Gsbs6192 : Strategic Human Resource Assessment Answers

The Pursuit of quality

One of the main challenges for small businesses facing rapid growth is maintaining the culture that helped them achieve success in the first place, and one key aspect of this is how to manage performance. When the whole company fitted into one office, it was easier to manage performance, share ideas and give feedback. As the company grew, systems were needed to support this process, without inhibiting their innovative and collaborative culture.

Maximo decided some kind of formal process was needed, but wanted to maintain an informal and accessible approach to managing performance. They introduced performance review software that looked and felt like a computer game – colourful, intuitive and user-friendly. It enabled managers to review employees in the same way they worked, as a team. Objectives are set by senior management and all employees are then asked to set a goal for themselves, including a set of measurable objectives to help them achieve it.

All employees have regular contact with their managers to review progress and any support requirements throughout the year, and at an annual review, the whole team receives a rating on a 5 point scale (needs improvement to amazing). Crucially this is not just based on the manager’s opinion; Maximo use a 360 degree feedback system to ensure every employee receives feedback from peers, managers and more junior colleagues to help them improve. Pay discussions happen 2 months after these reviews so financial concerns don’t get in the way of improving performance.

Unit 6 Managing the employment relationship

Within the culture of collaboration and trust, all employees are encouraged to show leadership in their own area. This is a key part of their success, leading to innovation and has resulted in a relaxed approach to employee relations. Each employee has their own needs and expectations to enable them to give their best, and these requirements are agreed individually with line managers. Two-way communication continues to be a central part of the culture.

Employees are able to email questions to senior managers, and the most commonly asked are addressed at monthly huddles, that the whole company attends (either in person, or remotely). These huddles are also used to share information about what’s happening in the business, so employees can see where they fit in.

Journal Entry

For your Unit 5 and 6 Journal Entry you should reflect on what kind of choices Maximo have made about the employment relationship. How could this affect organisational performance?

Answer

Introduction:

The report aims at providing at overview of strategic human resource management in the context of the choices made by Maximo in maintaining the employment relationship. Building of employment relationship takes place when the employer and the employee agree on work that needs to be executed. Such work is often performed under the control and supervision of the employer and the employees on the other hand receives a wage. The report also discusses how Maximo’s choice impacts the organizational performance.

Choices Made by Maximo in Defining Employment Relationship

I have found that innovation have resulted in a much relaxed approach for maintaining employee relations. To maintain employment relationship Maximo introduced a performance review software which is intuitive, user friendly and colourful and allowed the managers in reviewing employee performance (Kehoe and Wright 2013). The company also used a 360 feedback system for ensuring that the employees receive a feedback from the managers, peers and the junior colleagues for improving their performance (Aggarwal and Thakur 2013). Maximo also follows a two way communications as a key part of the organizational culture and in maintaining employee relationship. The company defined communication channels for dealing with the problem of employees (Leekha and Sharma 2014). Therefore, Maximo has allowed its employees in emailing questions to the senior managers that are addressed in the monthly huddles attended by the whole organization either remotely or in person. Besides, the huddles also shares information regarding the happenings of a business so that the employees are able to view where they actually fit.

The Impact of the Choices on the Organizational Performance

The choices made by Maximo had the following impacts on organizational performance:

It helped in setting expectations: The choices made by Maximo helped in establishing clear expectations. This helped in conveying the idea about how their performance ultimately has an impact on the organizational performance and the steps that needed to be carried out for achieving a positive feedback (Anitha 2014).

Helps in Building Stronger Relationship: It also helped in building loyalty and trust thereby helping in building stronger relationship. Besides, it also focused on meeting the individual needs, conveyed crucial information and provided necessary feedbacks which were not only constructive but also positive (Mikkelson, York and Arritola 2015). This in a way contributed to the organizational performance.

It promotes Innovation and Ideas: The choices of Maximo also led to newer innovation and ideas. It helped the employees to understand the factors contributing to the organizational performance and thus focuses on not only making improvements but also in spotting innovation opportunities contributing to further success (Ghosh 2013). Besides, the employee’s realization about their performance and feedback being addressed, shared and reviewed by the senior management motivates them in contributing to the organizational performance.

Conclusion:

On a concluding note, I can say that maintaining employment relationship is a vital factor in determining organizational performance. In report, Maximo maintained employee relationship through the adopting a performance review software, 360 degree feedback system and an effective communication channel for its employees that not only helped in sharing the issues as well as feedback. This in a way contributed to the organizational performance.

References:

Aggarwal, A. and Thakur, G.S.M., 2013. Techniques of performance appraisal-a review. International Journal of Engineering and Advanced Technology (IJEAT), 2(3), pp.617-621.

Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), p.308.

Ghosh, A.K., 2013. Employee empowerment: A strategic tool to obtain sustainable competitive advantage. International Journal of Management, 30(3), p.95.

Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.

Leekha Chhabra, N. and Sharma, S., 2014. Employer branding: strategy for improving employer attractiveness. International Journal of Organizational Analysis, 22(1), pp.48-60.

Mikkelson, A.C., York, J.A. and Arritola, J., 2015. Communication competence, leadership behaviors, and employee outcomes in supervisor-employee relationships. Business and Professional Communication Quarterly, 78(3), pp.336-354.

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