BBA 102 Principles of Management:How To Improve Employee Performance?

Introduction 

Employee performance is a key parameter based on which the performance of an organization is measured. Employees play an important role in an organization's operations and efficiency in which an organization performance its operational activities. Hence, the performance of the organizations is mainly dependent on the performance of the employees. It can be stated that a company needs to extract the most efficient performance from their employees in order to make her overall performance highly efficient. The purpose of the current study is to demonstrate the knowledge regarding the strategies which company can use to enhance their employee performance and to ensure that the performance of employee archives a sustainable rate of growth which will ultimately be beneficial for the organization. The company has been contracted in the current research project is Al Sadafa Women Center which is Royal Commission women centre in Jubail, Saudi Arabia. The women's centre renders service for training programs, kindergartens and sports club operations. The company also provides space for gatherings and events as there other income sources. The research questions and research objectives as follows:

Research Questions   

1. How is employee performance measured?
2. What are the potential strategies through which companies can increase employee performance?
3. What are problems in implementing strategies for improving employee performance at the workplace?
4. What are the ways in which the following can be mitigated in an efficient manner?

Research objectives

1. To know How is employee performance measured
2. To know What are the potential strategies through which companies can increase employee performance
3. To understand  problems in implementing strategies for improving employee performance at the workplace
4. To recommend ways in which the following can be mitigated in an efficient manner   

Using the above research questions and objectives the researcher can effectively articulate an informative cob conclusion based on which significance of improving employee performance in a company can be known.

Problem identification

Employee performance is considered as a key element and issue which will be discussed in the current research paper.  It can be said that employee performance is a key concern of the firm. Every company wants there employee to work well and with efficiency to help the organization in meeting their objectives. The problem which will be discussed on the current research appears to in what ways and how to improve an employee performance at the workplace. The company named Al Sadafa Women Center is seeking to improve the employee performance of the company that will help the following in increase their operational efficiency and to give their operational objectives in an efficient manner (Guan, & Frenkel, 2018).  

Review of literature 

In order To ensure that every organization is properly supported with enchanting employees around them, there is a requirement for motivating them to a certain level. Achievement of work and examples of performance improvement is quite evident around the world as it helps in making sure that there are quality and development opportunities. In response to the requirement of making sure that there is performance improvement among the employees in a society of Saudi Arabia, there must understand corporate background reason to make that happen. The direct relationship between revenue and performance of the employees in an organization need to be clarified. The authority of an organization gets to see the efficient and efficient clarification of revenue gathering when there is performing employees in the organization in accordance with the requirement of the management (Chen, Eberly, Chiang, Farh & Cheng, 2014).

The possibility of performance and development of an organization are directly related to each other. The productivity of an organisation and consistent evaluation of organizational target is also developed with employees performing to the level best. Skilful employees in an organization do not require much of enrichment motivating bored however, there is situation there is an important requirement of providing them with acknowledgement about the requirement of efficiency in their work. Importance of employee performance also related to that of customer experience increment. The increment of customer experience is also directly related to that of increasing for the ensuring of performance appraisal among employees in an organization (Anitha, 2014)

Employee performance measurement

Discussing for the improvement of the employee performance, it is required to first find out the performance of employees in order to improve their overall performance in the work field (Boxall et al. 2015). It is an important factor and part to measure the performance of the employees for the betterment of the performance of the employees, as it develops the required and developed fields of the employees and distinguishes the parts where they need to improve. Different organisations and companies use different methods to measure employee performance, few of them are as follows:-

• Management by objectives- In order to better management organization in the company, the managers organize the workload between each employee. The aim of the employees is to meet the goal expectation of the given target which is considered as their goal. The employee performance measurement is based on the results based on the performance towards their goal.
• Number of errors- the number of error by one employee can also signify the employee performance measurement. If it is more likely to get more error in the work done especially in the field of computer programming, then it is to be said the performance of the employee should be improved. And on the other hand, the productivity is also checked in this, as because lesser the error in a workplace, more productivity reflects in the job done.
• Number of sales- the measurement of sales is a way to identify the performance of the employee in the field of sales and management. The simple as it can be, the more the sale of a product in the same field the better the performance of the employee. It is one of the easiest and simple way to measure employee performance (Zeng, Phan,, & Matsui, 2015).
• Revenue per employee- It is said to be the revenue generated by per employee in the revenue generated for the company. It is calculated by the revenue per full-time equivalent = total revenue / full-time equivalent. It describes the overall performance of the individual employee that how much revenue are they able to generate annually and describe the performance of the employees.

Strategies to improve employee performance at workplace

There are many techniques to improve employee performance in the workplace. One of the most common but hard to put into practice is to be afraid to delegate. Give responsibilities to the qualified employee and trust them that they will perform the given tasks well. This help to build up leadership qualities and skills between the employee and ultimately this will benefit your company as well. A company hired every employee for a reason, so give your employees a chance to prove it. Match skills and give responsibilities according to that to your employee for maximum efficiency in the work. Employees who are creative and out of the box thinker are great to pitch new ideas to the client. But they can't able to perform or work well with rules and regulation.

Communication is also one of the key factors to improve employee performance in the workplace. (Nielsen, K et al (2017)) Every company knows that communication and interaction between the employees are essential for a productive workplace. The most effective way of communication between manager to an employee is voice-to-voice communication, or by having a quick meeting can solve the matter way faster than by exchanging emails.

Training the employee well is also one of the best structural activities to improve performance. Learning skills in the workplace is a very efficient way to train the employees.

Employees learn only 10% from the formal training, other 90% come from interacting with the other co-workers and employees at the workplace. Seminars, mentoring and workshops are also effective ways for training employees and improve their performance in the workplace.

Keeping goals clear and focused also helps to improve the performance of an employee in the workplace. If you can not define the goals properly, employees will be less productive. So every company should define the goals clear and narrow as possible to their employee. Employees will be more efficient if they have a focused goal to aim for.

Feedback and reviews are also one of the best ways to improve the performance of the employees. According to Ganta, V. C. (2014) a company should spend as much as time as possible to praising their employees rather criticizing them. Do not ignore the weakness, but do not make weakness the only focus area of feedback. Encourage your employees to express themselves. Listen to your employee problem and try to solve, this will build up the relation and your employees will be more efficient in the workplace. 68% of the employees feel fulfilled when they receive regular feedback.

Appreciation, encouragement, rewards and incentives also work best to improve employee performance. When you want your employee to be more efficient then give them a reason to do so. When a company recognize and encourage their employee for their good piece of work then the feels appreciated and it is directly proportional to the increase in their productivity and efficiency. There are many ways to rewards your deserving employees like to take them out for a meal, extra paid off for extra time, send an appreciation letter in handwriting, etc.

Training and development strategies

Training and developmental strategies are very important for a company to train and develop the operational activities of their employees. This enables the company to efficiently handle the employee activities and performances during the year. In this context it is to be added that the company must identify and observe the employee efficiencies and skills regarding the objectives performances and knowledge in order to determine the sections in which the company needs to work on in order to provide effective employee balance. Thus it can be said that that specific training and development programs are important in order to increase the  overall working environment as well as the employee contributions during the year. In order to increase the employee efficiency some training and development tasks can be undertaken which are as follows

1. Skills and efficiency drills

An employees should be able to perform specified operations and tasks during the year or it should be engaging in specialised activities for the year. Thus the identification and development  of the employees skills and efficiency is important for the development of departmental works and activities during the year. Skills and efficiency can be developed through specialised training regarding specific tasks and activities which will polish the overall skills of the employee (Dabholkar, P. A. 2015).

2. Communicational tasks

Communication activities should be performed in the organisation in order to enhance the communicational skills and techniques of the employees for the efficient work environment of the organisation. Thus the communication skills of each employee must be identified and enhanced during the year in order to get the smooth and efficient working environment and team wok of the company. Communicational skills mostly develops in group assignments and tasks allocated between the team members.

3. Teamwork development

Development of teamwork is essential in order to gather the required information and knowledge regarding the development of the overall aspects and organisational operations. Teamwork mainly develops in certain situations where the team members gathers around and share the job details along with the procedures and beneficiary techniques to conduct the jobs. Misunderstandings and other conflicts are also minimised with the help of advanced and understanding team work.  

List of skills acquired during training

The list that has been acquired by me through training skills in an company are as follows:

1. Communication skills; It can be said that through training my communicational skills have been benefitted in effective manner and I have acquired efficient communication skills o perform effectively at workplace.
2. Working skills: I have learnt about the work approach and work ethic within the company that will be needed in order to perform the operations of the company.
3. Team work: I also  acquired the skills of working in a team through effective communication and coordination and with proper delegations of operations within the team.

Empirical studies

According to (Khan & Batool,. 2016) it is to be said that the organizations in the international market have applied several techniques and methods in order to imply better and smoother employee performances in order to gain organizational returns. In this context it can be said that (Parke et al. 2016) stated that the enhancement of the employee performances are mainly obtained by implying distinguished methods and procedures in the training and periodic tasks. Thus the development and enhancement of the employee performances are mainly done by the organization with the help several scheduled tasks and operations along with the multiple accomplishment training operations. Empirical studies of (Watt, Waterson, , & Grant-Casey, 2018, August) have reflected that the enhancement of the employee efficiencies and skills development depends on the organizational infrastructures along with various environment in which they are trained and observed. Those are not only the organizational structures of the company should also be employee friendly and must have the flexibility regarding employee turnovers and adjustments. The identification and development of the employees skills and efficiency is important for the development of departmental works and activities during the year which provides better and smoother operational benefits to the organization regarding the organizational operations (Guo, Liao, , Liao, & Zhang, 2014).

Gap of Literature

The gap in the above previous literatures  relevant to the subjected topic is that all the above stated articles have demonstrated knowledge limited too few strategies which can be used by a company in their developments of an employee performance at workplace. Where as in this literatures review there has been discussion over the different dimensions, strategies and aspects related to the ways in which employee performance can be improved.

Conclusion

Concluding on the above literature review it can be said that employee performance is essential part of an overall organizational performance. It is important to enhance the employee performance so that the overall performance of the company is improved. It can be said that the

Hypothesis

There are two hypotheses that has considered while conducting the research process and the basis of literature review and data analysis the following has been accepted and rejected:

1. To improve employee performance motivation is needed . {Rejected}
2. To improve employee performance training and development is needed. {Accepted}

Research methodology 

Methodology is a strategy to apply the theoretical analysis of the methods and studies applied to the particular article, modal or theory. It does not provides the ways to find the solutions of the problems but it helps identifying them in the given articles by analyzing the methods and studies used in the making of the article.

Research design used the given article is very descriptive, a straightforward language, does not requires much definitions and explanations. Research type that is used for the particular article are qualitative and quantitative, these are two different types of the research type used for the article. The sampling method used for the particular article is random sampling, meaning that the subjects taken for the discussions are taken random and not all and every point is covered. The data sources used for writing the research work are primary and secondary data sources, meaning the data sources are both from the research papers, articles , newspaper and also from the dedicated famous authors writing classic books for improving employee performance. Providing the overall data required for the article, more than enough data sources are given. These were few points of research methodology used for the developing this article (Adler et al. 2016).

Limitation 

The limitations in the given research can be described as time limited and the sources required to write the research were also limited. The time of submission given for the particular article was quite less, therefore becoming difficult complete task in time. The times allotted for a given job is also important in order observe the research. In academic writing the sources for the article used is also taken reference from academic articles, hence, it is may not efficient results but it provides nice overall idea about the topic. These were the limitation for the given study mentioned (Mone & London, 2018).

Data analysis and interpretation 

The data analysis will conducted through the data collected in the survey having 80 respondents to questionnaire prepared under the Likert scale this will also include some demographic question to check the viability of the respondents. The analysis of the data are as follows:

What is your educational qualification?
Options	Percentage	Total No of respondents	Responds
High School	20%	80	16
Graduate	43%	80	34
Post Graduate	31%	80	25
Above	6%	80	5

 

 

Are you an employee?
Options	Percentage	Total No of respondents	Responds
Yes	86%	80	69
No	14%	80	11

 

Do you agree that motivation improves employee performance?
Options	Percentage	Total No of respondents	Responds
Strongly Agree	13%	80	10
Agree	13%	80	10
Neutral	6%	80	5
Disagree	19%	80	15
Strongly disagree	38%	80	30

 

Do you agree that performance measurement is needed before improvements ?
Options	Percentage	Total No of respondents	Reponds
Strongly Agree	31%	80	25
Agree	39%	80	31
Neutral	3%	80	2
Disagree	13%	80	10
Strongly disagree	15%	80	12

 

Do you agree that training and development is needed to improve employee performance?
Options	Percentage	Total No of respondents	Responds
Strongly Agree	44%	80	35
Agree	33%	80	26
Neutral	3%	80	2
Disagree	9%	80	7
Strongly disagree	13%	80	10

From the above graphs and tables it can be said that the respondents are majorly well educated and are employees at different companies. This makes it sure that the sources of responds are not general in natures and the information is being received from a genuine sources which will provide a better view of the subject study. It can be seen in the above tables that on the question on whether the respondents think that motivation is core driver  employee performance that following respondent majorly in a negative manner (Ganta, 2014). This means that employee do not think that through motivational only employee performance can be increased. Whereas on the question of training and development major populations of the respondents felt that through the help of effective training and development program the  performance of an employee can be increase in an efficient manner. It can be said that the in the question of if it's essential that firm measures performance before improving on them the employees said that it is very necessary that the performance of the organization is measured before there are improved through effect manager and training program. Overall it can be said that the employees agreed that training and development are the ways through which a company can develop their employee performance and can also develop and efficient system through which the employee’s efficiency at workplace increases (Nielsen et al. 2017).

Conclusion

Form the above context it can be said that for any particular given company the dedication and involvement of employees towards their job or work is very important as it create a base for the improvement of the company. It decides whether the company will have a nice employment results and develop a good job profit to enter new employee thus creating overall positive brand value of the organization. On the other hand it also decides whether the company will have downfall or non-progressive environment within the company premises, thus creating a negative all over report the given organization. First of all, for the improvement of the employee performance, the identification of the problem the employment sector, that what is the problem!. To find out the problems within the employment fields there are several methods described in the above article. The necessary steps required to solve those problems will be like to applying potential strategies through with the performance of the employees will be increased , identifying the problems through with the potential strategies are not be implemented and getting an overall view of mitigating employee problems out of them. Also in order to improve the performance of the employees it is also necessary to initially measure the employee performance to know the field where the improvement is required for every employee. The ways to measure the employee performance is mentioned in the above article in very detailed manner, it is more likely to follow those. After having an idea of the employee performance regardless of the fact it is positive or negative, the necessary steps to improve performance of the employees are mentioned in strategies. Strategies of improve the performance are mentioned in detailed manner in the above context and it can be helpful to improve and develop the performance of the employees. Atlas the most important part comes in, applying the strategies to improve the performance of the employees in real field it can be done by the help of training and development strategies giving a steady and balanced way to improve the performance of the employees, thus stay in the track of learning and develop.

References

Adler, S., Campion, M., Colquitt, A., Grubb, A., Murphy, K., Ollander-Krane, R., & Pulakos, E. D. (2016). Getting rid of performance ratings: Genius or folly? A debate. Industrial and Organizational Psychology, 9(2), 219-252.

Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.

Batchelor, J. H., Humphrey, R., & Burch, G. F. (2018). How Entrepreneurial Leaders Use Emotional Labor to Improve Employee Attitudes and Firm Performance. International Journal of Work Organisation and Emotion.

Boxall, P., Guthrie, J. P., & Paauwe, J. (2016). Editorial introduction: Progressing our understanding of the mediating variables linking HRM, employee well?being and organisational performance. Human Resource Management Journal, 26(2), 103-111.

Boxall, P., Hutchison, A., & Wassenaar, B. (2015). How do high-involvement work processes influence employee outcomes? An examination of the mediating roles of skill utilisation and intrinsic motivation. The International Journal of Human Resource Management, 26(13), 1737-1752.

Callan, R. C., Bauer, K. N., & Landers, R. N. (2015). How to avoid the dark side of gamification: Ten business scenarios and their unintended consequences. In Gamification in education and business (pp. 553-568). Springer, Cham.

Dabholkar, P. A. (2015). How to improve perceived service quality by increasing customer participation. In Proceedings of the 1990 academy of marketing science (AMS) annual conference (pp. 483-487). Springer, Cham.

Fox, C., Webster, B. D., & Casper, W. (2018). Spirituality, Psychological Capital and Employee Performance: An Empirical Examination. Journal of Managerial Issues, 30(2), 194.

Fu, N., Flood, P. C., Bosak, J., Morris, T., & O'Regan, P. (2015). How do high performance work systems influence organizational innovation in professional service firms?. Employee Relations, 37(2), 209-231.

Ganta, V. C. (2014). Motivation in the workplace to improve the employee performance. International Journal of Engineering Technology, Management and Applied Sciences, 2(6), 221-230.

Guan, X., & Frenkel, S. (2018). How HR practice, work engagement and job crafting influence employee performance. Chinese Management Studies.

Guo, Y., Liao, J., Liao, S., & Zhang, Y. (2014). The mediating role of intrinsic motivation on the relationship between developmental feedback and employee job performance. Social Behavior and Personality: an international journal, 42(5), 731-741.

Hassan, S., Wright, B. E., & Park, J. (2016). The role of employee task performance and learning effort in determining empowering managerial practices: Evidence from a public agency. Review of Public Personnel Administration, 36(1), 57-79.

Huang, S. Y., Lee, C. H., Chiu, A. A., & Yen, D. C. (2015). How business process reengineering affects information technology investment and employee performance under different performance measurement. Information Systems Frontiers, 17(5), 1133-1144.

Khan, Y., & Batool, S. (2016). PERCEIVED RELATIONSHIP BETWEEN TRAINING AND DEVELOPMENT PRACTICES AND EMPLOYEE PERFORMANCE AT COMMERCIAL BANK IN PESHAWAR. Journal of Management Research (JMR), 2(2), 161-179.

Massingham, P. R., & Tam, L. (2015). The relationship between human capital, value creation and employee reward. Journal of intellectual capital, 16(2), 390-418.

Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.

Nielsen, K., Nielsen, M. B., Ogbonnaya, C., Känsälä, M., Saari, E., & Isaksson, K. (2017). Workplace resources to improve both employee well-being and performance: A systematic review and meta-analysis. Work & Stress, 31(2), 101-120.

Nielsen, K., Nielsen, M. B., Ogbonnaya, C., Känsälä, M., Saari, E., & Isaksson, K. (2017). Workplace resources to improve both employee well-being and performance: A systematic review and meta-analysis. Work & Stress, 31(2), 101-120.

Parke, M. R., Weinhardt, J. M., Brodsky, A., Tangirala, S., & DeVoe, S. E. (2018). When daily planning improves employee performance: The importance of planning type, engagement, and interruptions. Journal of Applied Psychology, 103(3), 300.

Shen, J., & Benson, J. (2016). When CSR is a social norm: How socially responsible human resource management affects employee work behavior. Journal of Management, 42(6), 1723-1746.

Story, J., & Neves, P. (2015). When corporate social responsibility (CSR) increases performance: exploring the role of intrinsic and extrinsic CSR attribution. Business Ethics: A European Review, 24(2), 111-124.

Sudirman, I., Sunaryo, I., Prihartono, B., & Setiaboedi, A. P. (2018). Conceptual Model of Confucianism Culture to Improve Employee Performance for SME. Advanced Science Letters, 24(10), 7201-7204.

Van Wingerden, J., Derks, D., & Bakker, A. B. (2017). The impact of personal resources and job crafting interventions on work engagement and performance. Human Resource Management, 56(1), 51-67.

Watt, A., Jun, G. T., Waterson, P., & Grant-Casey, J. (2018, August). Understanding Resilience and Adaptation in the Blood Transfusion Process Using Employee Accounts of Problem Resolution. In Congress of the International Ergonomics Association (pp. 331-338). Springer, Cham..

Wellin, M. (2016). Managing the psychological contract: Using the personal deal to increase business performance. Routledge.

Xiong, L., & King, C. (2018). Too much of a good thing? Examining how proactive personality affects employee brand performance under formal and informal organizational support. International Journal of Hospitality Management, 68, 12-22.

Zeng, J., Phan, C. A., & Matsui, Y. (2015). The impact of hard and soft quality management on quality and innovation performance: An empirical study. International journal of production economics, 162, 216-226