Discuss about the Case Study of Middle Eastern Organization.
The report is a discussion of a case study related to a Middle Eastern organization. The organization chosen for the report is Almarai Co (almarai.com/en/corporate/almarai, 2018). The company had its establishment in Riyadh, the Saudi Arabian Kingdom in the year 1977. Almarai Co is one of the leading food and beverage manufacturer as well as distributor in the Middle East. The company represents a partnership between Agri food pioneer of Ireland, his brother Paddy and the Prince Sultan bin Mohammed bin Saud Al Kabeer. The report will discuss about the vision, mission and strategy of the company. There will also be discussion on reviewing the performance management system and the performance appraisal process. There report would also provide an insight into the organizational approach in dealing with the Raters Bias. The report would also show the degree to which the strategy for Raters Bias coincides with performance management of human resource. There are also recommendations on enhancing the alignment.
In present times, Almarai Co represents one of the largest diary firms in the world that has a vertical integration. The brand of the company has been synonymous with the quality. The company believes in maintaining a quality culture throughout (almarai.com/en/corporate/almarai/profile, 2018). It is the strategic decision making undertaken by the senior management and the board of directors that extends across the manufacturing, farming and the distribution of the operations that acts integral for the development of the professional skills of the employees. The company has high expectations from the vendors and the suppliers and exercises a thorough quality control measures across their procurement activities. The vision, mission and strategy of the company are as follows:
Vision
The vision of Almarai Co remains in being the preferred choice amongst the customers and lead the market with its beverage products and superior food (almarai.com/en/corporate/almarai/mission-vision-values, 2018).
Mission:
The mission of Middle Eastern firm lies in providing nutritious and quality food and beverages that enriches the lives of the consumers on a daily basis (almarai.com/en/corporate/almarai/mission-vision-values, 2018).
Strategy:
The strategy includes (almarai.com/en/corporate/almarai/strategy, 2018):
The Performance Management System (PMS) represents a continuing cycle of the development process between the line manager (LM) and an individual employee (Pollitt, 2013). This occurs round the year, supports the accomplishment of the strategic objectives of an organization, and is applicable to all the employees. The organizational training and development unit if a firm is responsible for ensuring smoother implementation of PMS.
The general guidelines for PMS put forward by Almarai Co include (Keong, 2013):
Ensuring Succession Planning
Identification of the goals
There are Bands designed by Almarai Co for the Performance Appraisal System of the supervisor level (SL) and the general workers (GW) (Shaout & Trivedi, 2013). The Bands ensures natural differentiation and fairness amongst the employees depending upon their performance through the entire process. The company has however decided implementing a forced ranking system for marking the final ratings for performance appraisal for the SL and GW Bands for a specific year. Since the supervisor level (SL) bands and the general workers (GW) bands represents majority of the population of Almarai Co therefore the application of the Forced Ranking System ensures the fair distribution of the ratings amongst the non management employees and across all the departments of the company. Therefore, it is essential for ensuring that each of the employees in the SL and GW bands has at least one of the ratings by the year-end thereby representing the performance appraisal based on a system of forced ranking. It is however essential to understand as some of the employees might think mistakenly that have two unusual ratings. However, the system remains applicable to almost all the employees belonging to the different bands. The application is however different for different categories of the employees (Aggarwal & Thakur, 2013).
Almarai Co tries and selects the key performance indicators and uses them effectively in improving the business performance and in addressing the Raters Bias (Street & Richardson, 2015). The company has thus implemented setting of key performance indicators (KPI), known as the SMART objectives, for the employees to pursue. It is necessary for each of the employees for appointing various objectives and ensures their approval by the line manager. These objectives should fall under the SMART framework that implies:
Specific: List of the tasks or the actions undertaken for accomplishing the smart objective
Measurable: This assets a criteria of success for each of the action of the task and ensure indicating their measurement
Achievable: This implies the availability of required resources
Relevant: This implies showing the relation between the corporate strategy and the division strategy
Timely: This indicates the time of achieving the objective and implementation of the review method.
Almarai Co also puts forward a competency framework in addressing the Raters Bias. The competency framework refers to the skills, knowledge and the attributes necessary for the people within organization (Tajeddin & Alemi, 2014). As per the competency framework each individual role will have desired competencies necessary for effectively performing a job. Therefore, a well framed competency framework will include:
Almarai Co aligns its strategy of addressing Raters Bias to the performance management of human resource in a manner that helps in leading the business based on the deeper understanding of industrial economic, market and technological trends (Cascio, 2018). This also helps in providing long term direction and clarity. These steps however include:
The alignment of strategy for dealing with the Raters Bias to the performance management of the human resource can be enhanced by the following means:
Conclusion:
The report ends in the note by providing recommendations on the enhancement of a strategy addressing Raters Bias to the performance management of the human resource. The report also provides an insight into performance management system and the personal appraisal process of Almarai Co. Thus, it can be said that the performance management represents a subjective process based on the subjective judgment of the manager.
References:
Aggarwal, A., & Thakur, G. S. M. (2013). Techniques of performance appraisal-a review. International Journal of Engineering and Advanced Technology (IJEAT), 2(3), 617-621.
almarai.com/en/corporate/almarai/ (2018). Retrieved 26 March 2018, from https://www.almarai.com/en/corporate/almarai/strategy/
almarai.com/en/corporate/almarai/mission-vision-values/ (2018). [online] Available at: https://www.almarai.com/en/corporate/almarai/mission-vision-values/ [Accessed 26 Mar. 2018].
almarai.com/en/corporate/almarai/profile/. (2018). Retrieved 26 March 2018, from https://www.almarai.com/en/corporate/almarai/strategy/
almarai.com/en/corporate/almarai/strategy/ (2018). Retrieved 26 March 2018, from https://www.almarai.com/en/corporate/almarai/strategy/
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Keong Choong, K. (2013). Understanding the features of performance measurement system: a literature review. Measuring Business Excellence, 17(4), 102-121.
Pollitt, C. (2013). The logics of performance management. Evaluation, 19(4), 346-363.
Shaout, A., & Trivedi, J. (2013). Performance Appraisal System–Using a Multistage Fuzzy Architecture. International Journal of Computer and Information Technology (ISSN: 2279–0764) Volume.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., … & Plimmer, G. (2015). Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
Street, C. N., & Richardson, D. C. (2015). Descartes versus Spinoza: Truth, uncertainty, and bias. Social Cognition, 33(3), 227-239.
Tajeddin, Z., & Alemi, M. (2014). Pragmatic rater training: Does it affect non-native L2 teachers’ rating accuracy and bias. Iranian Journal of Language Testing, 4(1), 66-83.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order formOnce we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignmentAs soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download