CIPD People Management Accredited Programme Assignment Sample

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Introduction - An Evaluative Review of Performance Management

This evaluative review of performance management in CHS Group examines how the charitable housing organisation in Cambridgeshire, UK, manages its people and employee performance to achieve its mission. Focusing on the strategic practice of performance management, it explores policies, structures, and initiatives aimed at enhancing engagement, wellbeing, inclusion, and teamwork. As part of this analysis, professional assignment writing help techniques have been applied to present findings clearly, aligned with academic standards. The review highlights how CHS Group’s performance management practices impact efficiency, morale, and the fulfilment of organisational objectives.

The subject of your evaluative review. The people management related issue, e.g. a policy, practice, initiative, structure, or way of working from your organisation or one you are familiar with.The context of your evaluative review. The organisational context. Where and how the policy or practice etc. fits into the organisation.

Management of people is the strategic concept of practise related to the recruitment and selection, training, employee’s engagement and their retention to optimize their performance and skills (Hughes and Wearing, 2021). An effective management of people is associated with the development and leading of employees to accomplish the objectives and mission of the organisation. However, there are multiple issues related to the management of people in terms of structure, policy, initiative or practice. One of the significant issues faced by the CHS Group of Charitable Association of Housing is related to the Performance management practice. CHS Group is a charitable association of social enterprise and facilitates housing facility to the communities and people by way of helping them (CHS Group, 2024). The charitable housing organisation is situated at Cambridgeshire, The United Kingdom. This evaluation review emphasises on the issue of performance management of the CHS group within the context of people management.

Furthermore, this report includes the evaluation based on the review of various modules, includes the wellbeing, inclusion and diversity, performance management and teamwork as a challenge within the management of people. An organisation with the effective management of employee’s performance results in increased engagement of employees fosters diversity, wellbeing and inclusion among employees and increases their performance (Wood, 2021). It is reviewed as an effective practice of people management in terms of performance management enables the workforce to achieve significant growth in the professional career. The practice of Performance management aligns with the objectives and mission of the organisation through which the performance of the employees is measures in terms of fulfilment of responsibilities and duties. This practice fits in the management of people and their performance to strengthen the competitiveness and improves the efficiency (Armstrong and Taylor, 2023). CHS group works with an objective of helping communities and needed people by offering affordable housing facilitates and rental homes.

Currently the charitable social housing organisation has implemented the strategic practice of performance management to expand their efficiency and productivity to meet the needs of individuals (Tuckey et al, 2022). As per my opinion, It navigates the process of complex housing by putting special attention to the collective and individual needs, results in high chances of achievement of organisational objectives and goals. Furthermore, it offers the multiple ranges of community services to facilitate support and assistance to them (Hoffman and Tadelis, 2021). This relates to the module learning that performance management is assistive and is helpful to CHS in keeping the employees motivated. I believe that motivation played a vital role in improving performance of employees and applied to boost their morale to enhance their engagement towards achievement of objectives. The HR advisor provides effective advice to the managers and workers of the organisation and facilitates guidance and support to them to achieve their work targets. Employees and managers are responsible to offers the best housing and rental services to the needed people to accomplish the social service objective of the charitable organisation. Practice of Performance management boosts morale and fosters motivation among the employees with a significant increase in productivity and efficiency (Anwar and Abdullah, 2021). According to my opinion, it emerges as a strategic approach, adopted by the HR advisor by way of fostering wellbeing, inclusion, teamwork and diversity, which has a positive impact on the performance of employees.

CIPD People Management Accredited Programme Assignment Sample

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Apart from that, performance management is characterized as a continuous process with an aim of improving performance (Al Aina and Atan, 2020). Team and individual goals are set, which are strategically aligned with the organisational objectives and includes planning, assessing and reviewing of performance progress. I believe that this practice is reviewed as an opportunity as it facilitates development of abilities, skills and knowledge of the employees by addressing their key issues and potential areas for improvement. So it is necessary for CHS that they must effectively focus on appropriate team work and this will help the company in motivating its employees. When good teamwork will be there then employees of CHS will be in a better position to work and ultimately performance of CHS will increase.

Review of Evaluation

· The detail/components of the policy/practice/initiative etc.

· Assessment of strengths and weaknesses.

· What you feel works or does not work and why.

Note: This may be an appropriate section in which to demonstrate aspects of your learning from the four programme modules your assignment is addressing.

The performance management practice has been adopted by the HR advisor of the CHS group with a special focus on maximisation of employee’s value. This strategic practice aims to improve and maintain the performance of the employees to accomplish the objectives of organisation (Hughes and Wearing, 2021). There are multiple components of the performance management practice which has been identified as monitoring, rating and rewarding. Practice of performance management within the CHS Group focuses on the component of monitoring for the strategic evaluation of the actual work performance of the employees. It is considered as a powerful tool of corporate management, assists the HR advisor to evaluate the performance of employees by setting the standards or targets (Wood, 2021). Based on my opinion, module of Performance management as a strategic monitoring enables the employees to put their best skills, talent and efforts, intended to enhance performance of the employees.

Key strength of this component is that it focuses on the transparency and accountability and fosters the understanding of needs and expectations of employees (Armstrong and Taylor, 2023). In addition, it provides the benefit of increased morale, engagement of the employees and ensures talent retention to the CHS Group. I believe that this component is further linked with the organisational objectives and evaluates the actual performance with the standards, results in identification of key issues and potential improvement areas by way of providing feedback to the workforce. On contrary, the weakness of the component of Performance management is that it emerges as a time consuming process and leads to biasness and discouragement among employees (Tuckey et al, 2022). Thus, the focus on inclusion and diversity will also assist CHS in managing the performance. As per my thoughts, it is due to the reason that when the diverse employees will be recruited then it will be motivating others as well to work in effective manner. Ultimately, the overall CHS performance will be improved and as a result of this the cordial environment is improved.

On the other hand, the strategic component of rewarding within the performance management implemented by the CHS group emphasises on the positivity, happiness, mental and physical satisfaction of the employees by way of providing rewards. Currently, there is a moderate level of rewarding and wellbeing in the organisation, has a direct impact on the performance of the employees (Murphy, 2020).

Furthermore, this component focuses on the maintenance of positivity and spirit of motivation (Hoffman and Tadelis, 2021). For example: I believe that with the adoption of intervention plan of flexible working schedules, monetary and non-monetary rewards and better balance between work-life leads to support and embrace an increased wellbeing and positivity within CHS group. Apart from that, Wellbeing interventions primarily focus on addressing the behavioural change of individuals with an aim to analyse their expectations and needs. This enables the CHS group to understand the needs and fulfil them in effective manner, leads to foster a sense of motivation and satisfaction within the employees (Anwar and Abdullah, 2021). Another component of performance management is rating, enables the CHS Group to rate the performance of the employees and provide them assistance towards the achievement of long term objectives also leads to embrace wellbeing. I believe that this results in facilitating strategic growth in performance and efficiency, results in increased chances of achievement of objectives of CHS group. This component provides the benefit of increased employee engagement and facilitates health workforce within the organisation, emerges as its strength (Al Aina and Atan, 2020).

On contrary, it has several weaknesses such as it leads to less productive employees and often results in high turnover risks. In addition, Practice of Inclusion and diversity focus on the encouragement of new perspective within the organisational culture of CHS group, by offering experiences, views and expertise to multiple employees of different backgrounds. Diverse workforce aims to bring together the employees with different perspectives and backgrounds, results in foster innovation and creativity (Grossi et al, 2020). Moreover, diverse teams lead to facilitate innovative solution to different problems, results in creative and unique solutions to problems. In addition, the practise of inclusion focuses on the presence; perspectives and contribution of multiple employees from different background are integrated and valued within the corporate environment of the CHS group. Based on my thoughts, an inclusive and diverse workplace leads the employees to feel them supported and equally involved within multiple areas of organisation. It is implemented to facilitate greater readiness to the creativity and innovation, leads to increased performance, emereges as strength of inclusion and diversity within the practise of performance management of CHS group.

Also, inclusion and diversity practises leads to foster a sense of togetherness, unity and collaboration within the employees, results in enhancing their productivity and performance towards the achievement of objectives of CHS group. However, there are multiple issues within the practice of inclusion and diversity, emerges as a weakness (Fulmer et al, 2023). This includes the high chances of communication issues, reduces the pace of process of decision making and problem solving and further leads to cultural misunderstandings. This has an adverse impact on the performance management leads to discrimination and inequitable inclusion. I believe that this reduces the overall performance of the employees by promoting negativity among employees and reduces their job satisfaction and morale. To overcome this issue, diverse team would be created with the hiring of individuals with different beliefs, religions and races and provide them training, leads to promote diversity. Furthermore, with the seeking of employee’s opinions and thoughts as individual contribution during meeting or formulation of strategy tends to foster spirit of inclusion and diversity within the CHS group.

As a HR advisor, I address the unconscious biasness to foster the sense of positivity and unity among employees and recruit employees from different background, experience and beliefs for the leverage of diverse teams within the organisation. In addition, I use the strategy for feedback by conduction survey on employees to identify their issues and concerns related to inclusion and diversity and formulate effective strategies and solutions to overcome the issues within the CHS group. For example: with the formulation and implementation of equality policies within workplace of CHS group, inclusion and diversity could be promoted, results in increased performance and engagement of employees. At last, Effective teamwork practice emphasises on the creation of positive work culture, leads to foster the sense of unity and teamwork among employees (Zheng et al, 2023). In addition, it also improves the skills of problem solving and enhances the innovation and creativity in organisation.

The current state of the CHS group revealed that there is moderate teamwork within the organisational employees as the team is formulated with the experienced employees with extensive talent and knowledge related to the various elements of management and housing provision (CHS group, 2024). This can be improved by working on the performance management strategies so that the overall working can be improved. These performance management strategies like financial and non-financial motivators so that overall working can be improved. Furthermore, the current picture of the organisation states effective and strategic teamwork within the employees emerges as strength as it leads to enhance efficiency and improves overall performance. However, it often leads to misunderstanding and intrinsic conflicts between employees, has an adverse impact on the morale and performance of the employees. I believe that conflicts and misunderstanding also leads to reduce the engagement of the employees due to which they felt disconnected or isolated with the team culture, emerges as a weakness of Effective teamwork practice.

As per my view as an HR advisor of CHS group, the practice of Performance management and effective teamwork could be implemented within CHS group as it facilitates significant improvement in the overall performance and efficiency of the employees. This leads to enhance completive edge and increase the chances of achievement of objective that is to offer housing facility to the needed people and communities (Hughes and Wearing, 2021). Furthermore, these practises motivate the employees to put their best efforts and skills to accomplish the goals. There is a significant increase in the employee’s engagement as the practice of performance management encourages them to achieve the performance targets. Based on my opinion, effective teamwork also works for the CHS organisation to overcome the issue of performance management by unlocking the potential of creativity and innovation, leads to better approach to problem solving and improves performance (Wood, 2021). On the other hand, practice of wellbeing and inclusion and diversity does not work effectively towards the aspect of performance management due to increased chances of conflicts. These practises are often termed as time-consuming and less effective as compared to above practices. That’s why, in my opinion, the practice of inclusion, diversity and wellbeing does not work in the CHS group.

Conclusion

Your key thoughts from the review:

key areas of strength and weakness

areas that would most benefit from further development or change

From the above information, it has been concluded that the performance management emerges as a practice of people management within the CHS Group. The evaluation review concluded multiple components, identified as inclusion and diversity, wellbeing, performance management and effective teamwork. These encompasses with multiple strengths and weakness, has a significant impact on the efficiency and performance of organisation. It influences the employees to perform in better manner in order to achieve the goals of organisation.

Furthermore, the evaluation review concludes about the time management and arising of conflicts and misunderstanding, emerges as a potential weakness within the area of human resource. The operational area of the organisation would be the most beneficial area, obtains high benefit from further change and development within the practices of performance management in Human Resource. Due to the implementation of different practices of human resources, the activities of the operational area would be streamlined and effectively operated by the employees and managers of CHS. These practices enable the employees to act in more engaged and motivated manner will result in increased performance.

· Your key suggestions/recommendations for how the aspect of people management could be further developed or improved.

· Recommendations must be realistic and practicable, in terms of cost and time.

· Recommendations must be clearly expressed to support effective change decisions in the organisation.

Note: This may be another appropriate section in which to demonstrate aspects of your learning from the four programme modules your assignment is addressing.

The CHS group faces issues within the practice of performance management, has a crucial impact on its efficiency and performance. To overcome the issues and further improvement in the people management, the following practical recommendations are provided with an aim to mitigate the issues within the practice of performance management.

• It has been recommended to the HR advisor of CHS group for the further improvement in the people management aspect that the work within the organisation would be correctly delegated. The HR advisor ensures that the work should be proper delegated to right employee to enhance the chances of success of the organisation; furthermore, the right employee will accomplish the task with best skills and efforts, results in increased performance and efficiency (Armstrong and Taylor, 2023).
• It has been suggested that the issue of discouragement and biasness among employees during the practice of performance management could be improved with the adoption of equal treatment policy within organisation. In addition, it has been recommended to the HR advisor that it could adopt the expectancy theory to positive influence the employees towards best performance (Watters, 2021). With the adoption of strategy of rewards and recognition, satisfaction and employee’s morale will be improved. This will encourage them to perform in the best manner towards the achievement of organisational targets.
• In addition to that, an effective communication skill would be established to mitigate the weakness of conflicts and misunderstanding within the practice of inclusion and diversity in the people’s management. It has been advised to the HR of the CHS group that the feedback strategy would be implemented within the organisation to identify the issues and challenges related to the inclusion and diversity. Moreover, proactive communication would be encouraged to minimize the chances of conflicts and misunderstanding.
• It has been suggested that the weakness of high turnover risks and less productivity of employees would overcome with the adoption of strategies, which will focus on improving the engagement of employees and further improves the job satisfaction. Implementation of strategy related to flexible hours of working, remote work and promotion of balance between work-life leads to improve the situation (Anwar and Abdullah, 2021). These strategies are effective and will facilitate smooth working of employees with greater satisfaction and higher rate of productivity.
• Apart from that, it has been suggested to the HR advisor that it would management of people would further developed with the organisation of training and development sessions. This will improve and uplift the current skills and talent of the employees with the advanced one, leads to improve their efficiency and overall individual and organisational performance. It boosts their morale and fosters job satisfaction, which encourages them to perform in effective manner (Al Aina and Atan, 2020). Furthermore, this will ensure high chances of the change management within the management of people and facilitates their cooperation and engagement towards further development.
• In addition to that, it has been recommended to the HR advisor about taking measures such as encourage personal communication and organize social gatherings to resolve misunderstandings and conflict by motivating employees. This helps the employees and managers to seek early resolutions and enable them to understand issues in depth manner (Grossi et al, 2020). It also helps them to address the key reasons behind misunderstandings hand helps them to prevent this type of adverse situation in near future.
• To resolve the issue of time management to improve the issue of performance management, it has been suggested that the HR advisor can embrace AI to minimize the unnecessary use of time on unwanted and mundane activities and tasks. The advanced technology of AI will help the HR advisor through smart calendar and arranging the tasks as per the priorities and schedules to improve the overall performance of the employees with the help of effective time management (Murphy, 2020).
• With the implementation of plans related to professional development of employees and real time data to evaluate the performance of the employees will help the HR advisor to enhance the overall efficiency of the workforce. This will also improve the structure of performance management within the organisation and helps them to achieve the targets and objectives in effective and efficient manner.

References

Models, theories, and other people’s content must be correctly referenced using a Harvard style referencing system.

Books and Journals

Al Aina, R. and Atan, T., 2020. The impact of implementing talent management practices on sustainable organizational performance.Sustainability,12(20), p.8372.

Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on Organizational Performance.International journal of Engineering, Business and Management (IJEBM),5.

Armstrong, M. and Taylor, S., 2023.Armstrong's handbook of human resource management practice: A guide to the theory and practice of people management. Kogan Page Publishers.

Carvalho, S., Carvalho, C. and Carvalho, F.K., 2022. Challenging experiences: recommendations for promoting individual development.International Journal of Productivity and Performance Management,71(5), pp.2049-2058.

Fulmer, I.S., Gerhart, B. and Kim, J.H., 2023. Compensation and performance: A review and recommendations for the future.Personnel Psychology,76(2), pp.687-718.

Garg, S., Sinha, S., Kar, A.K. and Mani, M., 2022. A review of machine learning applications in human resource management.International Journal of Productivity and Performance Management,71(5), pp.1590-1610.

Grossi, G., Kallio, K.M., Sargiacomo, M. and Skoog, M., 2020. Accounting, performance management systems and accountability changes in knowledge-intensive public organizations: a literature review and research agenda.Accounting, Auditing & Accountability Journal,33(1), pp.256-280.

Hoffman, M. and Tadelis, S., 2021. People management skills, employee attrition, and manager rewards: An empirical analysis.Journal of political economy,129(1), pp.243-285.

Hughes, M. and Wearing, M., 2021.Organisations and management in social work: Everyday action for change. Sage.

Murphy, K.R., 2020. Performance evaluation will not die, but it should. Human Resource Management Journal,30(1), pp.13-31.

Tuckey, M.R., Li, Y., Neall, A.M., Chen, P.Y., Dollard, M.F., McLinton, S.S., Rogers, A. and Mattiske, J., 2022. Workplace bullying as an organizational problem: Spotlight on people management practices.Journal of Occupational Health Psychology,27(6), p.544.

Watters, E.R., 2021. Factors in employee motivation: Expectancy and equity theories.Journal of Colorado Policing,6(1), pp.4-8.

Wood, A.J., 2021.Algorithmic management consequences for work organisation and working conditions(No. 2021/07). JRC Working Papers Series on Labour, Education and Technology.

Zheng, Z., Sun, Y., Song, X., Zhu, H., and Xiong, H., 2023, September. Generative Learning Plan Recommendation for Employees: A Performance-aware Reinforcement Learning Approach.InProceedingsof the 17th ACM Conference on Recommender Systems(pp. 443-454).

Online

CHS Group Charitable Housing Association (2024). About Us. Online. Available through: <https://www.chsgroup.org.uk/>.

CHS group, (2024). Meet the Team. Online. Available through: <https://www.chsgroup.org.uk/meet-the-team/>.