Organizational Behavior help on :  CoPro

Introduction

CoPro is a large cooperative society supermarket in the regional town of country Victoria. The mission of the society is to provide an extended hours shopping facility, which offers an affordable range of day to day household commodities and services. I (James Washington), the human resource manager for this cooperative society and today I would set an action plan for better and maximization of profits. Today I would like to tell you some of the terms and its clear meaning.

This figure is explaining the performance management system.

Role and Relevance of Organizational goal

The role of organizational goal is to meet the standards of any particular company¹. Like the mission of CoPro society is to provide an extended hours shopping facility, which offers an affordable range of day to day household commodities and services. So the goal of the society members is to meet the standards which are set and satisfy the customers at the fullest. I am an HR manager for the stock and delivery section, so the organizational goal for this particular section is to maximize the satisfaction customers by providing goods to the supermarkets on the particular timings. As the time plays an important place in anybody’s life, so the same value should be provided here as well. [1]

As I believe, Elizabeth, the team leader for the area is directly responsible for delivering goods directly to the manager of the store of the supermarket, so the goal for Elizabeth to deal with these people on time, call them for the stock which is near to finish and try to sell more of the products. This is one of the task through your performance will be measured. Continuing with the same, as Brett is also the one of the team members from stock and delivery and very much familiar with the area, Brett’s responsibility is to check out the supermarket store manager who are not purchasing goods from us and brief them the positive attributes of our society and try to enhance the business.

Role and Relevance of objective

The objective and mission statement of any company seems to be same and there is not very much difference between the both, as the mission statement of CoPro cooperative society is mentioned above, so the as per that mission statement the objective of employees is to maintain this mission by giving their best and facilitate all the facilities to the respective consumers. The relevance of keeping an objective gives a broad spectrum on which any employees can work and this helps in setting standard to which each and every has to meet.

Key Performance areas in stock and delivery section

The performance management is all about the performance of the each and every employee. It helps in evaluating once performance quite easily and helps in giving right appraisal to the right person. The key areas in stock and delivery section are:

1. The most essential thing is that stock should be up to date and warehouses should be full with demanded products. In other words, demand of the product should not be exceed by the supply of the product. It is should be equivalent, although the supply and demand of the product can be predicted but at least we can maintain it keeping stock full.
2. The second essential thing is to deliver the demanded or ordered products on time. As I already explained the crucial thing about the time. Another important thing about the delivery is that we are available with alternate of every product and as we deal in day to day household commodities and services, so once we get delayed in delivery then any alternate can take place of our product. Elizabeth is responsible for stock and delivery section, so its het responsibility to cater all the manager of supermarkets and follow up with them regarding commodities which get supplied to them. This is the main part of the performance management.

Policies, standards, and codes that apply when developing the performance management systems:

Performance management and development provides a framework to value our staff, provides a working environment that acknowledges their contribution and builds capacity to ensure organizational effectiveness.

An effective performance management system requires following policy and policy details are as follows[2]:

1. Requires a shared responsibility between supervisor and employee.
2. Clarifies and aligns performance objectives.
3. Includes feedback and coaching concern
4. Identify training and professional development need
5. Measures and documents performance
6. Finally, provides input for the compensation and incentive purpose

The standard and code of conduct is necessary of each and every employee.

Legal issues while developing performance management system:

The legal should be addressed while developing performance management system. The legal issues can be raised related to the stock and delivery section. Although not much legal issues will get raised.

The process, procedures and tools that could be used in the specified functional area to provide feedback on individual performance when:

4.1 Monitoring the performance of each team member: – The process of monitoring performance of each team member is to provide the performance sheet to the each member, that sheet contains the fields which have the heading which counts the day to day work done by each and every member. The procedure will follow that task assigned to each and every person has got done effectively or not. Every team is required to fill that particular sheet which will be known as MIS (Management Information System).

4.2 Measuring the performance of each team member:-  To provide feedback to each and every individual, measuring performance is quite compulsory. The performance of the team member can be measured by viewing the task performed by them on day to day basis. As, the performance is taken care only in stock and delivery section then by their day to day dealing with the manager of supermarkets and proper and correction usage of stock helps in measuring the performance of the every team member.

4.3 Reviewing the performance of each team member:- After monitoring and measuring process the reviewing comes under consideration. Review of the performance can be done through external check up of the task assigned. The performance of the team member can be reviewed on weekly basis.

5. a) The example for the performance objective for a team member is explained below:

At XYZ Company the performance objective plays an important role. The performance objective means to set a particular goal for each and every individual.

5. b) Action plan :-

For example Tom is the senior human resource manager in the XYZ company and his job description is as follows:-

He is required to make performance development plan and through this plan he has to use the best part of the employees, he has to make fuller utilization of the human factor.

6.  The beginning plan of action is required to make for performance indicators, performance standards and performance objectives. This plan will help in making out best of each and every employee, so the plan is every employee will come to the office at their allotted previous time and ensure the punctuality. As I have seen that employee of other departments has also starting shown their interest in the performance management system?

7. The flexibility, adaptability and responsiveness are the essential part of any company. These are the key behavior of any company. They are often formally communicated through documentation which supports the mission statement, objective and goal of the company[3]. Basically the formal communication channel is get used in any company. Also, the manager can build this behavior into the evaluation process of the employee. Informally this can be drive that can flow in the organization as a culture change with posters, banners, handouts, intranet blogs, message boards, e-mails, startups etc. These are some of the communication channels which helps in communicating with the employees, although a manager can have a piece of word personally but it is not possible with each and every employee.

8. Four issues I would like to take into account while introducing performance management system to the team members to gain their acceptance and commitment to implementing the system in their area[4].

1. The very first issue is related to the job description of each and every employee of this particular section. As the performance management system is first time is getting introduced in this section. So I believe no issues have occurred with the job description of the employees.

2. The second issue could be related to the reporting method which is MIS system. I believe MIS system is getting applicable and becoming very famous and familiar in every other organization. It helps in the evaluation process of every individual. Filling process on daily basis helps in completing the task on time and gets reported on the very same day.

3. The third issue could be related with the timings and as I have explained a lot about time that it is very crucial. So without any if an but the time should be cater well by every individual.

4. The fourth issue is very common issue which gets raised in every company and this issue is related to the reward process. The reward should be given to each and every employee. The reward will be provided by evaluating the work progress.

9.) The process and procedures that can be used to give and receive feedback on:

1. Poor Performance:- The process of evaluating poor performance and giving feedback on poor performance. The poor performer will get be told individually by the manager. They will not got feedback in between every one.

2. Exceptional Performance:- The process of giving feedback on exceptional performance will also be get told by manager to the particular person and this news will be shared to everyone by sending formal mails to everyone by mentioning the name of the winner or the exceptional performer.

3. Career development potential:- The process of career development potential will be declare to the person who puts in their head and heart into company or just to meet the mission and objective of the company.

10) Provide dot plan for discussing with managers how to undertake:

a. Interviewing an underperformer: – The underperformer can be interviewed through starting. The communication should include the formal and informal verbal statements. After discussing a  bit informal verbal communication, the weak points should be get addressed so that the underperformer get to know the points where he has to work upon and what are the points he can improve and perform better for the next time.

b. Conducting a disciplinary interview: – To conduct disciplinary interview, the manager should prepare a performance sheet mentioning the fields which gets addressed through the every performer. This sheet should be followed by some questions which get answered by everyone.

c. Conducting a formal performance counseling session: – The counseling session is required to improve the performance of the employee and counseling is essential for each and every person because counseling helps in improving the performance of each and every person[5]. This counseling session will be undertaken by the manager under which he will discuss the overall weakness of every person, but will not address name of any person. The strong point of performer will also get discussed so that everyone can learn to perform up to the mark.

11 a) A performance improvement options: – The positive options will be given to every under performer. After counseling session the under performer will try to improve the performance. The performance sheet is required which I have already mentioned which is MIS[6].

b) Learning and development activities: – The learning and development process is the ongoing process. These activities are ongoing which brings effective change in the performance of the employee.

Conclusion

Successful organizations are discovering performance management as a critical business tool, one that plays an important role in translating business strategy into better results. Success with performance management doesn’t happen

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