An overview of Performance Management

Introduction

Organizations expect their employees to perform individually and as groups. These performances are expected to contribute towards the organization in many ways such as, profitability, productivity, goodwill etc. It is important that the performances are continuously evaluated and space is provided to improve.

 

Developing the performances of individuals and teams in order contribute towards the organization performance is known as performance management (Armstrong, 2006).  Many get performance management confused with performance Appraisal. Performance Appraisal is the periodical evaluation conducted to check the performances of individuals and teams.  Appraisal without a proper performance management system where continuous feedback is obtained and coaching is provided is not benefitable.  

 

The objective of performance management is to align individual goals towards the organization goal and making individuals uphold corporate core values (Armstrong, 2006). When a proper management system is implemented aligning to the above objectives, it provides with many benefits such as increased motivation to perform, increased self-esteem, more clarity about the expectation of the job role, employees become more competent, minimized poor conduct of employees etc (Aguinis, 2013)

 

Similarly, when a performance management system is not executed properly it brings out negative results. Increased staff turnover, waste of time and money, damaged relationship, demotivation to perform, unclear rating system etc., are some of them (Aguinis, 2013)

 

A performance management system with characteristics such as alignment of individual goals with the organization goals, the system should suit the organization culture, should be practical, identification of effective and ineffective performances, should be reliable etc (Aguinis, 2013) will be a good system and can expected to be providing meaningful contribution towards the growth of the organization.

 

In the context of Sri Lanka, except for a very handful of high ended organizations, many have misunderstood the Performance Management to Performance Appraisal. The HR department more or less being disliked by the employees due to this reason. It is important to provide necessary space for growth by obtaining feedback, providing coaching and of course when matters get out of control it should begin with discussion.

 

Conclusion

Performance Management should not be misunderstood for Performance Appraisal. Performance management should be effectively implemented in order to bring in good results.  

 

References

Aguinis, H., 2013. Performance Management. Third ed. s.l.:s.n.

Armstrong, M., 2006. A Handbook of Human Resource Management Practice. Tenth ed. s.l.:Kogan Page Limited.

Development Through Learning and Training

Introduction

Learning and Development is something attached to human throughout the life. In our daily life we get the opportunity learn many new lessons and develop ourselves in many ways depending on how we adopt the opportunities. The process of empowering employees with specific skills is Workplace Learning and Development (L&D) (BasuMallick, 2020).

 

Learning is a long-term practice which focuses on career development and training is the short-term practice which focuses on the immediate requirements. Organizations should systematically practice both training and learning as tools of development of the employee.

 

According to the theory of Kolb, learning takes place in four stages (McLeod, 2017)

 

 

 Figure 1 Kolb’s cycle of learning (McLeod, 2017)

 

• Concrete – A new experience or situation
• Reflective – Observation of the reflection of the new experience or situation
• Abstract – Formation of concepts and generalization
• Active – Applied and tested for results

 

It is important for the Educators and trainers to identify their audience. Individual or a group, on the job or class room, the trainer should identify the trainees learning pattern. VAK learning styles were designed by Walter Burke Barbe and later developed by Neil Fleming (MACMILLAN, 2018). Learners are divided into three categories based on their style of learning.

• Kinesthetic – Absorb information by moving
• Auditory – by Sound
• Visual – by Sight 

According to (Belyh, 2019) the following methods can be utilised to teach to different types of learners.

VISUAL	AUDITORY	KINESTHETIC
Phrases they respond to	Phrases they respond to	Phrases they respond to
I see what you mean.	That rings a bell.	That feels right.
I get the picture.	I hear what you are saying.	How does that grab you?
What’s your view?	That sounds okay to me.	Let me try.

 

 

Conclusion

Learning throughout the job is very important to the employee and the employer. The employee develops his skill and in return contributes to the organization. It is very important no to misunderstand training to learning. Learners have 3 different ways of learning and it is very important for the educators identify them for better results.

 

References

BasuMallick, C., 2020. ToolBox. [Online]
Available at: https://www.toolbox.com/hr/learning-development/articles/what-is-learning-and-development-objectives-strategy/
[Accessed 10 12 2020].

Belyh, A., 2019. Cleverism. [Online]
Available at: https://www.cleverism.com/vak-learning-styles-understanding-how-team-members-learn/
[Accessed 10 12 2020].

MACMILLAN, F., 2018. Engage Education. [Online]
Available at: https://engage-education.com/aus/blog/vak-learning-styles-what-are-they-and-what-do-they-mean/#!
[Accessed 10 12 2020].

McLeod, S., 2017. Simply Psuchology. [Online]
Available at: https://www.simplypsychology.org/learning-kolb.html
[Accessed 10 12 2020].

 

 

Division of Labour

Introduction

Though there are several definitions given, Division of Labour is Separation of a work process into a number of tasks, with each task performed by separate person (Encyclopedia Britannica, 2017). This strategy emerged with the industrialization and more quality output was expected in a short span of time with minimum cost. French scholar Émile Durkheim used the term Division of Labour initially.

Though it is generally considered to be disadvantages, Division of Labour has many benefits.

• ü  Eliminates unnecessary Motion and handling different tools
• ü  Less time spent for production
• ü  Enables low skilled employment
• ü  Replacements are very easy
• ü  Supervision becomes much easier
• ü  Required when working with machines
• ü  Employee becomes specialized in the task he performs

One of the main concerns of Division of Labour is that a certain employee who is assign to a task would not be exposed to different job tasks. As a result, his/her future job opportunities become very narrow. In order to overcome this main negativity, organizations can switch their employees on the tasks assigned to them. Though there will be a minimal effect on the productivity, this will be a good Employee benefit.

However, this does not remain a disadvantage in high profile employment such as, Doctor, Teacher, engineer etc. instead it is benefit to be specialized in one area and that gives the additional value for the employee.

In the Small and Mid-size Enterprise (SME) it is important to identify the requirement of the division of labour. It is either all the tasks are handled by one person or multiple tasks are handled by one person. This in return reduces the productivity and as a result disables to deliver on time or deliver the quality product.

Conclusion

Division of Labour emerged with the industrial revolution, has many benefits and few shortcomings. If the shortcomings are addressed properly and implemented effectively it is a very good way of producing quality product and service in a very short time. The SME’s should adopt to the division of labour in order to increase productivity.

References

Encyclopedia Britannica, 2017. Britannica. [Online]
Available at: https://www.britannica.com/topic/division-of-labour
[Accessed 09 12 2020].

 

The Importance of Employee Value Proposition

Introduction

In the modern world where employees are considered as an asset, it is not all about the salaries and the allowances. Only 12% of the employees leave an organization for a better pay check, some leave because of the organization culture, some because they look for a better career path (Zojceska, 2018).  

 

While it should be accepted that an organization cannot satisfy all its employees, there should be a good Employee Value Proposition (EVP) which keeps the majority of them satisfied. EVP is the benefits given to the employees in return for the sills, capabilities and experiences the employee brings in (Shekhar & Srumita , 2012). As human one tends to perform well, take ownership of his duties when he/she is well looked after. This motivation enables more productivity than any other. In other words, having a good EVP system will help retain the skilled employees and at the same time will attract new employees (Armstrong, 2006) .

 

The EVP should define your organization’s essence.  It should cover all the core reasons why people work there. Some important factors such as Financial Compensation, Employment Benefits, Career Development, Work Environment. An EVP system which is not executed properly will create more damage than not having one.  

 

Social Service Sector, which is non-profitable yet are expected to provide quality service need the skilled employees to execute their tasks. Unlike in any commercialized organization, employers get shadowed by the term “Service” mostly when it comes to their employees. It is very important for the employers to design a suitable and effective EVP system which will create a good employee brand value.

 

Conclusion

Employee Value Proposition, is a key factor in attracting and retaining skilled employees for an organization. Employers should pay special attention to create a proper EVP system which suits them. The Social Service Sector should take EVP as key component and make appropriate arrangements to accommodate EVP.

 

References

Armstrong, M., 2006. Human Resource Management Practice. Tenth ed. s.l.:Kogan Page Limited.

Shekhar, S. & Srumita , N., 2012. SIBM. [Online]
Available at: https://www.sibm.edu/assets/pdf/beacon3.pdf#page=37
[Accessed 08 12 2020].

Zojceska, A., 2018. TalentLyft. [Online]
Available at: https://www.talentlyft.com/en/blog/article/105/employee-value-proposition-evp-magnet-for-attracting-candidates
[Accessed 08 12 2020].

The Impact of a learning Organization

Introduction

Learning is an important aspect of human life. There is a lesson in every incident that takes part in our life. Learning is a continuous process of gaining knowledge, competencies and skill development (Bashin 2019).

 

As a person, mentioned below are few of the benefits of learning

1.      Growing income and status

2.      Access to new opportunities

3.      Self confidence

4.      Important to achieve goals

 

It is important for an organization to create a learning environment where to be in competition with the high pace changes in the business world. (Asian Development Bank 2017). Marsick (1994) Organization learning is a process of ‘coordinated systems change, with mechanisms built in for individuals and groups to access, build and use organizational memory, structure and culture to develop long term organizational capacity (Armstrong 2006). Organizational learning outcomes, though seems like a cost is actually a contribution as in knowledge and skill.

 

The leadership should be really loud about the importance of learning. The employees should be given the impression that there is no sustenance without learning. To execute a learning organization effectively, there should be people who are reflective practitioners and team work is a key component in such organizations (Asian Development Bank 2017).  

 

In the plantation sector, the employee force should be educated on the job. The learning becomes very important especially for the management staff (Kankaani) as they perform a job role of a operations manager, maybe a General Manager’s role in a small tea estate. It is important that the owners or the educated management to take adequate measures to create a learning environment as in enforcing different strategies to overcome challenges (i.e. working with the labor shortage, unpredictable climate, experimenting new systems etc.). One of the most successful way is to create a learning environment with this nature of employees is to share as much as information with them and get them implement them blindfolded. Mostly their learning comes through hands on experience

 

Conclusion

Leaderships of organizations should give importance in creating a learning environment. They should buy the correct people who can create such environment. For an industry like the Sri Lankan plantation industry the most suitable learning system is on the job learning.

 

 

 

Bashin 2019 – https://www.marketing91.com/importance-of-learning/#:~:text=The%20importance%20of%20learning%20is%20that%20it%20helps%20the%20individual,help%20in%20reaching%20specific%20goals.

 

Asian Development Bank 2017 – Knowledge Solutions

Armstrong 2006 – Human Resource Management Practice

Cultural fit and Recruitment

Money is not the number one thing that encourages people to join a workplace or to remain productively for a longer period. Culture is the X factor. It is a fact that you need people who can solve your problems, but it is equally important to adopt to the organizational culture (Patel 2018).  In order to set good cultural values as expected by the founders, it is very important to have the right people in the key positions.

 

According to Newsome (2020) Benefits of Culture fit recruitment

1.      Reduces employee turnover.

2.      Create better working environment as a result productivity will increase

3.      It will attract top talent

4.      Naturally motivates employees

5.      An investment (credibility, reputation and brand image)

6.      Supports a positive brand image. The employees work in a good work culture rave for working there.

 

It is important to recruit the right people. You need people with skills, stars and the ability to adopt to the organization culture. Firms that recruit based on culture fit first are significantly less likely to fail (eCorner 2017). It is very important to identify the personal attributes in the hiring process to avoid cultural mismatches.

 

Communicating the company culture values throughout the recruitment process is very important. Adaptability of the candidate can be identified through the information provided in the CV, by asking culture fit questions, pre-employment assessment etc.

 

If you don’t address culture in the recruitment process, both parties will end up in making a mismatch and will negatively contribute to both parties (Newsome 2020).

 

In Sri Lanka, the primary education system is outdated. Physical punishment, scolding etc., are being largely practiced instead of positive reinforcement. Though many measures were taken, the culture in the Schools remain unchanged. To bring in this change effectively, the education department should identify the potentials who can bring in this cultural value to the system. From the department till the schools, key position holders should be those who can influence this change into the others.

 

Conclusion

It is very important to recruit the people who fit into the culture. Communicating this during the recruitment process is necessary. The key positions of the organization should be held by those who match the founders’ vision.

 

References

Patel 2018 –  https://www.youtube.com/watch?v=pWtfTZ1i6yU

Newsome 2020 – https://www.4cornerresources.com/blog/why-cultural-fit-is-important-for-your-hiring-strategy/   

eCorner 2017 – https://www.youtube.com/watch?v=mLHp25mUd40

Using Suitable Interview Techniques to Select Proper Candidates

Having the right people in an organization is as important as having correct machinery and the raw materials that would produce the perfect output. Without proper human resources, an organization will never achieve its goals instead may end up not surviving.

In a research conducted amongst 486 managers in the public and private sector of Australia, interview was the common technique used (Hede, Dingsdag 1994). Although information is provided in the Application/CV, the interview will give a better understanding on the capability of executing the tasks, fitting into the organization and most importantly the attitude of the person (Armstrong 2006 p440).

Although interview is the most common method used, the techniques used at the interview has a big impact on the selection.

During an Interview you should virtually open the door of your organization to the interviewee. You check the competency of the interviewee of being able to be a part of the organization in every manner. Hence it is very important to connect with the interviewee. The interviewee should feel comfortable and should be assessed in a manner where how he/she would cope to situations. Instead of listening to their success stories, make them talk over their failures and how they handled. Instead of their academic and professional achievements, they should made to speak about their personality, emotions, ambitions, priorities (de Ros 2017). Similarly, the interviewer should provide accurate information about the organization and the job role so that the interviewee knows if he can adopt to the requirements (Armstrong 2006 p441).

In Sri Lanka, the interviewer is mostly not prepared. They rush through the interview with some irrelevant questions (Dharmasiri 2017). Another common mistake is that holding unwanted superiority and make the interviewee uncomfortable. These approaches lead into selecting the wrong person. As per the US department of labour, bad hiring decisions equal to 30% of the employees first year earning potentials (Dharmasiri 2017).  

Conclusion

Interviews should be conducted in a manner the interviewer and the interviewee have a good conversation. Both parties will be able to know their expectations and make appropriate decisions.

References

Armstrong 2006 p440 Human Resource Management Practice. 10^th Edition by Michael Armstrong.

Hede, Dingsdag 1994 https://onlinelibrary.wiley.com/doi/epdf/10.1111/j.1468-2389.1994.tb00127.x

de Ros 2017 https://www.youtube.com/watch?v=oNuMpnxLhK8

Dharmasiri 2017 http://www.ft.lk/columns/Recruitment-interviewing-in-Sri-Lanka-Problems-and-prospects/4-641554