Performance management in action Essay Example | Topics and Well Written Essays - 2500 words

Performance management in action - Essay precedentNampak plastics are a South African owned company which is a strong performer in its industry and is strategically located to supply the entire United Kingdom. It has eight manufacturing sites from Glasgow to Gloucestershire. It was noniced that the morale was in truth low in organic law and people were also treated badly. Few employees were seen running around the organisation to do everything and the rest employees were seen to sit around watching. The culture of the organisation affected its customers. In fact, Nampak was found as the worst supplier to its customers. Customers complaints were also reaching at large numbers. So, it was decided by the organisation to develop a legacy on the passage of arms and involvement of employees from the bottom of organisation to up. Eric Collins, the managing music director of Nampak Plastics, conducted a meaningful survey of employee satisfaction in the company. In the feedback, it was f ound that around 80 percent of staggering employees do not prefer Nampak as a place to work with family and friends as they design that everything was wrong. To make its improvement, certain key initiatives were taken. Initially, Collins took the attempt to meet with customers to hear what is going well in the organisation and what is going badly. In a session with employees, an incredible dissatisfaction was seen from the shop floor. Large number of blames was levelled towards Eric. subsequent on, Wright-Smith was appointed as the head of HR. The first action taken by her was the ban of word engagement.engagement as she opined that people could not be engaged by telling them to be engaged. Rather, the exact of the hour is to run focus groups by asking people at various levels of organisation and at each site regarding what could make Nampak a better working place. However, the feedback raised was not so fair and it gave rise to the three key themes. The first issue was ridicu lous communication about the business as people could not understand what was going on and they did not feel involved. Secondly, the training and development was poor as the employees could not feel that they hold a career there and had any opportunities of development. Lastly, they did not detect any feedback on their performance as their managers did not make any communication with them.Focus on front line managersIt was decide to implement a system of company-wide performance management. It was asked to the group of employees regarding what they wanted. They answered that they wanted not just objectives but personal development. So, the company provided training to all the managers, focussing that it is the quality of conversation that counts a lot, not just a proper filling of form.