According to several theorists, the Balanced Scorecard Method also considered as one of the effective performance management methods that help an organizational leader to improve the performance of an employee. According to this approach, the organizational leaders consider four major perspectives regarding the analysis and evaluation of the performance level of an employee. These four elements are customer perspective, financial perspective, internal process perspective, and learning and growth perspective. This particular method helps to determine the employee performance regarding the collection of data on four above mentioned perspectives (Becker, 1996, p.21). The evaluation and analysis of these perspectives help the organizational leaders and managers to understand the needs for the improvement of the performance of particular employees.

• Slide 9- B) Individual Opinion
  • Slide 10- Definition

Performance management can be considered as one of the important organizational management process that generally helps an organization to increase its core competency. According to my opinion, performance management process can be considered as one of the important strategic management processes of an organization in which the manager or leader of an organization ensures employee activities and overall output significantly contributes to the developed organizational goal. In addition to this, effective employee performance management also depends upon the degree of effectiveness of the performance appraisal.

• • Slide 11- Interpretation of Performances

In my Opinion, the perception of performance management and performance measurement among senior classical managers slightly differs from the young employees and managers. According to the classical management approach, strong and disciplined training and development process helps the young employees to shape their performance level. In addition to it, effective follow-up to performance appraisal and new workplace strategy development process generally helps to improve the performance of individuals. Moreo0ver, several elder employees also things that effective performance of employees significantly reflects in the degree of business output of an organization. Last but not the least; in my opinion several classical managers as well as organizational leaders think that motivation for a particular job role always helps an employee to improve his or her performance level within the workplace.

According to my viewpoint, younger employees within the organization are considered as employees of Generation Y or Post-Generation Y era. According to the employees or managers of young generation, effective decentralized organizational culture boost the motivation level of young employees. In addition to it, significant workplace environment also helps to improve the performance level. In my opinion, the young employees also think that knowledge management always helps to improve performance of employees. Therefore, the employees of the organizations in this present era always seek for workplace diversity as it helps in effective knowledge management process within the organization.

• • Slide 12- Interpretation of Career Success

It is true that the views and thought process of elder employees can differ from the views and thought process of young employees. In my opinion, the elder employees always think that effective job experience, adequate leadership qualities based on the situation of workplace environment, flexibility considering the complexity of the situation and the management process of workplace stress always help employees of new generation to ensure a successful professional career.

According to my opinion, young employees always think differently comparing to the elder as well as senior employees. Employees of this generation are more aggressive and target oriented comparing to the classical employees. Career success according to the young employee means, the job experience they gain and the annual income they earn. In addition to this, they always seek for social recognition to become successful in individual professional life. The young employees are generally highly optimistic. In addition to this, they always think that employees within the organizations need to be self-starter in order to make a successful professional career considering the competition in global market.

• • Slide 13- Performance Management Method

According to me, 360-Degree performance appraisal model can be considered as one of the important and effective performance management method that will help the organizational leaders as well as managers to improve the performance level of the employees.

It is considered as most effective feedback-evaluation performance management method as the employee generally receives appraisal of individual performance from boss, staffs, customers, peers and other team members. Most importantly, the employees also consider own evaluation regarding the appraisal process. It creates several opportunities for the employees to improve individual performance level.

According to my opinion, MBO process can be considered as one of the effective performance management method that will help the organization to improve performance level of the employees.

According to this method, employees and supervisors generally tend to develop a common goal. In this process, the employees become part of goal setting and strategy development process. Therefore, the probability of effective employee performance is much higher comparing to other methods.

• Slide 14- References

Delaney, J., 1996. The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 12(1), p.8.

Huselid, M., 1995. The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 2(1), p.48.

Becker, B., 1996. The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 8(3), p.21.

Youndt, M., 1996. Human resource management, manufacturing strategy, and firm performance. Academy of Management Journal, 7(5), p.14.

Kloot, L., 2000. Strategic performance management: A balanced approach to performance management issues in local government. Australian Journal of Management, 37(16), p.64.

Samson, D., 1999. The relationship between total quality management practices and operational performance. Australian Journal of Management, 19(4), p.36.