Performance management - Dissertation Example

?MMUBS Masters Network – Dissertation Unit (5A4060) Research Proposal Pro-Forma Maximum of 3000 words excluding References. Pass mark is 50%. name and registration number For example: John Bloggs, 12345678 Programme title and mode of attendance For example: MSc International Business Management Full-Time Title of the research project For example, ”Supply Chain Systems in the Food Industry: the feasibility of advanced global models in India” Research context Introduction The project aims to bring forth how performance management has evolved as a necessary tool in improving and enhancing productivity of employees in organizations. The organization chosen for the study is Saudi Telecom Company. Saudi Arabia has demonstrated rapid demographic changes which accounts as its main determinant of political and economic stability. In particular, it is the ability of a nation to develop its human resources that determines the success of its organizations in the long run. The main purpose of the study is to show that employee performance in Saudi Telecom has increased and has improved by the implementation of its system of performance management. Saudi Arabia represents the largest proportion of nationals in the nation’s labor force. The presence of a huge proportion of the population in the labour force of Saudi Arabia is one major reason for organisations to practice and implement performance management (Looney, 1991). Saudi Telecom Company is considered to be the leading national provider of telecommunication services in Saudi Arabia. Established in the year 1998, the company has gradually transformed its business from that of a government system to a recognised commercial business. The company’s clear emphasis on strategies focuses on reorganisation and the development and re-skilling of its staff and the development of processes to cater to meeting its customer needs and requirements (Saudi Telecom Company, 2011). This calls for the implementation of a performance management program to sustain and increase the performance of employees. The company’s recent development in the fields of performance management is the launch of a program for the provision of training of managers to develop their skills. The emphasis is provided for performance and personal development of the managers and supervisors too. The company also enables managers from other organisations to take part in the program for developing and improving their own performance (South Texas College, 2006, p.26). The present research seeks to understand the effectiveness of the system on the performance of employees and the organisation. The performance would be evaluated in the areas of human resources, financial issues, management and leaderships, organisation behaviour, communication and personal development. Research Question The research question for the study has been provided below. To what extent has the performance of employees improved in Saudi Telecom Company by implementation of the system of performance management? There is a positive relationship between performance and productivity of employees in organizations. The answer to this question would reveal the extent to which this purpose can be fulfilled. It would also throw light on the fact that business goals and objectives can be met through the implementation of proper performance management plans. Moreover, the answer would help the organization to plan its system of performance appraisal. The result of the study would help to identify areas which need to be addressed due to poor performance and also the areas of good performance which need to be improved. The results would also help to recognize and reward the performance of employees (Kota, n.d., p.16). Research Aims and Objectives The research paper would deal with the impact of performance management in the performance of employees in Saudi Telecom. In this regard, it would present different aspects of performance management and the way it influences performance of individuals. Based on the research question that has been framed for the study, a broader set of research objectives have been developed. Thus, the objectives of the paper are: To design, develop and implement a performance management system that suits the organization needs for Saudi Telecom, To define the parameters of measurement and help the organization to set goals and objectives, To define and develop the appropriate tools for managing performance, and To identify the role of performance management system in measurement and in career enhancement. Since the aim is to bring about a relationship between the performance management system in STC and the level of performance of employees, the development of a performance management system is especially relevant in this regard. Also the system should be especially focussed to cater to the organisation needs of the organisation. Also a clear definition of the different parameters of measurement is essential for identifying whether any significant improvement is seen in the performance of employees and also to what extent. It is important that appropriate tools are applied for measuring the change in employee performance. This would make the change significant and measurable. Also the role of performance management in measurement and career advancement would be necessarily required for identifying its effectiveness. This is because the system of performance management can be considered to be successful only if it adds to the value of the employee in terms of his career progression in the organisation. A stagnating career would necessarily reflect an ineffective system of performance management. . Overview of the literature Performance management system is referred to as the mechanism used by leaders in organizations and also their followers for the development of goals and work expectations. It is also used for the delivery and retrieval of performance feedback, identification of development needs and finally for the evaluation of performance (University of Science and Technology, n.d., p.1). Performance management is also very essential while allocating financial resources in the most useful and cost effective way. During such times, performance management helps managers to focus on the critical needs of the organization. In many organizations, managers and supervisors are found to be concentrating on such activities while ignoring the desired outcomes which are required for accomplishing the goals and objectives of the organization. The following diagram would reflect the performance management system. The research would discuss the impact of implementing the process in the company for performance and productivity enhancement. Figure 1: Performance Management System Repeating Process (Source: University of Science and Technology, n.d., p.2) The above model would provide an insight into performance management that helps to attain organizational objectives and goals and also enhances employee productivity and performance. It is a common phenomenon that employees and supervisors who work hard do not remain aware of the connection between their activities and the organization’s mission, goals and objectives. They are also unaware of the position they hold or the support they provide for enhancing those missions. Employees and supervisors are greatly benefitted from a system which guides programs and activities that are aligned with the organization or the departments’ goals and objectives. Using this model, the research would be able to provide the way in which managers and employees would be able to align the resources, activities and processes of the organization with the mission and objectives of the same. Managing employee performance forms a critical aspect of the successful completion of organization goals and objectives (University of Science and Technology, n.d., p.2). Moreover, the purpose of providing the model is to represent a process which helps in designing and developing a management process which “promotes outcome driven decisions with respect to human and fiscal resources” (University of Science and Technology, n.d., p.2). The project would try to develop a framework for performance management which would seek to revolve round the main issues, like objectives, strategies, plans for attainment of the objectives, setting targets, rewards and incentive structures and information feedback loops. The central focus would remain on the management of organizational performance. The framework would be used for implementation in management and organizational settings and identify the loopholes, if any (Otleya, 2002). The study would try to evaluate links between the system of high performance work practices and the performance of firms and employees. The relationship between the two would necessarily be effective in evolving a competitive strategy for the firm (Huselid, 1995). The following figure provides a model of performance management. It must be realized that performance management is not only about appraisal or rating the board, staff and the management’s performance. This activity is only a part of the entire process. Instead, performance management is the overall systematic process of planning the work and setting expectations followed by continuously monitoring the performance. This is followed by the development of the capacity to perform and also by regularly rating the performance and keeping a record of it too. Finally it ends with the recognition and rewarding of the same performance. Figure 2: Performance Management Model (Source: Accreditation.org, 2011, p.1) Using the performance management model, the literature review would be able to provide the basis on which the practice can be developed in the system which would contribute towards improvement of the overall productivity of employees and the organization on the whole. Analysts have defined the system of performance management as a new version of executive information system. Others are of the opinion that it is an extension of the business intelligence. Some of the major concepts associated with the practice are budgeting, planning and forecasting. However, the best methodologies are activity based management and balanced score card. Performance management is a wide concept which has given rise to a number of definitions. However, the key focus has always been given to performance indicators or KPIs, or the summary indicators which measures the comprehensive services which are provided by the company. Measurement and management of the system which includes combining the medium and the long term strategies and objectives with such tactics which aligns the business, represents some of the core and important functions of the systems of corporate performance management. The research would deal with the use of a variety of techniques for the same. It would essentially consider the establishment of a performance culture and would identify the cause and effects of the changes in the tactics and strategies and improvement of communication in the corporate structure. It would primarily deal with the implementation of such a system which would speed up the corporate process using the minimum cost and the most effective allocation of resources. Research design Research Methods The research methodology is one of the most crucial aspects of a research paper as it determines the level of accuracy of the research. Thus, the determination of the most appropriate methods of research accounts for one of the important tasks in the process. Then research methods are primarily aimed at meeting the following objectives, namely, viability, relevancy, reliability and interpretability. These are the main four parameters which determine the quality of the research. Thus, the research considers it necessary to understand the basic aims, objectives and the research question in order to be able to choose the appropriate research method. The two most common research approaches are induction and deduction as presented by Saunders, Thornhill and Lewis. As per the deduction approach, the research tests the theories using scientific methods. On the other hand, in the induction approach, the research itself formulates theories (Saunders, Lewis, and Thornhill, 2003, p.107). According to the specifications of the present research, the method that would be followed is the induction method. It would not test any past theory. Rather, it would find answers to the research question that the project would try to explore. For example, it would find answers to the question whether the implementation of a performance management system would help raise the productivity and performance of employees in Saudi Telecom Company. Data Collection The method data collection would primarily depend on the nature of the study. However, the method of data collection depends on the type of data that are required for the purpose of the study. In general, the research methods can be categorized in the following two ways. They are primary research and secondary research respectively. Secondary data is required for conducting secondary research which must be collected from authentic sources. The advantage of using secondary sources is that they provide readymade data. Few of the important secondary authentic sources are statistical centres, government agencies, the public and private organizations. The government websites may also be used for the purpose (Zhen, 2006, p.68). On the other hand, primary data are collected from primary sources which require analysis and interpretation. The quantitative data collection methods would be employed which would rely on the concept of random sampling. In this case, the results that are produced are also easy to compare, summarize and generalize. In order to do this, a questionnaire would be developed which would be distributed among a random sample chosen from Saudi Telecom Company. The questions framed would be catering to the research question developed. The questionnaire method is both easy to conduct and also saves money and time. However, it must be ensured that the responses provided are true and free of biasness. The questionnaire would also consist of open ended questions which would help to make a qualitative assessment of the research. Open ended questions would be framed to provide a qualitative method of collecting data. The main benefit of doing this is to improve the quality of the survey. They would also help to clarify the findings from the quantitative research. (University of Wisconsin-Eau Claire, 2008). Moreover, the open ended questions allow the researcher to change the strategy of collecting data either by adding or refining or even dropping techniques. They also allow repeating the interviews with respondents for the purpose of following on over some issue. Results, Findings and Discussion This section would not be a summary of the results. Rather it would require original thinking and interpretation. The discussion would focus on the way the research was reinforced. The key to a favorable discussion is to have a clear understanding about the meaning of the research. This would be possible only if the results are interpreted accurately. A good discussion comprises of a coherent and structured explanation “that accounts for the findings of the research, making links between the evidence obtained and existing knowledge” (The Higher Education Academy, 201, p.1). Both the primary and secondary research would be conducted as mentioned under research methods. The data collection would focus on such facts which would reveal the impact of performance management practices and its impact on the productivity and performance of employees in Saudi Telecom Company. Based on the data collected the findings would be categorized as primary findings and secondary findings. The primary findings would primarily result from the questionnaire data. A random sample of 50 candidates would be chosen to provide their response to the questionnaire. The findings would mainly reflect whether they were experiencing any improvement in performance after implementation of the performance management program. It would also reveal the areas which required improvement or even the areas which were succeeding rapidly than the others. The sample chosen would comprise of employees starting from the lowest levels to the managerial levels. Questions would be the same for all and without any kind of biasness. It would have to be ensured that all the questions were answered so that accurate results can be arrived at. The questions would be framed to highlight both the quantitative as well as the quantitative aspect of the research. The primary findings would also reveal the future of such strategies in the organization and their relevance. The secondary findings would be based on the data collected through secondary resources like authentic websites, journals, academic books or news articles. It would focus the success of the strategy on the performance of employees in Saudi Telecom Company. It would rely on the market information provided by the company to the external audience. It would reflect the trends of performance management practices in Saudi Arabian organizations and the effects of the same. Because they would be collected from a wide variety of sources, the findings from such sources would have to undergo extensive screening before they would be analyzed or interpreted. Some of the major issues which would be discussed under this head would be the recent tools of performance management practices, how they are implemented in organizations and the impact of such practices, the loopholes or drawbacks in the system and also the way in which they could be removed. Data Analysis or Interpretation This section would primarily comprise of the analysis of the findings with the aim of arriving at a relevant conclusion. This would be done using statistical analysis which would provide the trends wherever required. Behavioral data would reflect the extent to which employees are satisfied with the practices. This information would give idea as to the extent to which the performance management practices have been successful in the company. The results that would be arrived at after the analysis would be discussed with relevance to the main topic of discussion. Because the information would be massive and diverse, it would have to be filtered and a spiral approach would have to be taken so as to retain the focus and main aim of the project. The discussion would also emphasize on the application of modern tools of performance management and their application in the system. It would discuss the loopholes and drawbacks in the practices in the context of the organization. Based on the drawbacks, the research would also provide certain recommendations for the removal of the drawbacks. The critical issues of the practices would be addressed. It would be ensured throughout the paper that the main objective would be sustained and there would be diverging from the objective. Suggestions would be provided for the upliftment and implementation of the practice in Saudi Telecom Company. Also, measures would be suggested for removing the barriers in their implementation and facilitating the process. References Accreditation.org. (2011). Performance Management Model. [Pdf]. Available at: http://www.accreditation.org.au/site/uploads/Performance%20management%20model.pdf. [Accessed on April 20, 2011]. Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial Performance. Academy of Management Journal. Vol. 38, No. 3. Kota, A. K. (No Date). Performance Management System -A tool for enhancing Employee Productivity and Retention. [Pdf]. Available at: http://www.cynosureconsulting.in/download%20Presentations/seminar_performance_management_system.pdf. [Accessed on April 20, 2011]. Looney, R. E. (1991). Patterns of Human Resource Development in Saudi Arabia. [Online]. Available at: http://www.jstor.org/pss/4283469. [Accessed on April 20, 2011]. Otleya, D. (2002). Performance management: a framework for management control systems research. Management Accounting Research. Volume 10, Issue 4. Saudi Telecom Company. (2011). Saudi Telecom. [Online]. Available at: http://www.stc.com.sa/cws/portal/en/stc/stc-landing/stc-lnd-abtsaudtelc. [Accessed on April 20, 2011]. Saunders, M., Lewis, P. and Thornhill, A. (2003). Research Methods for Business Students. Pearson Education India. South Texas College. (2006). STC Leadership Academy Trains Your Managers to Be Leaders. [Pdf]. Available at: http://www.southtexascollege.edu/catalogs/continuingeducation/pdf/leadership.pdf. Accessed on April 20, 2011]. The Higher Education Academy. (2011). Discussion of Research Findings. [Pdf]. Available at: http://www.heacademy.ac.uk/assets/hlst/documents/research_gateway/research_gateway_section7_discussion_of_findings.pdf. [Accessed on April 21, 2011]. University of Science and Technology. (No Date). Performance Management System- A Conceptual Model. [Pdf]. Available at: http://hraadi.mst.edu/documents/hr/PERFORMANCE_MANAGEMENT_SYSTEM-_Conceptual_Model_AND_Flowchart.pdf. [Accessed on April 20, 2011]. University of Wisconsin-Eau Claire. (2008). Data Collection Methods. [Online]. Available at: http://people.uwec.edu/piercech/researchmethods/data%20collection%20methods/data%20collection%20methods.htm. [Accessed on April 20, 2011]. Zhen, L. (2006). Resource use and agricultural sustainability: risks and consequences of intensive cropping in China. Kassel university press GmbH. Bibliography Alston, M. & Bowles, W. (2003). Research for social workers: an introduction to methods. Routledge. Daymon, C. & Holloway, I. (2002). Qualitative research methods in public relations and marketing communications. Routledge. Gray, D. E. (2004). Doing research in the real world. SAGE. Ethics Check Form Name of Applicant: Division: Name of Supervisor: Title of Dissertation: Does the project require the approval of any external agency? YES/NO (delete as appropriate) If YES has approval been granted by the external agency? YES/NO (delete as appropriate) Statement by Applicant I confirm that to the best of my knowledge I have made known all relevant information and I undertake to inform my supervisor of any such information which subsequently becomes available whether before or after the research has begun. Signature of Applicant: Date: Statement by Supervisor (please sign the relevant statement) Approval for the above named proposal is GRANTED I confirm that there are NO ethical issues requiring further consideration. (Any subsequent changes to the nature of the project will require a review of the ethical considerations) Signature of Supervisor: Date: ­­­­­­­­­­­­­­ Approval for the above named proposal is NOT GRANTED I confirm that there are ethical issues requiring further consideration and will refer the project proposal to the appropriate Committee ** Signature of Supervisor: Date: ** For work forming part of an MMU taught programme– refer to Faculty Academic Standards Committee ** For work forming part of an MMU research programme – refer to Faculty Research Degree Committee ** For PhD by published work – refer to Research Degree Committee ** For any other work – refer to appropriate Faculty/Department Committee or line manager Ethics Check Form: Notes for Guidance Before completing the Ethics Check Form the person undertaking the activity should consider the following questions: YES NO N/A 1 Is the size of sample proposed for any group enquiry larger than justifiably necessary? 2 Will any lines of enquiry cause undue distress or be impertinent? 3 Has any relationship between the researcher(s) and the participant(s), other than that required by the academic activity, been declared? 4 Have the participants been made fully aware of the true nature and purpose of the study? If NO is there satisfactory justification (such as the likelihood of the end results being affected) for withholding such information? (Details to be provided to the person approving the proposal). 5 Have the participants given their explicit consent? If NO is there satisfactory justification for not obtaining consent? (Details to be provided to the person approving the proposal). 6 Have the participants been informed at the outset that they can withdraw themselves and their data from the academic activity at any time? 7 Are due processes in place to ensure that the rights of those participants who may be unable to assess the implications of the proposed work are safeguarded? 8 Have any risks to the researcher(s), the participant(s) or the University been assessed? If YES to any of the above is the risk outweighed by the value of the academic activity? 9 If any academic activity is concerned with studies on activities which themselves raise questions of legality is there a persuasive rationale which demonstrates to the satisfaction of the University that: i the risk to the University in terms of external (and internal) perceptions of the worthiness of the work has been assessed and is deemed acceptable; ii arrangements are in place which safeguard the interests of the researcher(s) being supervised in pursuit of the academic activity objectives; iii special arrangements have been made for the security of related documentation and artefacts. RESEARCH PROPOSAL ASSESSMENT CRITERIA (pass mark 50%) CRITERIA Learning Outcomes FAIL PASS PASS WITH MERIT PASS WITH DISTINCTION 0 - 45 45 – 49 (MARGINAL) 50 - 59 60 - 69 70 - 79 80 - 100 1. Identify the macro and micro organisational contexts for the dissertation and the objectives of the research. This should be in the light of a client’s briefing if applicable. The organizational context and current issues are not identified leading to no clear research objectives. The organizational context and current issues are partially identified, leading to objectives that are inappropriate or imprecise. The organizational context and current issues are sufficiently identified and expressed, but lacks clarity in some areas, leading to an adequate but somewhat loose identification of research objectives. The organizational context and current issues are clearly identified and scoped, leading to the identification of appropriate research objectives. The organizational context and current issues are unambiguously identified, scoped and prioritized, leading to well framed research objectives. The organizational context and current issues identified are theoretically grounded. Factual data are well used to iterate the business scenario that leads to precisely framed research objectives. Additional feedback comments from the supervisor in relation to learning outcome 1. 2. Critically review and synthesize the relevant literature on the subject area in order to construct a conceptual framework to underpin the research. There is an insufficient range of literature considered. This impairs the analysis and integration of concepts, models and theories that might lead to a conceptual framework to underpin the research. There is a sufficient range of literature considered, but the analysis and integration of concepts, models and theories are fragmented and do not lead to a clear conceptual framework to underpin the research. There is a sufficient range of literature considered, and some attempt at analysis and integration, but lacking in critical focus towards a clear conceptual framework to underpin the research. There is an adequate range of literature considered. Analysis and integration of concepts, models and theories have an adequate critical focus, leading to a substantiated conceptual framework to underpin the research. An extensive range of literature is considered. Good analysis and integration of concepts, models and theories with substantial critical content. The conceptual framework underpinning the research is well argued for. Very good application and critique of concepts with evidence of breadth and depth of literature reviewed and integrated, leading to a sound conceptual framework and a theoretically well grounded investigation. Additional feedback comments from the supervisor in relation to learning outcome 2. 3. Identify the nature of relevant evidence and associated data sources to support the research objectives. There is insufficient identifiable evidence to corroborate the argument and the conclusions. Fieldwork or secondary data is non existent or very little. Sufficient relevant sources of evidence are identified but the data collection (primary or secondary) is not sufficiently informed by the conceptual framework underpinning the research. Sufficient relevant sources of evidence are identified and the data collection (primary or secondary) is sufficiently informed by the conceptual framework underpinning the research. An adequate range of relevant sources of evidence are identified. The data collection (primary or secondary) is clearly informed by the conceptual framework underpinning the research. A wide range of relevant sources of evidence are identified. The data collection (primary or secondary) is clearly and largely informed by the conceptual framework underpinning the research. A wide range of very relevant sources of evidence are identified. The data collection (primary or secondary) is clearly and very thoroughly informed by the conceptual framework underpinning the research. Additional feedback comments from the supervisor in relation to learning outcome 3. Read More