HR management report help: Performance management on STUSH

1.      Executive summary:

Intend of this report is to provide an overview of performance management. In this context, several examples of best practices of performance management have been underlined for the brief discussion. To support the research and examples, an organization has been taken and has been reviewed for its profile and business. Further segments of the report discuss about existing management system for performance that is already into business’ practices. In addition, the performance management system has been evaluated on the basis of well-established performance metrics. It highlights the processes and documentation part of the system which have been adopted by that organization. Afterward, a new and well-designed performance management system has been explained for the organization to work effectively. Finally, some key points have been summarized in the conclusion part of the report.

1. 2.      Introduction:

To demonstrate the performance management system, it is required to introduce an organization and its business. An organization named ‘STUSH’ has been chosen for the discussion which offers health and beauty products to the customers. The main aim of the company is to touch the customer and make them satisfied by offering high-class beauty products. The company also advices the customers about beauty tips and therefore spends such a great time with them. The company not only reaches to the women for making them beautiful but also teaches them to stay beautiful as well.

The products offered by the company are for skincare, make up products, fragrances and for re-nutriv. The specialty of Stush is skin care products in which it sells moisturizers, nutritious and other producers for skin-repair.  Moreover, the company also makes available products such as replenishing comfort, ultimate cream for youths and Ultimate white & lifting. In addition, company provides services for intensive and brightening treatment to the customers. The company is located in Sydney and has also a few international presences with its branches.

1. 3.      Performance management:

Performance management reveals that business is going successfully and all established organizational objectives are being met properly, effectively and efficiently. It mainly highlights the area of performance of each department, employees, an enterprise as well as the processes which have been approached by the organization to build the good quality products and services and many other areas. Besides, a company allocates its resources at appropriate systems on the basis of strategic objectives and business work priorities. When it is talked about performance management system of an organization, first a statement related to vision and mission is taken into consideration in order to analyze the commitment. This further helps determining the purpose of business, its customers, key products and scope of the organization. Next, each employee and department can also be judged through performance management system. Every company has different kind of frameworks in practices for performance appraisal to know the current condition and overall performance of both the organization and the employees (Rausch & Peter, 2011).

Additionally, it leads to growth in sales and revenue, reduces cost for the organization and also stops the overrunning of projects. Performance management system introduces the incentive and bonus plans for the employees for their achievements so that they could be kept motivated. On the other hand, it builds up the transparency in their accomplishments and thus represents the high confidence level among the employees. Following this, to understand the performance management system in a more effective way, an already existing system of performance management of Stush Company has been delineated in forthcoming sections of the report (Scholl & Richard, 2002).

1. 4.      Review of Stush’s performance management system:

Performance appraisal system is associated with all those frameworks which are helpful to evaluate personality, performance and capability & core competencies of its members of group. A well-managed framework of Stush’s performance management demonstrates the strengths and weaknesses of the employees of an organization by developing their effectiveness and capabilities. The process of Stush’s performance appraisal system consists of five activities which are following:

• Panning: This stage depicts planning in advance about resources allocation, products, offerings, strategies, marketing & sales, financing, and then future planning.
• Monitoring: At this stage, all major activities of Stush are monitored and evaluated so that area of improvement could be identified to present the products with good quality. It includes the process of monitoring ingredients mixing, type of chemicals used, reaction of chemicals with all skin types, odor, quality-packaging, manufacturing date, and appearance of the products. Apart from this, employees’ performance is taken for major concern those who are involved in the entire process (Chapman & Alan, 2006).

(Source: Analytix, 2012)

• Developing: After pure evaluation of the activities, areas are defined to be developed. In case of Stush, they developed the proper allocation of resources according to their specialization. Steps were taken to make all the employees work together so that the purpose of brand creation could be build up.
• Rating: Rating relates to rate each employee on the basis of achievements they have made. This is made possible by bringing incentive and bonus plans forward for the employees so that they could start generating higher sales and output for the company. Stush has maintained appropriate criteria for performance evaluation. For this, they have approached 360 degree feedback performance appraisal system (Denisi & Griffin, 2001).
• Rewarding: After rating the employees based on their performance, they are rewarded to encourage for future growth.

After representing the steps of process followed by Stush, a complete overview can be illustrated on 360 degree feedback appraisal system. It has been agreed upon by Stush to take into view because it the most suitable system to know the absolute performance of employees. Reason being, 360 degree feedback framework reveals the employees’ feedback based performance which is obtained from a number of sources who comes in touch with employees at Stush.

4.1 360 degree feedback system: Stush is a company which deals into cosmetic products mainly for women. Therefore, the business demonstrates the regular and strong relationship between employees and customers. It requires good interaction between employees and its customers so that preferences of them can be assessed for further changes and additions. In this, every employee from executive to frontline managers and superiors are considered and provided with feedback from their co-workers. According to Stush cosmetics employees of their company should be involved early in the process and the feedback must be impartial and clear (Alexander, 2006).

(Source: Dosh, 2007)

Advantage to the employees:

Rather than emphasizing only on top level, priority must be taken toward junior and middle level management irrespective of their designation. Consequently, confidentiality should also be ensured by the management. This appraisal system helps every individual getting a general idea about what others perceive them.

On the other hand, it uncovers all the blind spots and provides quantifiable data on employee’s soft skill (Kamen & Pady, 2003).

Advantages to the organization:

By knowing the overall feedback for its employees, the company comes with a better opportunity of career development for employees. 360 degree appraisal system becomes fruitful for Stush to strengthen its corporate culture, core competencies and business values. The main benefit the company gets by adopting this appraisal is the customers’ satisfaction’s enhancement as it involves them in feedback system. For future potentials, improvements and growth, the company also conducts the training sessions to deal with the customers effectively (Silverman, Karrin & Carter, 2005).

Conclusion:

On the basis of overall discussion, it can be said that performance management is a process to watch over the accomplishment of targeted objectives. It is done on the basis of monitoring both organization and employees’ performance. In this context an organization Stush dealing into beauty products has been taken for reviewing its performance management system. The organization mainly aims at customers’ satisfaction by offering them high-quality products. For that, it takes care of the ingredients and chemicals that are used in the products.

The 360 degree framework exercised by Stush Company for its performance management reveals the benefits it generates to the organization as well as to the employees. 360 degree feedback system is the most appropriate performance management system for Stush because it deals with the customers frequently and also remains in contact with them for their feedback. Te evaluation of this system dictates that it will help getting the customers’ preferences and requirements by knowing the feedback and will also uncover all the spots which are blind to the employees. Finally, some strategies have been described in relation to Stush’s performance management system’s improvement.

Recommendations:

• First, the organization should create the standards to measure the overall performance of the organization and its employees. Thus, company can know its current position in order to know on how they can perform better.
• Then, they should the clear and smart objectives for both the organization and the employees so that employees could also improve their skills individually. For that it can take management by objective into main consideration.
• In addition, company can plan to make scorecards to rate each employee on the basis of their performance and achievements. A scorecard takes care of customers’ perspective, financial perspective, internal business and innovative and learning perspective (Dooren & Thijs, 2010).
• Besides, the company needs to check its strengths and weaknesses so that it could seek the better opportunities for its business.
• Its main point of concentration should be brand building as it offers skincare products. While making a buying decision for beauty or skincare products, every customer’s main concern is to look for brand first.
• Afterward, the companies should keep their employees motivated by provided them with yearly bonuses because it drops a positive impact on its employees to work them efficiently.
• Moreover, company can maintain the records for its employees’ performance data so that it could be compared with previous data and frequency of their performance could be mapped (SAS, 2012).

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