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The City Couriers case study will be examined in regards to the company’s overall performance. The internal and external environments of City Couriers will be analysed in regards to the key performance requirements and key success factors. Issues with performance measurement, feedback, development and remuneration will be identified. Furthermore, the issues relating to validity, reliability, fairness and cost-effectiveness in the management of both performance and remuneration will be explored. This assessment aims to highlight the current situation and areas of improvement at City Couriers. A strategic analysis provides an examination of both the internal and external factors impacting on the organisation (Papulova & Gazova, 2016). City …show more content…
These include the company 's traditional management style, limited flexibility and adaptability within management and their poor performance assessments process. City Couriers should also assess their external environment regarding their economic position, political or legal changes, social implications, technological transformations as well as any variation in regards to competitors, customers and suppliers (Aguinis, 2014; Stone, 2013). The most significant external factor currently affecting the firm is the threat of legal action due to the current appraisal form which is only used for non-managerial staff. Therefore, the company would need to consider how they can thoroughly address the complaints to reduce the occurrence of legal action regarding their appraisal …show more content…
The performance assessment and appraisal forms are crucial within the performance management system (Aguinis, 2014). However, the appraisal form within the case study provided is designed for the supervisor’s use thus missing one vital factor throughout the entire process, employee participation. Thus, questioning the validity and reliability of the process. This is especially concerning as the bottom 10 per cent of employees are being fired and the top 20 per cent are being rewarded with $5,000.00 based on what their supervisor records on the form without consultation with employees. Thus, supervisors may not provide accurate scores as they do not have to justify their responses (Aguinis,
One improvement would be to provide better visibility when tracking packages. A bundling price option would allow FedEx Corporation to simplify the process and would result in better tracking. The new IT system would reduce costs in supply chain and would allow their clients to feel more secure working with FedEx. The IT system allows anyone in the FedEx Corporation to track the package of any delivery method and can provide more accurate information to the client. Another improvement Project ARISE should implement would be to develop of a new compensation plan. Express has a larger customer base thus involving more revenue, while Ground is a smaller segment with less customers. As a result, account executives working on Ground may have more difficulty getting compensation for their business. In order to qualify for incentive compensation, the Ground salesperson must reach a minimum of 50% of his/her plan. 60% of this incentive compensation is based on individually established goals which are set once per year. In comparison, Express salespeople are compensated on a larger scale making 96% of one’s planned sales objective. In addition to cash incentives, account executive can also qualify for highly-acclaimed sales awards like the President’s
The employees of CanGo (with the occasional exception of Nick) are hard working individuals that place great pride in their work. Unfortunately, several poor decisions on management’s part have seriously affected these staff members. In our observations, we have noticed staff members being handed projects and assignments from managers without receiving anything in the form of goals, deadlines, expectations, and resources. This has resulted in employees juggling a variety of different assignments simultaneously. The current performance appraisal system has also left some employees (Nick) scared to death of the process. Other employees displayed incredulousness after Nick received a solid performance review from Warren. Performance appraisals
Federal Express is the world’s largest package delivery company today. They have been successful mainly because of their technological advancements. Technology has allowed them to have superior customer service and quality that was unparalleled by any company. No company was able to offer overnight delivery of packages with the speed and precision that Federal Express did. Although Federal Express remains ahead of its competition today, their advantages over other firms in the industry are slowly diminishing.
Performance appraisal in most organizations is perceived as a critical human resource management function. It is believed that a well-designed and implemented performance appraisal system can offer the employee, the supervisor, and the organization several benefits, such as providing supervisors a useful communication instrument for the employee goal setting and performance planning, increasing employee
There is an array of key components and factors involved in making an organization a successful business. One of those elements consists on evaluating employee’s performance; this sole component is critical in determining how effective is the organization’s productivity and which are the necessary steps to ensure proper functioning. “The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically the employee's supervisor, can sit down and have a lengthy face-to-face discussion about all aspects of the job” (Joseph, 2016). Employees’ performance assessment serves as an instrument to gather important information as to which areas of the job description are being performed according to standards
Performance appraisals are very instrumental in an organization rating an employee’s performance in relation to his/ her job task as well as the overall mission and vision of the company (Sudarsan, 2009). Every organization should implement some type of performance appraisal to provide guidelines and offer ways to improve employee performance in order to create the most successful company possible. When conducting performance appraisals, the employer must determine what type of performance appraisal form will be used. The two most common types of performance appraisal forms are a simple rating scale form or a narrative form (Nelson & MacLeod, 1994). The performance appraisal form that CRB, Inc. choose is a combination of narrative and rating
Performance Appraisals have been around for several years. Every year employees and managers both dread this time of year. The employees dread it because they are not looking forward to the feedback they will hear from their boss. The boss is dreading it because they are wasting time filling out the “standard” form, and basically checking the box that the appraisal has been completed. In our textbook it states, “Giving performance feedback is the No. 1 dreaded task of managers (Kreitner 283). Performance appraisals should not be a dreaded part of the job for the employer or employee. Employers this it is hard to remember all of the different aspects throughout the year, as well as finding time to present it to the employee. There are many studies that list out the positives and negatives of giving performance appraisals, as well as other alternatives for giving feedback to employees. I feel that performance appraisals, if given correctly, can be positive for both the employee and the company as a whole. My focus for this paper is to learn why performance appraisals are not working and researching other methods such as Management by Objective, Graphic Rating System, as well as 360 Degree Feedback. I will also discuss the history of performance appraisals, as well as the pros and cons.
Performance appraisal is a process of analyzing and recording information of an employee’s performance pertaining to his or her present, and to make the employee realize how their performance has been during the rating period. It can be used as a communicating tool performance expectation to employees. I chose this topic to describe the importance of Appraising Performance in employee’s career development, managers, and to the company. Another reason is to explain the benefits of having a performance appraisal system and how this system can have a significant impact in the company. The primary reason for having a performance appraisal program is to evaluate the employees’ performance, improve the company’s morale and motivate the employees. It helps the company to identify its strength and training needs. In addition to monitoring employee’s performance, it is important that the employees understand their expected role and their functions in the company.
This paper will describe how an effective performance appraisal can increase employee performance. Effective performance appraisals can benefit an organization by allowing Human Resources to monitor the company objectives and that they are being met. Performance appraisals benefit the employees by allowing them to evaluate their own progress as they strive to be successful. This paper will include sections on the strategic advantages of performance appraisals, potential forms of bias within the appraisal system, as well as how performance appraisals can contribute to the achievement of strategic objectives. Employees and the company benefit because it allows employees to monitor their progress as they strive to improve and the company can monitor
The postal service has lived to be a dependable, trusted communications supplier for over two centuries. This is a vital and essential service provided to the American citizens by the government. It assists Americans maintain touch. We are living in demanding times, long-standing technological and profitable trends, are critically reshaping nationwide and global services such as collection, shipment and delivery of postal goods. The postal service operates as a government department whose duty is collective service to every citizen. The postal corporation is working towards keeping this fundamental countrywide asset well-built and vibrant. In this regard postal service has launched a transformation plan, the steps that have got to be undertaken now and in the long-term. This is to be done in order to remain feasible, to thrive and to accomplish the collective service duty.
That reminded me from the case study the director how to plays round of the company to succeed this Colombian Memorial Hospital. External control view of leadership, situations in which external forces where the leader has limited influence determine the organization 's success. Strategy, the ideas, decisions, and actions that enable a firm to succeed. competitive advantage firm 's resources and capabilities that enable it to overcome the competitive forces in its industries. Operational effectiveness, Performing similar activities better than rivals. Intend strategy, strategy in which organizational decisions are determined only by analysis. Realize strategy, strategy in which organizational decisions are determined by both analysis and unforeseen environmental developments, unanticipated resource limitations, and changes from managerial preferences. Strategy analysis studies of firms ' external and internal environments, and there with organizational vision and goals. Strategy formulation, decisions made by firms regarding investments, commitments, and other aspects of operations that create and sustain competitive advantage.
Organization is a group of people brought to gather to achieve specific goals. Goals can be achieved if team member are performing well. Performance is the results of activities given to the employees in an organization to be achieved within specific period of time. Evaluating the current performance of employees against past performances and organizational standards is known as Performance Appraisal (Dessler, 2005). Furthermore performance appraisal helps the company know how individual employees are performing and how to improve their performance thus improving the performance of the company (Grubb, 2007). A performance appraisal is propose in which the performance management system in an organizations set work goals, determine performance standards, provide performance feedback, determine training and development needs and distribute rewards as well as evaluating an employee’s job performance during a period of time. The performance of team member is much more than appraising individuals’ works, it is managing the business, so the performance of an employee is influences by the performance of an organization. It is target to achieve the best results for the planned strategic by managing activities of employees. There are many different opinions on the performance appraisals, some organizations do performance appraisals without any aim just follow others., where some organizations do performance appraisals to make sure they have a record of a piece of paper in the employee’s file – they are careless about do corrective action. But successful organizations understand the importance of combining performance appraisals into their performance management process and strategy plan as the success of any organizatio...
Although performance is a major objective at top organizations, successfully addressing poor performance is also a key focus. Although many employees feel or dread performance appraisals they are directed to enforce clarity with individual employees day-to-day work-load, performance appraisals develops responsibility while making employees accountable for performance expectations, reinforces future career planning, helps the organization with determining training needs, and provides a stem of documentation for legality purposes. Performance management in detail is much broader than many employers, and employees assume and necessitates so much more. Proficient appraisals should represent a summary of on-going dialogue. Focusing only on an annual performance evaluation leads to misrepresentation of the performance management process in its
The performance method can be used to evaluate the effectiveness of employee at work through performance appraisals
Banner, D. K., Graber, J. M. (1985). Critical issues in performances appraisal. Journal of Management Development. Issue 4. Pp. 27-35.