Development of an organisation depends upon how employees of the organisation work. Proper situation analysis and performance development of an organisation ensure in supporting future activities. The following work is related to the satisfactory move made by KPMG in order to ensure that their employees in the organisation are supported properly with basic knowledge in every aspect of business work. The report following the introduction will provide information related to performance related initiative, culturally related initiative and engagement related initiative taken by KPMG. It will also have a recommendation that KPMG could improve file in order to be more successful in the upcoming fiscal year.
To ensure the employees of the organisation are adaptable to recent changes, fluid and agile KPMG has initiated the root training by identifying the individual training process for deep development. The job design of the organisation is quite flexible and it helps in creating an environment which helps the employees 2 make proper approaches for performance management in no longer deadline. The traditional aspect of hierarchy organisation is actually followed by KPMG in regular review and reward system (Suffian, Rohani and Mariam, 2018). Setting up of Google, providing feedback and offering rewards is the general process that is actually managed and maintained by KPMG to ensure a development option for the performance of the employees. That management system of the organisation includes a proper leader in terms of focussing every organisational worker to a set of outcomes relating to the virtual teams and different matrices. KPMG have managed to ensure that every collaboration of project requires employee engagement. Collaborating with the team required a proper understanding of performance and that ensures the development of accountability. Becoming accountable clearly and directly ensures the development of performance within an organisation. When an employee gets accountable for his own work, there comes a situation where he or she really understands the required amount of objectivity for successful development. Objectivity of an organisation like KPMG always remains on the feedback of the customer. Directly enables an organisation to understand whether there is any requirement for the employees to be made more cautious in performance development (Azhari, 2017). The management of the organisation has ensured that the enabling of technology to take over a few of the work help in performance development. Interactive dashboards that are actually used for employees and the leader helps in capturing information and contact colleagues within the workplace to work more efficiently. The process leads bureaucratic system in the organisation has been completely transformed by KPMG as they allow individual to profile their own performances and help them build a footprint of their activities over the time they have worked for the organisation.
The observation that KPMG in Poland has is quite unique, as because they have managed to maintain every cultural event and activity of cultural institutions as a part of their work operation. The direct impact of engaging in cultural related activities may not seem to be so direct in work development but it is clearly one of the corporate culture responsibilities that KPMG maintains with all its skills and ethics. To maintain the status of the employees in a very friendly manner as well as to make them near about the cultural history of the society they have managed to ensure cultural activities. Bringing out the cultivated initiative in the organisation has carefully steward of the employees to engage with each other in a more authentic manner. Supporting the local communities have also come under the culture related initiative as because they have managed support to children home in Poland and organised Christmas gift on Christmas Eve. It is quite beneficial in terms of goodwill development of the organisation as because they have owned the hearts of the people helped (kpmg.com, 2018). This certain aspect has led to the direct evolution of the employee’s minds. Observation and the aspect that the KPMG has made is quite clear in terms of providing assistance to the most in impoverished. KPMG has supported other organisations involved in preparing Christmas Eve dinner and also supported more than 1000 families through Christmas parcels. Culture-related initiatives have also been in terms of promoting health as the organisation employees participate in blood donation and transfusion medicine in Warsaw (kpmg.com, 2018). Volunteer programs are also under the culture related initiatives that the employees of KPMG quite meticulously perform. This has led to the renovation of kindergarten located in historic buildings and proceeding with waste management processes. KPMG Global Services day initiative is behind every social campaign that the offices of KPMG all over the world perform. An activity that KPMG employees provide to society in terms of doing social work is quite a trademark for their essential development in every aspect of the business world.
In response to the development of the employees in the organisation management and the engagement officer of KPMG have developed KPMG employee engagement plus index. This index is an online generic tool that is used or thought to be used for assisting and Diagnostic the measures that have to be employed to ensure employee engagement level. Definition of this Diagnostic tool is quite beneficial and it has helped the engagement related activities in a more descriptive format. The obvious development of the employee engagement survey has clarified that KPMG is an organisation that is suitable to ensure their organisational workforce are well acquainted with each other. Development of the engagement related initiatives is all with the help of the index that provides an ideal development foundation for building a fox targeted action mentality and increase in the engagement of the employees in the organisation (kpmg.com, 2018). Index clarifies the very basic requirement of the employees and helps to inhibit engagement by allowing treatment to the root cause of the issues that are faced by the employees.
Considering every approach that the organisation has brought forward for their employees It is seen that the partnership between the Index and the employees are well forward going. The unique development of the tool is it helps in building up of leadership qualities and standalone contractual figures. The development of the mind as well as the increment In The Appeal of engagement in the organisation, has made KPMG, employee favourable. organisation around the world. Alongside the engagement index, the organisation and the human resource management team of the organisation they have put forward satisfactory conditioning of the employees that help them to engage more and bring out areas for improvement will be a very possible sight. Detection of the issues by the human resource management team helps in engaging the employees more easily with work commitment and proper communication skills in future (kpmg.com, 2018).
There are many things to be learned from the operation and management of KPMG as because they have clarified every aspect of employee development in the whole organisational development opportunities. Initiatives that the company took in corresponding to the requirement ask not much of development. Your organisation could ensure that motivation is properly distributed among employees. Proper motivation in the organisation helps in the development of performance and clearly provides long and effective working hours. Making sure that the organisational employees are well acquainted with the objectives of the organisation, there can be a weekly meeting with employees. Weekly meeting with employees would suggest that they are kept under the proper radar of employee development.
Setting up of cultural activities would help the organisation in understanding the mental state of the employees and that would also help the employees to engage with other people in the organ. Engagement in an organisation is one of the important aspects that need to be maintained by every organisation. Giving access to sport your organisation could ensure the employees are healthy and a healthy body provide a sound mind and better knowledge craving ideals (Bal and De Lange, 2015).
Proper Induction with the new employees in the organisation could help an organisation like KPMG to flourish in terms of the employee engagement team. An employee in getting organisational support has a huge amount of opportunity which leads to success in the near future.
Conclusion:
From the above report providing information related to the activities and concept that KPMG provides to its employees, we are sure that every organisational work must be on basis of the benchmark set by the KPMG. Development of the employees through to the performance engagement, cultural engagement and engagement related activities have boldly transformed the way an organisation needs to work. The organisation has managed to enable every activity towards their own objective and clarified that employees need to be more engaging in terms of performance culture and relations with the other people in the organisation. Forming of development opportunities and mending the ways towards development must be seen and observed from KPMG.
References:
Azhari, S.S., 2017. The relationship between the dimensions of employee engagement and employee performance.
Bal, P.M. and De Lange, A.H., 2015. From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multi-sample study. Journal of Occupational and Organizational Psychology, 88(1), pp.126-154.
kpmg.com, (2018) KPMG Available from https://home.kpmg.com/au/en/home/insights/2017/04/performance-reward-relevant-approach.html Accessed on 3 December 2018
kpmg.com, (2018) KPMG Available from https://home.kpmg.com/mt/en/home/insights/2017/09/the-kpmg-employee-engagement-plus-index.html Accessed on 4 December 2018
kpmg.com, (2018) KPMG Available from https://home.kpmg.com/pl/en/home/about/what-sets-us-apart/corporate-social-responsibility/engaging-in-culture-related-initiatives.html Accessed on 5 December 2018
kpmg.com, (2018) KPMG Available from https://home.kpmg.com/pl/en/home/about/what-sets-us-apart/corporate-social-responsibility/supporting-local-communities.html Accessed on 5 December 2018
Suffian, M.Z.A., Rohani, M. and Mariam, R.B.R., 2018. Employee satisfaction among administration staff: a case study at Eastern Pacific Industrial Corporation Berhad, Terengganu, Malaysia. Journal of Fundamental and Applied Sciences, 10(2S), pp.673-687.
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