It is very important to implement the different organisational policies in order to attain the highest level of performance and retain the employees. However, organisations across the globe are devoid of an appropriate implementation of different human resource management related policies (Fu and Deshpande 2014). Issues such as workplace bullying & harassment, ineffective induction, lack of motivational approach, partial adherence to the organisational policies, absence of training & development program and not reviewing the performance of employees have become a part of different organisation across the globe (Branch, Ramsay and Barker 2013). On a same note, the finance department of a state government company in South Australia where the learner is working, it has numerous such problems too. The learner has the task to develop a plan to implement the performance management system across the finance department in the company. The main purpose of this assignment is to plan a PMS plan across the finance department in a South Australia based government company.
The learner is working director in a state government company based in South Australia. The learner is in the finance department, the department that has shown the least degree of impact of the current performance management system. The learner has come to know the facts after cross checking the results of the survey that were held in the department regarding the organisational climate. The survey has put forwarded many important facts that were still not cared before (Yeh-Yun Lin and Liu 2012). The learner being the director of the human resources is very concerned with the outcome, which is the reason why the learner is concerned with the PMS implementation in the department. The learner will plan the entire performance management system and will send the plan to the head of the department.
There are ample methods of investigation that could help in investigate the potential behavioural or other issues at the workplace. Additionally, the different methods that are available those needs the assistance of a reliable body, which could conduct the entire operation. In this regard, selecting the HR staffs for investigating the hidden issues at the workplace would be the best feasible way to the selected organisation (Mandip 2012). In addition to the selection of the HR staffs, it is also necessary to identify a process that could help in getting ample of information on the different unidentified issues at the workplace. Conducting a survey on the organisational climate would be the most feasible and productive process in identifying the hidden issues in the department. Employees would just be needed to answer the different close ended questions (Gillet et al. 2013). Method of investigation would include the following points:
The investigation conducted in the mentioned way has numerous scopes as well. The different scopes that it delivers are as follows (Dane and Brummel 2014):
The background of this study is to impose a performance management system in a state government company based in the South Australia. The finance department of the selected company has been adjoined with numerous workplaces related issues, which is threatening to a peaceful working atmosphere. Issues as such the workplace bullying, harassment and the absence of an appropriate training & development program are all hampering the working atmosphere in the finance department. Nevertheless, it is very important to work as a team in order to attain a maximum productivity with fewer flaws in work (Hartgerink et al. 2014). However, this has somehow disturbed in the chosen department. The human resource director has identified the potential threats that all the issues can present in front of the management department. Realising the urgency of the threats, the human resource director has planned to implement a performance management system across the entire finance department. The purpose of this is to get an utmost control on all the workplace related issues and provide a friendly working environment to all the employees.
There are certain important points that are needed to be borne in mind before implementing the policies and procedures in organisations. Following are the list of such considerations that are important to care for before the implementation of policies at the workplace (Gong and Janssen 2012):
Organisational climate is a very vital point that needs to be reviewed in order to maintain its potentiality and productivity. Organisational climate is affected badly when it fall short in abiding by the different human resource policies and procedures. This can happen because several human resources related issues such as workplace bullying, harassment, lack of motivation at the workplace, improper training & development program and many others like such issues (Gimenez-Espin, Jiménez-Jiménez and Martínez-Costa 2013). In the given case study, the finance department of a state government company in South Australia is suffering of multiple issues, which have also created concerns for a quick remedial action. Issues like workplace bullying and harassment is accompanied by little or no training by the human resource department. The problem has prevailed there at the workplace; however, it has been identified from an organisational climate survey that certain human resource management related issues have enhanced its severity. Nevertheless, the organisational climate of the department is getting worsened with the passage of days.
Staff survey is one of the strategies that the human resource department of a company can adopt to identify the hidden issues at the workplace. It helps to get the views of employees. It is very effective as it is a close ended type questionnaire, which just asks to select an option out of all the options that have been given. In such survey, employees feel secure to disclose their views. Nevertheless, it is very important to have the views of employees regarding to the workplace environment. They are the one who all can educate the management on the ongoing problems (Pinder et al. 2013). On a similar note, the survey done with the employees in the finance department of the selected state government company in South Australia did reveal some very interesting facts regarding the department operations. This is because of the survey the management has come to know the numerous issues at the workplace in the finance department. The workplace is infected with multiple issues such as workplace bullying, harassment, lack of motivation, incapable induction process, absence of a proper training & development program and few others.
The implementation of the policies and procedures in the selected organisation has been partially supported. The higher managers and the employees have all provided an uncommitted works of theirs. The managers might have not investigated what is going wrong at the workplace as it is evident from the organisational climate survey. On a similar note, the employees in the finance department might have not supported the policies & procedures by ignoring all such things. They all have collectively produced an unwanted situation, which has never been thought before (Sial et al. 2013). Such a trauma has produced many disciplinary related issues such as workplace bullying, harassment, lack of motivational approach at the workplace etc. The policies and the procedures that have been implemented did not find a wide reception from both the employees and the managers. Hence, all such issues started taking place in the department. Interestingly, all such issues have been accompanied by the absence of training and development program. The workplace is low in motivation. They are not even given a proper induction before incepting the workforce at the workplace. Such an ignorant approach has created an unbelievable atmosphere at the workplace, which is very unhealthy for a spirited work (Wheelen and Hunger 2017).
The outcomes are very severe as the implemented policies are half-heartedly supported from the management and the employees. It is very noteworthy that few employees have not even been reviewed by the managers in the last 18 months. They do not get proper training and development session at the workplace. This has also produced numerous behavioural issues, which are all threatening to a peaceful working environment (Woodrow and Guest 2014). Such issues are workplace bullying and harassment. Workplace bullying and harassment are two most threatening factors that affect the morale of employees. An affected employee with any of such identified issue is low in motivation. Nevertheless, motivation is very important while working in an organisation. Working without motivation would lead to no way. Additionally, this will also enhance the rate of attrition in the department, which is a loss of assets and the investments as well (Ganta 2014).
There are ample of theories on policy implementation in organisations; however, Path dependence is the one very important policy implementation theory that shows the factual things combined with the implementation of policies in organisation. The model argues that it is generally very challenging to implement any policy in the organisation with utmost success. This is because organisations are sticky in nature. Moreover, they are less flexible, which is why it is difficult to implement or bring any change in the existing policies. They become stagnant to what has been presented to them earlier. They neither follow the already existing policies nor do they give effort to implement some new policies in order to outperform the different management related issues. Organisations tend to be in the same state as they do not find this interesting to alter from the existing position. It can be because of many reasons such as innovation. Lack of innovative ideas is one of such reasons that encourage the management to be in the same state. It actually resists the change (Drees and Heugens 2013). For example, workplace bullying has now become common to many organisations. However, very fewer efforts have been given to uproot it from the organisational practises across the globe. There use to be few escalations of such cases; however, the organisation tends to stay in the same state where they belonged to before.
The theory has certain strengths and weaknesses in it. The biggest strength of the theory is its importance in proving a fact that policy continuity is much possible than policy change. Management desire to continue in a state they are into. Change of policy is very difficult because of the following possible reasons:
Best practice performance management system can be implemented using the below mentioned points:
Planning the required action- This is necessary to shortlist. It is foolishness to cover all the points that also include unnecessary factors. In the given case study problems related to the workplace related issues have been highlighted. It has also been highlighted that employees are not motivated in the company. Additionally, there is an absence of a proper training and development program. The policies should be first planned to improve the identified issues in the selected organisation. Once the actions have been identified it is necessary to set the expectations from the proposed plan. This would help in analysing the benefits of all the planned activities. Moreover, this will also educate on facts that whether there is a need to continue with the planned action or not (Marsick and Watkins 2015). The planned action will include the following:
Monitoring the performance- This is another very important aspect of a PMS system. Monitoring of the performance can be done through different ways such as by setting a clear goal with the set policy plans. It is important to set an annual target with the plans, which could be in the form of return on investments or also could be in the form of reduced workplace issues. Setting a clear vision with the implemented PMS in the selected organisation will help the company in monitoring the progress of the plan (Elnaga and Imran 2013).
Identifying and repairing the weak performance areas- Identifying and then repairing the weak performing areas is another very important segment of a good PMS. The weaknesses that have been identified after monitoring the progress of the action need to be compensating with some strategic planning. If an employee is unable to understand the taught materials in the training then it is necessary to guide the identified employee towards an utmost direction where he or she could really understand the execution of the taught materials. Nevertheless, it is a continuous process, which will include a regular guidance to the needful employees towards the set target of the implemented policy (Sageer, Rafat and Agarwal 2012).
Performance rating- Performance rating is another technique that helps identifying the different kinds of employees and their absorbing capability. This would also tell the level of interest in employees after implementing the PMS system. Nevertheless, this is effective in identifying the employees that need extensive works on them in order to prepare them as per the organisational needs (Haines III and St-Onge 2012).
Rewarding system- Rewarding the employees on their adaptability with the changed policies and their implementation is a very good way to motivate the employees. Interestingly, the chosen organisation lacks in motivation. Such rewarding system will do help them little to get motivated. This is necessary to universalise the entire implemented policies in the organisation (Hamukwaya and Yazdanifard 2014).
Conclusion
The selected organisation suffers from several organisational issues; however, the study has provided several such solutions that will help the company in restoring the lost values. The finance department of the state government company in South Australia has suffered all the losses that an unstable organisation can have. Workplace issues such as workplace bullying, harassment, lack of motivation, improper induction program and a lack of training & development program have all worsened the situation of the chosen department. The policies and procedures were in place but were very inactive as it had little supports of the employees and the management. However, the study has provided a perfect Performance Management System in order to support the company from getting over of all the identified glitches. However, there are still some areas that need to be covered in the selected organisation. The recommendation section will give some of those areas that are needed to be covered in the selected organisation in order to attain a maximum success.
It is necessary for the company that it invests a sufficient amount in the training and development program. The training and development program should be in a continuation basis with little or no irregularities. Such a continuation will need a huge investment. The management should make up their mind to support an extensive and continuous training program with sufficient investments for all those. The training course will include materials on identified areas such as importance of workplace environment. Moreover, employees will be trained on different kinds of workplace related etiquettes. Adhering to all the implemented strategies is also very important because it has already affected the performance of the department. Adherence should come from the management side. This should also come from the employees. Nevertheless, there should not be any negligence in the part of adhering to the different policies, which are required. The HRM of the company should conduct an efficient induction program to the newly recruited professionals especially to the selected department. This will help the newly recruited professionals attach to the policies and procedures of the organisation. Nevertheless, they will be in a frame of mind to adhere the policies. Additionally, to make the induction a success, it is important that the HRM gives strict obligations to the existing employees. It is very important that the existing employees are connected to all the implemented policies. This is because they will influence the freshly recruited professionals with their strict following to the implemented policies. Moreover, the newly recruited professionals will get influenced from their seniors.
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