Of late, benchmarking has become an approach to optimise production processes by comparing certain aspects of a company with its competitors. However, one of the biggest challenges is not just gathering or statistically evaluating these data, but to derive a concrete measure to interpret the results (Denkena, B; Apitz, R; Liedtke, C, 2006)
In order to accentuate production through employee performance, a company's management needs to develop a strong belief and determination among the leadership and worker-class, to accelerate progressive changes and create a difference. Only those with exceptional influence can change the way an organisation runs. Management must consider the criticality of a visible and active role taken by them to integrate policies of diversity and inclusion into every aspect of an organisation's operation and culture.
Culture affects every employee of the organisation, whether it is a man or woman. It's imperative that any policy decision reach all concerned in the organisation; every individual of the organisation must feel a part of the scheme of things, for the welfare of the organisation.
A healthy work environment goes a long way in instigating quality work. At the workplace, it is imperative for the management to introduce an increased and effective mode of cooperation between the men and women workers. One way of looking at it is by creating a better awareness of gender differences, building different leadership styles and flexible work/career patterns. Both men and women can use a variety of flexible work options to support family and personal needs, allowing them to achieve the goal of work/life balance, contributing to greater productivity.
There are many number of business tactics, that can be employed to bring about operational changes to manage talent most effectively. Some tactics, most noticeable among them are:
Identifying role models and establishing mentoring programmes
Eliminating all bias-based company policies and procedures
Providing equal opportunities, training and development for all
Conducting workshops for employees to impress upon them the importance of diversity and inclusiveness to increase performance and production
Though the above initiatives may sound simple, there is more to it, than meets the eye. The exercise needs the wholehearted support and sustained effort by all employees to make it a success (David Pappie, p.103, 2006).
Performance is the cornerstone to success and productivity. Performance comes about through the wholehearted and sincere effort of employees of an organisation. This is possible only if the employees are kept happy and cared for. Strategies that favour employee retention, elicit competitive bonus schemes, and creates healthy work environment are pre-requisites for employee performance, culminating in higher production.
A company's best asset is its people, so there is a good reason why the company needs to do what is right for them. A point of contention to performance and productivity is the way one works; the ability to work remotely, where enterprise convergence gains momentum. Organisations and structures have become more fluid. Mobility not just of the people involved, but their virtual working environment has become synonymous for productivity. For business bosses and their employees, a converged environment makes work location and distance irrelevant. The impetus to work for the benefit of the organisation must come ...
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“Performance Related Production Essay Example | Topics and Well Written Essays - 5000 Words”, n.d. https://studentshare.net/business/304974-performance-related-production.
Based on this research the desires of employees are often significantly different from that of their employers. While employers seek high production, employees do not generally have loyalty to the overall outcomes of the company. This disparity means that many employees often do not work at their full potential and consequently the productivity of the company itself is lower than it could potentially be.
The paper operates mainly based on research question which can be stated as follows: Is performance related pay a proven path to improving employee performance and job satisfaction? The researcher states that the performance related pay systems do have some inbuilt lacunas, and may not serve the desired purpose, if not imbued with some salient attributes.
The ultimate purpose of a Performance Related Pay system is to encourage employees to link their expectation with the organisation's goals and work hard to improve themselves on an incremental basis (Alberto, 2011). This implies that the PRP system of a business aims at identifying the improvement in employees and compensating them accordingly.
In order to conduct a comprehensive analysis of the impact and identify solutions for the same, the concept of effective logistics would have to be understood first. Perception of operation management performance would be studied with respect to effective logistics.
Human Resources Management is one such area that is gaining importance by the day. Human Resources Managers work towards the fundamental problem of creating a balance between the expectations of both, employers and employees.
The reason for this question has its strong base on the potential disadvantages PRP systems have.
This paper will examine how systems of PRP can impact upon employees in the finance sector, with a specific focus on both productivity levels and the quality of service.
To achieve this companies are constantly working towards improving production levels and quality by speeding processes involved in production and as well as consciously targeting costs.In this milieu an incresing numer of companies are getting to recognize the fact that they cannot excel in everything connected to their business and delivery of products and services they are known in the market for.They have begun recognizing that it makes sense to find sub-contractors for parts of their work and leverage on their work to roll out a finally bundled up product.Outsourcing of manufacturing can help companies concentrate of areas of competence whilst a the same time ensuring that the other rel
Performance pay is a system of rewarding employees which is based on perceived out put often without clear measurement formula but which depends on the discretion of the supervisor or the line manager concerning the employee. Compared to other pay system performance pay is more complex and more difficult to implement.
n stated that Japanese management techniques have influenced the ways that managers of countries in the West administer the various organizational concepts and issues. The above phenomenon can be explained by the fact that the above techniques have been proved to be particularly
The concept of multiple singers in one band has always been well known and appreciated. People’s liking for such bands speaks of their success. It is the variation in the pitch of voices of different singers in a band that gives the song that rich spice.
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