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Question

You know that many factors affect the overall satisfaction of employees. As part of your efforts to continually improve performance and employee satisfaction at your own organization, you decide to learn what other top companies are doing in this area. Consolidate your research into 4-6 pages that can be shared with decision makers at your organization.

Choose one of the Top 100 Best Companies to Work For from this year’s list. Use the library and Internet to research the company and its employee programs.

Describe the employee programs that have helped this organization make the Top 100 list.

Explain how the effectiveness of these programs can be measured.

Explain the measures used to compile the Top 100 rankings.

Describe how a performance management system can lead to positive organizational outcomes.

Include as much specific information as possible to support your ideas.

Cite resources using APA style.

Please refer to the following multimedia course materials:

Unit 5: Developing Strategic HR Policy

Answer

Effective employees program 

The success of Tesco is attributed to the Company higher degree to engage its employees. Employee engagement is a crucial technique for Tesco, which aims at attracting skilled workers besides retaining the staff. Tesco has a large workforce that might present challenges in active involvement. Employees in Tesco also have individual needs and expectations in their career and therefore listen, and Fix principle has been the main listening concept adopted by the firm to boost its employee engagement.  The aim of this concept was to ensure that the company’s clients remain a better location for shopping and workplace driven by outstanding employee engagement. Also, the listen and fix concept enabled a deeper understanding of salient issues in every aspect of the firm operation. The company has initiated a yearly survey dubbed Viewpoint. The dissertation increased our knowledge of the definition as well as the drivers of workforce engagement in Tesco.  The Tesco PLC is a multinational Company and therefore faces a range of cultural settings. 

Another crucial factor that has enabled Tesco to maintain its rank in the top 100 most influential company is enhanced employee’s productivity. Employee productivity is a critical element towards the success of any profit-oriented organization (Cihon & Castagnera, 2008). A production manager should therefore, be concerned with the best ways to promote employees’ productivity, which then culminates to increased firm productivity. However, this can be achieved through proper research on the variables that determines the employee productivity. Moreover, such studies only become feasible when the right research design is employed. A good research design becomes the driving force for the practical study outcomes based on the appropriate research question, the problem as well as hypotheses. Therefore, for the production manager to efficiently determine the linkage between job performance (dependent variable) and several independent variables such as (skills required for the job, rewards (pay and other benefits, employee motivation and job satisfaction). However, for sufficient motivation, job satisfaction and performance which in turn leads to increase in job performance, there must be attractive rewards to employees. In relation, Tesco has maintained this as one of its cultural aspect hence employees relate so much to it. The research is a cause-effect one and therefore, there is a need to choose the design that is appropriate to link the employee’s performance and the reward and other variables. 

Every firm should understand that segregation in workplaces is, in essence, a major blow to the ability of such companies to realize their goals. No form of discrimination is accepted in the firm, and every new management system is oriented to uphold this as a virtue of the company. Segregation of employees has been made punishable by law by the corporation’s ethical codes.  The principle of triangulation should thus take center stage in any organization as this justifies the fact that a combined effort of two will always override the efforts of a single individual.

Importance of Motivation

In general situations, there is a unique connectivity between employee motivation and productivity. Looking at it from a liberal ground in Tesco, the employers and potential employers consider the importance of employing such strategies for their workforce. In return, production level significantly increases directly hiking business goals.  In the motivation process, however, it is key for an employer to consider personality differences since it was highly likely for each employee to have individual preferences, besides the pay sheet, each of us needs a driving motivational factor to keep us on toes.  

Significantly, the need for feedback from managers and supervisors invokes the feeling of appreciation and recognition.  Frequent tips of rewards recognition such as the employee of the week make employee feel attached as part of the success resulting in better team harmony. Relatively, it is evident that salary is usually an appropriate form of motivation, however, independently it is insufficiently and most of the time requires backup (Bhola & Raskar, 2013).   

Nurturing and Promotion of the growth

 In the process of nurturing, one gets to spend quality time with coworkers hence providing holistic development at personal levels. In relation, managers who take time in nurturing their workers have more understanding of background and values of their employees. Through this positive involvement growth in the workplace is enhanced, the demonstration in small ways is noticeable hence significant impact on the employees work attitude. Positivity in the workplace also gives direction to a peaceful and workable environment in the office. An active mind operates in a satisfied state enhancing its full potential and productivity.       

Program Measure 

The effectiveness of the program is measured on a long-term basis. Conversely, it is true to say that employee performance is dictated by several variables that independently play a significant role. In the case study, the effectiveness of the program is measured through frequent interaction with the employees so as to share the company’s strategic moves and to work on the falls of the enterprise as a holistic team (Cihon & Castagnera, 2008). The management ensures that the employees felt appreciated and accounted for. Another strategy used is the creation of institutional departments that air the grievances of the employees as they offer labor services to the company.  

Measures used to compile the top 100 rankings

A business classification means the listing or ranking of different enterprises or products based on specific criteria. The criteria used however is dependent on the nature of the company. Examples include:

  •   Banks are ranked through the use of dollar volume
  •   Insurance companies ranked in accordance to premiums earned
  •   Advertising companies listing is embedded on their annual billings
  • Retailers companies according to profits per employee

In relation, in some cases, multiple criteria may be used to create a single ranking. An example of this includes the ranking of mutual funds which is based several criteria. The same results to a more sophisticated indexing procedures in determining the fund’s performance. The most common business ranking is the Fortune 500 published in Fortune magazine in the April issue. Other publications of Fortune include Service 500 in May, Global Services 500 in August and Global Industries 500 in July.   

Performance Management System 

Tesco utilizes the performance management to maximize the employee management. The article appreciates the challenges of globalization to Multinational Enterprises on integrating and localization. The overarching problem, however, is how the Tesco Company Human Resource Management practices can be standardized keeping them maximally efficient. Tesco, therefore, recognizes the need to engage the employees to realize its future success and to remain a competitive firm. In Qatar, there is rampant staff turnover running at some epidemic proportions. Therefore, learning to about workforce engagement as well as building employee loyalty to Tesco firm is fundamental for the future of the Company in Qatar. The cultural differences in UK and Qatar are noted based on the hierarchical organizational needs. Such variations are also inevitable on whether to focus on group or individual. Therefore employee’s responses to managers and organization throughout the work hierarchy rest on such differences as well as the systems put forth to manage the performance of the Company. Therefore, the degree of employee engagement in Tesco firm depends on these cultural variations. There is a connection between performance management and employee engagement in a cross-cultural business operation settings is a concept that cannot be overlooked (Bhola & Raskar, 2013). Performance outcome is directly linked to the company’s performance management. In relation, the company will be at an upper hand at the expenses of the companies that do not engage in performance management. The most significant outcomes are the enhanced productivity of the firm.

References

Cihon, Patrick J., & Castagnera, James Ottavio. (2008). Employment and Labor Law. South-Western Pub

Bhola, S. S., & Raskar, S. S. (2013). A Comparative Assessment of Employee’s Perception towards Motivational Practices of Engineering Industry in Satara. Golden Research Thoughts, 2(10).

Egberi, E. (2015). Motivation and Employees’ Productivity in Local Government System in Nigeria. Journal for Studies in Management and Planning, 1(3), 148-163.

Gafor, N. H., & Rashad Yazdanifard, A. (2014). How Leaders and Managers Aptitude Results in Either a Boost or Diminishing Morale of the Employees. Global Journal of Management And Business Research, 14(6).

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