Professional Documents
Culture Documents
Group Members
Kamran Aqeel (2012-mba-27)
Nida Munir (2012-mba-29)
Maida Afzal (2012-mba-31)
Samia Ishtiaq (2012-mba-33)
Submitted to:
Sir Nabeel Arif
1
Acknowledgment
This Project of “Managing People for high performance” is completed with a great effort and
true spirit by the following persons,
Kamran Aqeel
Samia Ishtiaq
Nida Munir
Maida Afzal
All these members work hard for collecting information and for completing the report, they
work as a team and true team spirit was among them. The main purpose of the part two of our
project is to understand how to manage the peoples for high performance and how the problems
can be solved related to the high performance of the employees working in an organization.
All the credits go to ALLAH THE All MIGHTY AND THE MOST BENEFICIAL for
giving us such power and wisdom to complete the report on time. May Allah’s blessings
remain on us forever (Ameen) at the last we would like to thank Sir Nabeel Arif for taking us
in confidence and giving us an opportunity to make the report and to learn that what are the
problems companies face now a days in Managing people for high performance.
2
Table of Contents
Executive Summary................................................................................................................................. 5
OVERVIEW OF THE FIRST REPORT........................................................................................................... 6
(PART 2)................................................................................................................................................... 7
HOW THE IDENTIFIED ELEMENTS OF HIGH PERFORMANCE CAN BE IMPROVED ................................... 7
Organizational structure: .................................................................................................................... 7
Information system: ............................................................................................................................ 7
Task design: ......................................................................................................................................... 8
Reward system:................................................................................................................................... 8
People (selection, training and development): .................................................................................. 8
Justice and equity: .............................................................................................................................. 8
Higher productivity and efficiency: ..................................................................................................... 8
Organizational structure: ................................................................................................................ 8
Management Information system: ................................................................................................. 9
People(Selection & recruitment): ................................................................................................... 9
Reward system: ............................................................................................................................... 9
Contribution to the Lower Cost .......................................................................................................... 9
Reward system: ............................................................................................................................... 9
Training and development: ........................................................................................................... 10
Higher Product Quality ..................................................................................................................... 10
Justice and equity: ........................................................................................................................ 10
Selection:....................................................................................................................................... 10
Customer Satisfaction ....................................................................................................................... 10
Seller Group: ................................................................................................................................. 10
Low Employee Turnover ................................................................................................................... 10
Justice and equity: ........................................................................................................................ 10
Information system: ...................................................................................................................... 10
Learning Organization ....................................................................................................................... 10
DESIGN PERFORMANCE MANAGEMENT SYSTEM ................................................................................ 11
Introduction: ..................................................................................................................................... 11
Importance of Performance Management System .......................................................................... 11
Performance appraisal system link with Performance management system: ................................. 11
Steps to make a performance management system: ....................................................................... 11
3
Executive Summary
In this report we discuss about the performance management system that how we can manage
peoples for working according to the quality standards and how can the problems that the
Nestle face related to the high performance can be resolve so for this we discuss the concept of
performance management system. In our performance management system we define the goals
for the company which have to achieved by the departments and fatherly by the employees of
the company for achieving these goals there are some competencies that are needed to
accomplish these goals these goals are the SMART goals means they should be specific,
measurable, achievable, realistic and time bound, after planning all these thing then implement
them and after this company executives should review and monitor the performance of the
employees in which if there are some trainings and developments are needed then it should be
given to the employees so that they can make their performance better, then final at the end of
the year all the employees should be assessed , on the basis of 360 degree performance appraisal
system then final give them reward according to their activities done in the year, their
performance and there effort for achieving the goals.
6
(PART 2)
Organizational structure:
If we talk about the organizational structure of the Nestle so the problem is that there are wide span of
control which make the managers difficult to handle the employees so the span of control of the
employees must be according to the capacity.
It also depends on the situation and on the nature of the work, for example a department where there
are no need to direct the employees very much, in this place if the span of control of the employees is
very high than it will no need to narrow the span of control but the place where the employees need
directions, supervision, in this place if the span of control of the employees is wide than it effects the
performance of the manager as well as performance of the employees.
Information system:
Problesm in the first report regarduing the infornmation system was that the lower level
employees can not use the latest technology so the company should trained them instead of
providing esay communication tools because if you want to increase your performcane then
you have to compete with the latest technology .
8
Task design:
All the employees should know about there jobs and job descriptions should be given to them
so that they should know about the work, they done.
Reward system:
In KPIs define by us there are customer perspective so there are both internal and external
cutomers about which we are talikng so internal cutomers are our employees and we have to
satisfied them, whether in case of rewards or in case of job satisfaction . all the employees have
same level of evaluation if the concept which is discuse above(Lenient grading or strike
grading)is applied in an organization then there are no justice In the organization related to
evaluation as well as in reward system.
Organizational structure:
If we talk about the orgnizational structure than the span of control of the employees
are very wide so for the better performance system the span of control of the employees should
be limited and the so that the employees can better managed by mangers if there are lot of
employees under a singel manger than it is hard for him to manage these employees and
increase their performance.
9
Reward system:
Reward system should be improved, employees those deserve the extra rewards only those
should be rewarded with extra facilities with this step the employees productivity will increase
because they desire for more and more reward.
Selection:
If there is an element of Intercede, employees are not selected according to their qualification
which affects the quality of work and quality of products so employees are selected according
to the requirement and there should be some stick rules and procedures.
Customer Satisfaction
Seller Group:
Customers are directly linked with the sellers when seller group not satisfied with company
than he can’t satisfy customer.
Information system:
Globe system is difficult to understand so the employees should give training so that they can
use it easily and never think to leave the organization.
Learning Organization
Some employees those don’t want to learn something because they feel proud to work in Nestle
and feel no need for learning so for this problem theses employees should be realized that every
organization have some problems no organization is perfect, if they make them realized for this
thing then these employees can take a look for increasing the performance, work hard for better
performance and make their work superb.
11
Introduction:
Performance Management System permits a business to bear profitability and performance by
linking the employee's pay to competency and input. It provides opportunities for concerted
personal development and career growth. Managing this process effectively is not easy. It calls
for a high level of co-ordination, channelled information flow, and timely review. Whether
employees are at a single place, or spread across multiple locations, the use of technology can
help simplify the complete process for more effective information management.
5
Assessment &
4 Reward
Performance
3 Review &
Implementation Monitoring
2
Planning
1 performance
Defining Vision
Statment
Planning Performance:
In planning of the performance management system we define the individual goals, we should
plan what should be achieved, to what standard, and what competencies are needed, and what
development are needed. We set annual targets and goals which we have to be achieved with
in a specific time period and employees related to their goals are evaluated on the basis of their
performance and their efforts to achieve these goals.
13
Smart
Competencies are
objectives,(individ
needed
ual goals)
SMART Objectives:
SMART Stands for Specific, Measurable, Actionable (or Achievable), Realistic (or Relevant),
and Time
So Nestle objectives should be:
S = Specific: In this they should know exactly what they want to achieve with all the details?
Goals must be well defined. They must be clear and unambiguous.
M = Measurable: in this they evaluate that can they quantify their progress so they can track
it?
How will they know when they reach their goal?
Define specific criteria for measuring progress toward the accomplishment of each goal
they set so that they can measure and keep track of their progress.
A = Attainable: Is their goal a challenge but still possible to achieve?
Goals must achievable. The best goals require them to stretch a bit to achieve them but they
are not impossible to achieve.
R = Realistic: Is their goal realistic and within their reach? Are they willing to commit to their
goal?
Almost certainly their goal is realistic if they truly believe that it can be accomplished.
Relevant: Is their goal relevant to their life purpose?
Their goal must be consistent with other goals established and fits with their immediate and
long-term plans?
T = Timely/Time Bound: Does their goal have a time limit?
14
Goals must have a clearly defined time frame including a starting date and a target date. If they
don’t have a time limit then there is no urgency to start taking action towards achieving their
goals.
Cost reduction
Customer engagement
Cost reduction Process Increase the prevention cost instead of internal failure
cost and reduce the price
Target: Increase in cost reduction by 5 % within a quarter
year
Improve Learning To ensure that all sales executives meet/exceed the sales
Performance of & Growth targets provided to them.
Sales Executives Track the performance of sales team and guide them
consistently meet sales targets.
Target: improvement which give benefit for 1 billion
Customer Customer To ensure that customers are happy with our services and
engagement their needs are being met
To meet customers, get their feedback on customer
feedback form and discuss the same in the quarterly
management meeting.
Target: 3 customer meetings and feedbacks every month
Increase the quality Business Increase the quality to increase the customer satisfaction
process Target: Increase the quality by 10% in a year
16
Competencies:
Core competencies
Technical Competencies
Managerial Competencies
Core competencies
Honesty
Loyalty
Integrity
Corporate social responsibility
Mutual Coordination
Hardworking
Technical Competencies:
Use of technical tools for increasing performance:
If we talk about the elements of the high performance discussed above that how these elements
can be achieve through technical tools like:
Johnson Rule:
John some rule can be used to optimizing the time incurred in a specific process.
Scatter diagram:
Scatter of fish diagram can be used to find the cause of different effects so that the cause can
be eliminated and effects can be reduced.
Check sheets:
Check sheets can be used for the purpose of how many times different problems are occurred.
17
Control chart :
Control chart be minimizing errors, cause and effect diagram can be used for the main cause
of the problem.
Affinity diagrams
It is a kind of brain storming tool, it can be used to gather large amounts of ideas, opinions and
issues so that the performance can be enhanced.
Moreover:
Relations diagrams
Systematic diagrams/Tree Diagrams
Matrix diagrams
Arrow diagrams
Histogram
Pareto chart
Scater Diagram
These all are the different technical tools which can be used to enhance the productivity,
effecieny and performacne of a company.
Managerial Competencies:
Planning
Controlling
Organizing
Leadership
Ability to inspire
Evaluation skills
Analytical skills
Inter personal skills
Coordination skills
Political skills
Motivation skills
Leadership:
Leadership is a function of knowing yourself, having a vision that is well communicated,
building trust among colleagues, and taking effective action to realize your own leadership
potential." (Prof. Warren Bennis)
So if you apply leadership then your organization can grow because of the leadership you can
know who you are, and by leadership you can inspire to achieve your desire goals.
In an increasingly dynamic world, leaders face significant challenges and opportunities. These
stem from shifts to new social patterns and unprecedented worldwide competition. Achieving
on-going success requires that each Nestlé leader understands the context and capitalises on it,
as described in the following principles:
18
Lead to win
Lead to win has built credibility as a result of coherent action, leadership and achievement.
It’s able to think from different perspectives and to create a climate of innovation. This
implies openness to risk and the possibility of making mistakes, but also the willingness to
correct and learn from them. Lead to win believes in the importance of alignment and
management of expectations. It has broad interests, a good general education, responsible
behaviour as well as a balanced lifestyle.
Manage for results
If you manage for results it embraces personal commitment and courage in execution. It
includes the capacity and the willingness to take initiatives and risks while maintaining
composure under pressure. It values proactive cooperation in order to create synergies at
local, regional and global levels. It embraces change and is able to implement it and manage
its consequences. It believes in achieving business objectives rooted in compliance and
sustainable practices.
Grow talent and teams.
Grow talent and teams are a passion for building and sustaining an environment where people
have a sense of personal commitment to their work and give their best to promote our
Company’s success. It understands the importance of continuous learning and improvement,
as well as sharing knowledge and ideas freely with others. It also believes in the importance
of building diverse teams, and promotes the advantages of gender balance.
Motivation tools:
Motivation is the willingness to apply high levels of efforts to reach organizational goals,
conditioned by the effort’s ability to satisfy some individual needs.
There are financial and non-financial motivational tools.
Financial tools:
Financial motivations are salary bonuses profit share, allowances performance related pay etc.
Non-financial tools:
Non-financial motivations are job enlargement, job enrichment, job rotation, employee
empowerment, employee involvement and appreciation etc.
19
Team Work:
Team is a small group of people with complementary skills, who work together to achieve a
shared purpose and hold themselves mutually accountable for performance results and the team
work is the process of people actively working together to accomplish common goals so we
should also gave importance to the team work for achieving performance excellence.
Implementation:
In implementation we make communicate goals and objectives to different employee’s related
to different activities. Then we also control documentation operational control or emergency
preparedness.
Performance Review:
In today's workplace, performance improvement and the role of performance management is
an increasingly popular topic. After setting perspectives and working on them and struggle to
achieve goals you have to review results that whether the desire outcome is achieved or not.
Why the intense focus on performance management now. Business forces are ever-increasing
and organizations are now required to become even more effective and efficient, perform better
on business strategy, and do more with less in order to remain competitive.
Frequently when performance management is mentioned, people think of the employee
performance appraisal or review. Performance management, however, involves so much more.
Properly constructed appraisals should represent a summary of an on-going, year-round
dialogue. Focusing only on an annual appraisal form leads to misunderstanding and under
appreciation of the benefits of performance management.
An effective performance management process enables managers to evaluate and measure
individual performance and optimize productivity by:
In our performance maangent system we set half early review of the performance in which we
review the performance of the employees regarding their competencies and SMART goals that
are assign to the employees of the company.
Pen picture:
A 'pen picture' is what is traditionally called a short bio-sketch, or personal sketch.
In performance management system you can use pen picture of the employees to evaluate them
and to increase their performance mangers take the pen picture of the employees and know
about them effectively. In this manager not rate the employees numerically. In it manager give
a statement and express his employee personality and gave him future career recommendation.
In it manager also tell the weak and strong points to him and give suggestion how to improve
it and also tell whether training is required for him or not.
Strong point:
Strong and good points in an employee
Weak points:
Weak and the points which are unachievable by the employee
Future Recommendation:
Future recommendations for the good career of the employees.
360-degree-performance-appraisal
Typically, performance appraisal has been limited to a feedback process between employees
and supervisors. However, with the increased focus on teamwork, employee development, and
customer service, the emphasis has shifted to employee feedback from the full circle of sources
depicted in the diagram below. This multiple-input approach to performance feedback is
sometimes called “360-degree assessment” to connote that full circle.
22
Self
Assessment
Customers Superiors
Employee
Sub
Peers
ordinates
Simply 360- degree performance appraisal system mean using the variety of sources that
provide the best picture of performance.
Self-Assessment:
This form of performance information is actually quite common but usually used only as an
informal part of the supervisor-employee appraisal feedback session. Supervisors frequently
open the discussion with: “How do you feel you have performed?” In a somewhat more formal
approach, supervisors ask employees to identify the key accomplishments they feel best
represent their performance in critical and non-critical performance elements. In a 360-degree
approach, if self-ratings are going to be included, structured forms and formal procedures are
recommended.
Give the brief description of the duties assign to you
Weightage: each KPA is need to give the Weightage depending on its importance in the
individual job profile. Total weightage of all KPA should be the 100%
23
Peers:
With downsizing and reduced hierarchies in organizations, as well as the increasing use of
teams and group accountability, peers are often the most relevant evaluators of their colleagues’
performance. Peers have a unique perspective on a co-worker’s job performance and
employees are generally very receptive to the concept of rating each other. Peer ratings can be
used when the employee’s expertise is known or the performance and results can be observed.
There are both significant contributions and serious pitfalls that must be carefully considered
before including this type of feedback in a multifaceted appraisal program.
Sub ordinates:
An upward-appraisal process or feedback survey (sometimes referred to as a SAM, for
“Subordinates Appraising Managers”) is among the most significant and yet controversial
features of a “full circle” performance evaluation program. Both managers being appraised
and their own superiors agree that subordinates have a unique, often essential, perspective. The
subordinate ratings provide particularly valuable data on performance elements concerning
managerial and supervisory behaviours. However, there is usually great reluctance, even fear,
concerning implementation of this rating dimension. On balance, the contributions can
outweigh the concerns if the precautions noted below are addressed
Customers:
Internal customers are defined as users of products or services supplied by another employee
or group within the agency or organization. External customers are outside the organization
and include, but are not limited to, the general public.
Superiors:
Evaluations by superiors are the most traditional source of employee feedback. This form of
evaluation includes both the ratings of individuals by supervisors on elements in an employee’s
performance plan and the evaluation of programs and teams by senior managers.
24
Competencies (30%)
Core Competencies Excellent Good Average Poor
Honesty
Punctuality
Hardworking
Meet the requirements
Loyalty
Integrity
Corporate social responsibility
Mutual Coordination
Technical Competencies
Command in the related competencies
Problem solving ability
Quality of work
Managerial competencies
Organization and Clarity
Listening Skills
Keeping Others Informed
Written Communication
Sensitivity to Others
Comments:
25
90%- Outstanding
100% Performance is the exceptional and exceed the expectations, consistently
demonstrates excellence standards in the job requirement.
75%-89% Good
Performance is good meets the requirement
60%-74% Fair
Performance is fair needs some improvements
By using this form the appraisers can effectively assess the employees and can make the best decision,
by using it they can come to know about the performance of the employees regarding their KPI,
competencies as well as about the SMART objectives they achieved related to them.
Example:
For example a manager grade an employee 1 who is very good in his work and his performance
is high, but because of the strictness of the manager this employees gain grade 6 form 10.
Now an employees whose performance and involment in the work is low than the employee 2
but he is graded by the manager who is a lenient manager, now the manager grade him 8.
26
Now in this situation this is agianst the jsutice and equity,and the employee who diserve more
grads than the other and receive low because of the differnce between the managers,he
demotivated and his productivty and effeciency effects a lot,so for removing these problems
all the employees should be evaluate at the same level and there should be some benchmarks
for the eveluation of the employees.
Managers should be answer to the top management and top managemnt should be answerable
to the further top management,for example the manager of centre of expertise evluate the
employees with the strick grading and the manager of share services grading is leinient toward
employees, so they both should be anserable to the human resource manager and further human
resource manager is answerable to the managing director and the manging director should be
answerable to the head of swiz land.
Manger of
Centre of
Expertisse Head of
Human Manging Head Of
Director Swiz Land
Resource
Manger of
Share
Services
With this step every manger will be accountable for his decsion and he cant grading on his own
desir be beacasue he will be answerable for that,and the element of the biasness also removed.
Provide rewards:
Once employees are assessed in their performance then they are provided some rewards
according to their capabilities, past activities, and their performance.
An automated system can ensure that the performance management process is built around
world-class best practices, easy to complete, efficient and consistent across an organization.
Necessary visibility into organizational and departmental goals is simplified, as is access to
necessary data to support accountability, consistent standards, (by viewing manager average
ratings) and identification of top performers. In addition, technology enables companies,
managers and employees to address many of the issues discussed. When selecting an automated
performance management solution make sure to do your research. Some solutions offer nothing
more than an electronic appraisal form while others offer complete best-of-breed goal
management solutions. The best solutions offer:
Instant form routing and paperless processes
Goal tracking and cascading functionality for complete visibility and alignment
Automated goal management and performance review reminders
Legal scan wizards to ensure appropriate/legal use of language
Writing assistants to help managers prepare appraisal forms
Support tools providing coaching support to managers when they need it most
Dashboards to deliver company-wide, aggregated or individual reporting
It is especially important that technology provides us access to performance data and the ability
to evaluate progress against goals, compare average manager ratings, easily access
performance levels of individuals and use this data to support decision making. Aggregating
and analysing data in traditional paper-based forms is often too time-consuming and costly.
Perspectives:
Customer Perspective
Lifetime Loyalty
Quality Products
Availability
Financial Perspective
Maximum Profit
Efficient use of Capital
Community Perspective
Environment Friendly
Hygienic Goods
Marketing Perspective:
Customer attraction
Customer retention
Customer loyalty
Customers Satisfaction
CONCLUSION
In conclusion we provide our point of view regarding the elements of high performance system
that how can elements of high performance system can be improved and how the performance
management system of an organization can be improved moreover we develop a performance
management system in which we make our performance management system in which we
define Vision statement of the company than set the goals, implement them and then review or
monitor them on the quarter yearly basis, then make 360 degree assessment of the employees
by this the performance of the employees as well as performance of the organization can be
achieved.