Organisational Behaviour (Assignment ii)

Name- Akanksha Singh

Roll No.- 047
Course- PGDM (2021-2023)

HR Details
Name- Tanya Sahni
Email- Tanya.sahni@hlbservices.com
Phone- 9129564177
Company- NLB Services
Address- Noida Special Economy Zone, Block A, Sector 81,
Noida, Uttar Pradesh 201305

NLB Employee Performance Test:

• When it comes to NLB, everything from job quality to performance testing goes down to
the group you join
• About the promotion, although he did not personally experience politics, he heard of a
few of his colleagues being hammered by senior manager during a job competition as they
had a different view.
• The promotion process in NLB is not clear on what I have heard - your manager decides
where your case should be taken. You can't really control it. And during the promotion
process, it will be your manager who will fight for you to be promoted.
• Your work will also be reviewed by SDE-3's, Senior Managers and peer group managers
and their vote will also be important to you in promotion.
• He had an excellent manager who looked after everyone equally and never allowed a
political aorta to enter. Whenever there were complaints about the type / level of work, his
supervisor would hold a meeting and discuss openly what had happened and what had gone
wrong.
• NLB uses a "rank ranking" (a.k.a. "rank and yank") performance management system
where employees are rated in the annual review.
• All aspects of employee performance are measured and standardized - from the earliest
stages of the boarding process, employees are also treated as data heads. At the end of the
day, employees are retained only when their metrics are compiled.
And by employees who don’t collect? NLB uses a 3-month Performance Improvement Plan,
(or "PIP") to help employee get back in line

The concepts of 'Learning' and 'perception' are used to improve administrative

performance.
When it comes to organizations such as "NLB" management efficiency is enhanced by
learning from other employees and seeing jobs and careers.
There are six ways in which “NLB” increases the productivity of managers and employees -

1. Identify the most important values for the senior management of

your organization: Real insight comes from identifying different behaviours that best fit your
organization's mission, culture, customer needs and strategic objectives. First, identify managers
within your organization who build trustworthy relationships. Talk to these managers and ask them
how they “did” what they did.

2. Build trust: Employees follow their leaders when they trust. They trust managers because they
believe they are competent, honest and trustworthy. You can build trust in your leadership in three
ways:

• Build trust: Do what you say you will do. If you are promising your job a project or a learning
opportunity, follow your word.

• Be respectful: Make sure your people are organized for success. Equip them with the resources
and support they need to do their job better.

• Make the right decisions: This is important for building trust in your successful management,
especially when it comes to promotional decisions and for people who are different from you (be it
gender, ethnic background or duration of residence).

3. Be a true participant: Work with your team to build collaboratively and strategize and come up
with new ideas. This does not mean reaching a consensus or decision by a committee. We are talking
about real involvement and collaboration.

Improve collaboration by:

• Involve your group in decisions that affect them. Get their feedback before decisions are made, for
example, moving to a new office space and addressing any concerns they may have about the
change.
• Seeking the views of employees on the next issue you are trying to resolve.

• Have regular face-to-face conversations, such as staff lunch and coffee away from the office.

These effective management practices will make your employees feel included, appreciated and,
too, motivated to do their best.

4. Make staff recognition your culture

Employee recognition shows employees that their contributions are respected and valued. Staff
engagement research by O.C. Tanner has shown that personal recognition is the first driver of
employee performance - in addition to leadership, promotions, motivational work, training or
independence.

Leaders can make recognition part of the culture of their managers by:

• Having “causes” for perception - for example, tangible objectives with prior guidance to managers
on how to communicate and pursue goals.

• Making it easier for managers to celebrate employees. For example, Hotel chain Hilton provides
managers with an annual “Recognition Calendar” with simple ideas for starting to thank employees
every day of the year.

5. Rethink how you elevate your people

If managing a larger team is the only way to promote your company, you may want to consider your
promotion process. Some people may be very important to the organization as an individual donor
or as part of a group.

Smart companies (as well as working executives) create many ways for employee success.

• Help people find new responsibilities and improve their skills through new projects, next travel and
extension assignments.

• Take an active role in human resource development programs.

• Consider additional ways in which employees can add value to a project or lend their expertise to
something other than their normal work.

6. Flip the traditional operating procedure

• It is common for managers to evaluate and review their employees, but senior management wants
feedback to flow both ways. They ensure that their employee evaluation considers not only the
organization's culture, but also the effectiveness of management.

• In certified companies, all employees measure management in all five of the above ethics practices
in their Trust Index Survey.

• Employees think of the behaviour of managers, even if managers show a sincere interest in them
as a person, not just an employee, and how much the management's actions are in line with its
words. This true answer gives a negative picture of managers
Team building initiatives are undertaken at NLB:

Analyse the role of team building in enhancing managerial

effectiveness:
Being a work from home model, the employees are dispersed in the different parts of the
country or in their base location due to the ongoing pandemic. But NLB realized whatever
the situation is, they need to ensure proper team building for their managers and other
employees as it is the key point in the success of any business. Proper training sessions are
hosted by the Learning & Development department of the organization across the country.
Also, they organisation works on a very famous sayings that “When you work in a team, you
grow as an individual.”
For the team building, multiple activities are conducted by the HR’s in the organisation at
the month end and a virtual event is being hosted twice in a quarter to connect the
employees all around the country.

The very first activity we’ll be talking about is the Virtual “Ice breaking session.”

But here the question is that does an ice breaking session really works?
Yes, as per Ms. Subodh (HR) it does have a positive result on the participants. It is usually
kept mandatory for all the employees as it is held on a working day. It has multiple
advantages like-
 Network Building.
 Gives the participants a chance to know their colleagues and open up.
 Welcoming different/hidden talents.

Event-2 “Book Review”

Secondly, some sort of events is arranged such as book reviews at the month ending, in
which the employees get an e-book on their mail in the starting week of every month. There
they are asked to read that and then the book review sessions are arranged by the industry
professionals in which the employees all around the globe participates.

Recommendations & Conclusion:

Week offs- The week offs here play a very important role in the organisation. Being in
sales department, the week offs are on Saturday & Sunday. In spite of that also the
employees are asked to conduct demos on complete their pending tasks.
Working Hours- The working hours are very long. It usually covers up to 11-12 hours a
day. Even the employees miss their tea breaks also. And the work from home model has
already increased the working hours by 10-20%.

Work ethics- As per the employee, the organization really lacks in the work ethics as the
defined set of principles are not really followed there. The superiors sometimes also start
releasing their frustration on their subordinates even after knowing that they are working
hard because the outcomes are not matching the requirements. The management should
also see from the perspective of an employee that if the result is not up to the mark, they
should focus on the loopholes that why this particular thing is happening and what can be
done to fix it.

Also, one plus point of the organisation is that they keep on conducting timely surveys with
their employees. Employees usually get an email from the HRBP’S after every 15 days from
the name “Amber.” A small multiple-choice question are listed which is mandatory to
answer for each and every employee. There, the employees are free to answer/suggest
anything for the improvement of the organisation.