Choosing a profession is a challenging part for an individual. The person should keep in mind the key roles that the person need to play while in a chosen profession and what should be the responsibilities that needs to carried out by the person. It is very important to know the pros and cons of a professional role before it is chosen. The chosen profession that I would like to choose in the future is the role of the area performance manager for a renowned beverage company in the UK. The key roles that the performance manager requires to play in the profession are variety of things. According to Alfes (2013), these include engaging the different managers, measuring the performance, motivating the employees, identifying the efficient performers and using budgets effectively. However, these roles are addressed by the performance manager depending on the requirements of the organization. They also depend on the size and demands of the organisation and it helps to raise the issue to appeal to the awareness of the products of the organization. The performance manager of a beverage company requires following several job responsibilities and developing unique ideas that help in the better organization of employee performance and increase the popularity of the organization by maintaining the quality and time periods required for the achievements. Working in a renowned beverage company may have an upper hand in the recruitment framework. The modern age demands for advanced management techniques and it is particularly important for the performance manager to be updated about the modern means of measuring the performances and how those can be utilized for developing quality goals for the employees to achieve.
Firstly, the performance manager requires developing the goals for the active engagement of the employees about the subject they need to work upon. These requires communication with the employees and develop an effective relationship with them. The key challenges that the performance manager can face regarding this job responsibility is convincing the employees of the goals they can achieve and motivate them to work according to the required targets. It is particularly important to set measured goals for achieving success. However, factors such as millennial challenges and Brexit plays a very important factor in influencing these key issues and the primary role of a performance manager is to keep these aspects in mind while addressing these challenges.
The primary challenge of a performance manager is to create awareness among all other managers of the organization. This is crucial because the active participation of the managers can bring success to the company operations. According to Hadad (2013), it is essential for the managers to be trained in the different aspects of the company, and it is the role of the performance manager to monitor their activities and ensure that they are adequately trained for the requirements of the company. On the other hand, failing to achieve a balanced managerial system, the performance manager can face issues such as inconsistency in the management structure where some might get extra benefits while others can get neglected. Such issues can create mistrust and non-cooperation between the managers which is effectively harmful for the company.
Secondly, another key challenge of a performance manager is the measuring of the Return of Investment of the different activities against the revenues of the company in a certain period of time. According to Westcott (2016), it is very important to understand and calculate the return of investment so that the productiveness and effectiveness of the employee activity can be understood. However, this is highly challenging as it requires the involvement of calculative prediction and requires a high sense of experience in connecting links between the employee activities and the future production statement to understand the approximate number of increase in the efficiency and productiveness that can be achieved by the different employee training activities and how much it can be of benefit to the company, as has been suggested by Franco-Santos(2012). This also requires the proper knowledge of the use of advanced HR framework which can help in joining the links of the calculation effectively for the better understanding of the return of investment.
The third key challenge that a performance manager can face while fulfilling the job responsibility is the generation of budget from the organisation for efficient employee activities. According to Jackson (2014),it is the role of the performance manager to secure budget from the company to finance the on-going employee structure. It is natural for the company to sport an unwilling nature in terms of budget allocation for the HR framework as they might assume it to be a waste of time and money for ineffective recruitment. The main responsibility of the performance manager regarding this issue is to make his position clear to the organisation. It is essential for the performance manager to make the organisation aware of the requirement of such framework and how much it can help in the betterment of the employees and enhance development of the organisation. On the contrary, according to Wallace (2016), the utilization of the return of investment can be better understood while addressing this issue if the performance manager is able to convince the higher authorities with a proper and well calculated return of investment it would be easier for him to secure higher amounts of budget according to the requirements of the HR framework. The primary objective is planning and management backed by patience which is very helpful in solving the issue.
The fourth challenge that a performance manager can face is hiring good and talented people for the entire organization. As has been suggested by Barton (2015), non-identification of proper talent for the organization can lead to loss of effectiveness in the work force and result in the loss of the organization. However, as has been argued by O’Cass (2013), the candidates require having a proper efficient background and needs to be tested on the proper requirements and risk taking abilities. This type of talent seeking has increased of late in the big companies due to the higher competition and demands of better employee activities. On the contrary, this type of sudden increase in demand has made it difficult for the performance managers to discover the right candidates with the proper technical, marketing and business knowledge.However, political issues also play a major role in the hiring process, for example, if the Brexit issue is to be considered, the UK companies are seeing a drop in the international hiring, where the candidates are being more attracted by the other European Nations(MacLeod, 2017). The members of the European Union are being reflected as to possess more prospects to the candidates. Thus it can be seen how the political factors have a negative impact on hiring.
The fifth challenge that the performance manager can face is that of the training of the entire team.According to Aguinis (2013), it is very essential for the performance manager to understand what training the newly hired employees should be given in order to proceed with the effective HR management strategies. The training should be according to the specific requirements that the company applies or those that the performance manager has in mind. Moreover, the training should include the use of the different technologies that are used. The challenge of the performance manager is to monitor this training and prepare a good team for the future.
The sixth challenge that a performance manager can face while hiring and the development of the HR framework is the use of the proper technologies that is to be used for the employee performance management. As has been suggested by Wood (2012), in a technologically advanced society and in the age of globalization it is very important to use different technologies for measuring the performance of the employees. Technologies can increase the perfection of the measurement of the teams and enhance the quality of the works that are to be produced for the organization. However, on the contrary, Hoffman (2013) provides the idea that the performance manager should have a sound knowledge about the new technologies that are being developed and how they can be helpful. He should also be aware of the cost efficiency and the utility of the technologies and move forward in adopting those for the development of the HR framework and the active engagement activities of the of the employees of the organisation.
The seventh challenge of a performance manager is to create a motivational drive in the employee structure of the organization. This motivational drive can help in the identification of the achievements of the employees and appreciate for their work. According to Hassan (2014), this type of activities can create awareness among the employees about what is exactly required from them, and they can eventually contribute to the efficiency. It is important to understand the mind-set of the employees and how canthey be pacified in order to make their effort more effective and fruitful.In context of the millennial challenges, it can be said that the communication gap between the older generation of management and the new employees can pose a serious problem and affect the performance of the employees. It is the primary job of a performance manager to bridge these gaps and develop a harmonious relationship between the employees.
Figure 1: Key roles of a performance manager (Anantatmula, 2010)
Conclusion:
The above discussion is a detailed analysis of the key challenges that can be faced by a performance manager if the job role is chosen as a profession. Identifying the different aspects of the management team, use of different HR recruitment techniques, use of proper technology, developing a unique training method for the employees, a proper development of an efficient measurement technique for measuring the performance of the employees in order to make them aware of the shortfalls and developing them accordingly are the key challenges of a performance manager. Understanding these issues and trying to solve them can help a person satisfy the job role of a marketing executive appropriately.
The earlier discussion has been a detailed analysis of the key challenges that I can face as a performance manager of a beverage company based in the UK. However, these challenges are keys to the development of my professional career. If I highlight the issues it can be seen that every issue has its own challenges but at the same time if they are properly analysed they can be resolved easily with patience.
The role of a performance manager is that of patience and planning. A proper analysis of the employees and the HR framework of the organization can help me address the problems properly. If we see the first challenge, it talks about proper assessment of the management team and make the managers equally engaged in the organization. Regarding this issue I think a proper analysis of the management team is to be done prior to approaching them. It is very essential to know the requirements and needs of the managers and the company as well and approach them accordingly to make them aware of their duties and their ability to fulfil the requirements (Mir &Pinnington, 2014). This can make my planning successful regarding creating a successful management team.
Secondly, it is very important for me to understand the Return of Investment used for investment on the HR framework and upon employee development. A better understanding can help me analyse the organizational structure properly and help me present the situation of the employees in front of the higher authorities. This type of understanding and presentation can help me generates more funds to carry on the employee development strategies and planning to create a better and efficient HR framework which can increase the work force of the company.
Thirdly, besides the strategic and theoretical knowledge it is important for me to understand the use of advanced technology for the development of HR framework. There are several methods such as use of modern software and unique technologies to measure the performance of the employees and accordingly make them aware of the expectations that they are required to meet (Sena, et al. 2012). I might not have a proper knowledge about the functioning of the technology, but I should be aware of the outcome of the usage and how efficiently they are being used. I should have a proper knowledge about measurement techniques in order to develop better and more advanced HR strategies which can help the organization to attract more efficient employees in the system.
The final challenge about building a proper team requires me to understand the key requirements of the people that are to be hired. The requirements for the HR strategies and planning should be clear to me so that I know which talent I require from a person. It is very essential for me to identify the proper persons so that the team can work efficiently (Balamohan, Tech &Gomathi, 2015). Inclusion of people with the wrong sets of talents can slow down the process of organization and its effectiveness. Hence it can be concluded that with proper planning and patience I can fulfil the role of a performance manager.
Reference:
Aguinis, H. (2013). Performance management (Vol. 2). Boston, MA: Pearson.
Alfes, K., Truss, C., Soane, E. C., Rees, C., &Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human resource management, 52(6), 839-859.
Anantatmula, V. S. (2010). Project manager leadership role in improving project performance. Engineering Management Journal, 22(1), 13-22.
Balamohan, P., Tech, M., &Gomathi, S. (2015). Emotional intelligence–Its importance and relationship with individual peformance, team-effectiveness, leadership and marketing effectiveness. Mediterranean Journal of Social Sciences, 6(1), 120.
Charan, R., Barton, D., & Carey, D. (2015). People before strategy. Harvard Business Review, 93(7/8), 62-71.
Franco-Santos, M., Lucianetti, L., & Bourne, M. (2012). Contemporary performance measurement systems: A review of their consequences and a framework for research. Management accounting research, 23(2), 79-119.
Hadad, Y., Keren, B., &Laslo, Z. (2013). A decision-making support system module for project manager selection according to past performance. International Journal of Project Management, 31(4), 532-541.
Hassan, S., &Hatmaker, D. M. (2014). Leadership and performance of public employees: Effects of the quality and characteristics of manager-employee relationships. Journal of Public Administration Research and Theory, 25(4), 1127-1155.
Hoffmann, H., Maggio, M., Santambrogio, M. D., Leva, A., & Agarwal, A. (2013, September). A generalized software framework for accurate and efficient management of performance goals. In Proceedings of the Eleventh ACM International Conference on Embedded Software (p. 19). IEEE Press.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), 1-56.
MacLeod, A. (2017). We are going to face a massive employment crisis after Brexit. Retrieved from https://www.independent.co.uk/voices/brexit-employment-eu-workers-small-businesses-recruitment-crisis-a7838711.html
Mir, F. A., &Pinnington, A. H. (2014). Exploring the value of project management: linking project management performance and project success. International journal of project management, 32(2), 202-217.
O’Cass, A., &Sok, P. (2013). Exploring innovation driven value creation in B2B service firms: The roles of the manager, employees, and customers in value creation. Journal of Business Research, 66(8), 1074-1084.
Sena Ferreira, P., Shamsuzzoha, A. H. M., Toscano, C., & Cunha, P. (2012). Framework for performance measurement and management in a collaborative business environment. International Journal of Productivity and Performance Management, 61(6), 672-690.
Wallace, S. T. (2016). The Competitive, Crowdsourced Investment (CCI) Initiative. Office of the Secretary of Defense Washington United States.
Westcott, R. (2016). Return on Investment. Quality Progress, 49(1), 47.
Wood, S., Van Veldhoven, M., Croon, M., & de Menezes, L. M. (2012). Enriched job design, high involvement management and organizational performance: The mediating roles of job satisfaction and well-being. Human relations, 65(4), 419-445.
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 form
Once 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 assignment
As 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