Tom And Feliia Case Study

This research paper is based on the development and implementation of completely integrated performance management system. The organizations are enjoying many benefits by implementing the performance management system. It has helped in improving the productivity of employees in most of the organizations. It is to be understood that apart from advantages, the system also carries some disadvantages. It is time consuming and there are chances of biases entering into the system.

It is clearly that the company is experiencing some growth; however, the management needs to find a solution to solve the arising issue where their employees are lacking of motivation in their job. However, the executive team’s decision to raise pay rates for its customer service staff and the vested profit-sharing plan does not improve the employees’ work performance or customers’ satisfaction.

2. Company Q's management should announce to their employees that they will be choosing "Employee of The Month" and which ever employee is picked for each month will receive a generous raise, as well as have their picture posted at the front of the store for the entire month, and this will give Company Q's employees more of an insentive to display honest, hard working behavior, and help eliminate the issue of employee theft.

A company conducts its annual review in which the results reveal one of its senior employee’s (68yr old) is doing exemplary work and another younger employee (32yr old) is doing average work.

Susan's initial thought of compensation is to match what her competitors are doing. By matching the compensation systems of organizations, she will be operating in the same pool of applicants as her competitors.

The old Performance Management system was ineffective and did not lead to a fair incentive or salary raise for the employees of the company. Employees who worked hard and did well for the company received the same rating as low performing employees. There was frustration among the scientists for getting the

Performance, pay and reward: employers should set clear and transparent targets in order to make it easier for employees to know what is expected of them. If these targets are followed employees can be rewarded and this should improve the relationship between employer and employee.

The problem in the case is the poor corporate culture at Lazier Industries. Although the company is performing well, there is dissent amongst managers, VP’s and employees which is spreading rapidly. The underlying issue is Bob Lazier who has not done a good job demonstrating his vision for the company and implementing a corporate culture that complements this vision. Therefore, in this analysis it will be recommended that Bob implement not only performance metrics that measure employee satisfaction such as quarterly surveys but also implement rewards such as employee of the month in order to increase morale. Further, LI will look to invest in its employees in order to increase productivity in the long run.

Measure the performance of your employees based on four levels of achievement, using monthly productivity

Performance management is one of the most important activities of HR. It is not enough to simply go through the business as usual and much disliked annual exercise of assessing performance and driving rewards based on a performance assessment. The information system will be drive and modifies goals as needed, assesses performance against goals, and provides instant feedback which will give them an indication of their strength and weaknesses thus focusing on skill development and motivate employees to stay with the organisation. However this may lead to Substitution of individual judgments and Challenge the nature of an organisation and the role of management

This process can help manager to measure employee’s weekly performance and the employee who achieves the best performance will receive award. The

According to Sowmya, all staff should be rewarded equally without any discrimination. The writer argues that rewarding one staff and leaving the others unrewarded may demotivate the others. I do not agree with him. If all staff is rewarded equally, then it would lead to demotivation of the hardworking staff. A high reward for the hard working staff, then each would always go the extra mile to get the reward DeVries & Kets, 2004).

A method for measuring employee performance most beneficial for Meadow hills is the use of quality approach to measure performance, employees should be rewarded based on contribution result

Lastly, employees like every other person seek recognition and appreciation. Therefore, they should be appreciated when they perform exuberantly in their jobs. One needs to clearly convey how an employee’s performance contributed to organizational results. By appreciating them, you are motivating them to do better. Monetary rewards in the form of year-end bonuses are also always a great way to improve the morale of the employees. I believe, that Mr.Hussey after considering the above motivational factors, should then take the final decision, as to how the work could be performed in the best possible manner.

He also states that there are two components of performance management system i.e. Performance Evaluation system and Performance Reward system. The success of performance reward system is based on Performance Evaluation System. It is not the absolute performance of the employees that matter but their relative performance. He focused on the three dimensions to measure the performance: growth of business, profitability and