Structure of the report - the report should include the following parts:
-Table of contents
-Project proposal / Selection of problem / Hypothesis (approx. 350 words)
-Background literature (approx. 500 words)
-Stakeholder analysis (approx. 350 words)
-Significance / contribution of the project (approx. 500 words)
-Implementation possibilities and strategies [risk analysis optional] (approx. 350 words)
-Timeframe to implement/ implementation plan (approx. 200 words)
-Budget for implementation (approx. 200 words)
Possible frameworks for the individual report
Possible frameworks for individual report.docx
The file above contains some 'possible frameworks' for your individual assignment. As noted in the report briefing above, it is essential to do a stakeholder analysis and to present the relevant financials (such as BCR or ROI).
You are also welcome to use statistics such as correlation and/or regression but this is optional.
Implementing MAUS tool for improving performance review of employees in the ABC Company
The aim of the report is preparing an attracting project for the CEO of the ABC Company for persuading him to apply the MAUS software, which offers automated regular employee review and thus, makes the performance appraisal processes easier. The report highlights the importance of implementing a performance review tool in ABC Company, as it lacks a proper structure for managing the performance of the employees. A problem analysis followed by a literature review is carried out. Further, the report involves conducting a stakeholder analysis, highlighting project significance and developing strategies to execute the project successfully. Lastly, a timeframe is established along with a budget required for the proper execution of the project.
The purpose is developing an appealing HR business case on the significance of implementing the MAUS tool for enhancing employee performance review in ABC so that the CEO can be influenced to achieve the mechanism. The scope of improving staff performance review is high though proper implementation and use of the MAUS tool.
Hence, the report involves developing a research proposal, background literature, stakeholder analysis, project importance, possibilities and strategies for pigmentation along with a timeframe and budget plan. Inaccurate budget and time plan can hamper the proper execution of the project.
Project proposal/ selection of problem
Performance review must be a positive experience and add to the shared wellbeing of the company. It is a handy tool for enhancing productivity and performance of the staff by helping them perform better, raising motivation and self-esteem (Oliver et al. 2018). However, in the ABC, no active or regular performance review is carried out that affects employee performance unproductively. For example, even after performing well when an employee is evaluated unfairly, the little stimulus is left there for him/her to continue his/her job in the firm. Hence, inadequate performance review makes several talented employees of ABC demotivated that makes them feel disengaged or withdrawn. Apart from that, without accurate performance data for conducting the performance review, the truth cannot be found. A peer or manager can give misleading or false information about a worker that can twist the study deceitfully.
Fletcher and Williams (2016) commented that spending a month for planning an annual performance review is not a good idea. Instead of it, an ongoing performance appraisal is a much more cost and time-effective way, and it gives better result as well.
Hence, the MAUS tool is proposed to the CEO of the ABC Company, which is failing to conduct a regular performance review of the employees and help them to enhance their performance.
The MAUS software is systemised, and it programmes employee review. It helps in to obtain personalised and accurate staff appraisal in minutes. Thus, the regular exam can help ABC maintaining a motivated, productive and happy team (MAUS Business Systems, 2019). The HR manager of the company can select from lots of model performance criteria, which are relevant to the ABC's operations. Moreover, the manager can create his/her own custom factors and competences. The MAUS software provides a unique understanding of employees' enthusiasm and attitude toward HR management and others.
Concept of a performance review-
A performance review is a method by which the management can measure employee quality and efficiency and make adjustment as required. The method includes three usual steps. First, the HR manager ensures that staff understand their responsibilities and management’s expectations pursuant to standards, which are used to review Du Plessis and van Niekerk (2017). As per the viewpoint of Rizvi (2017), managers can use performance appraisal as a technique for assessing employee effectiveness and efficiency. It is used as an objective, and rational basis for deciding the need of further training, salary increment or a worker should get a promotion.
Different types of performance review methods-
Kanaslan and Iyem (2016) stated that organisational managers could apply various types of performance appraisal methods such as a behavioural checklist, 360-degree feedback, management by objectives, rating scale, and so forth. The behavioural list is the process of creating a list of employee behaviour that the employees must show to be regarded as an essential team member and hence, to obtain a positive review. The 360-degree feedback offers a comprehensive insight into a worker's performance by getting feedback from different sources. Thus, it provides the overall characteristics of an employee, including leadership skills and character.
However, Idowu (2017) commented that as the behavioural checklist is just a checklist, it does not enable explanations. Only yes or no is not always enough to explain a behaviour adequately. Moreover, it is a costly and time-consuming process. Next, the 360-degree feedback is not an accurate way of assessing employee performance, as honest feedback cannot be guaranteed.
Impact of an ineffective performance review-
Workers subject to weak performance review and systems are likely to feel demoralised, demotivated and upset. It can result in damaging personal connections, sometimes perpetually. Inadequate or ineffective performance contributes to disengaged employees. For example, when a performance review plan is indistinct, staff remain unclear regarding the way their daily performance supports the organisational aim. There is no feeling of progress or growth, which is essential or enhancing high-performing and engaged employees (Anstey et al. 2017). As per the viewpoint of Patel and Pillai (2019), ineffective performance appraisal creates biases in measuring and managing performance. Although most of the preferences are unplanned, HR managers are more disposed to provide biased estimates in the non-existence of objective performances information and valuation metrics. When the performance review method lacks a proper structure, it becomes more reactive comparing to proactive. It means staff have to hear from managers when they make some mistakes or do something wrong. Moreover, it is time waste to have an inappropriate performance review system. Besides, it puts stress on managers and wastes money.
Importance of implementing performance review tool
In the words of O’Boyle (2015), self-development is the most significant advantage for employees. Performance appraisal enables managers offering positive feedback and pointing out the areas that require further training and improvement. It helps each worker identifying the way their performance influences the team and the whole organisation. It also clarifies the status and role of employees in the firm. Some employees are interested to know their positioning in the firm pertaining to their performance quality. It motivates them to perform better when a positive merit-based pay system supports them. Moreover, Oliver et al. (2018) commented that it gives a structured process for workers to approach manages for discussion, finding issues, clarifying expectations and making plans for the future.
As stated by Eskerod and Jepsen (2016), stakeholder analysis refers to the system of identifying people before starting the project, grouping people based on their extent of interest, influence and participation within the project and deciding the way every stakeholder group can be best involved and communicated throughout. Three steps are there for conducting stakeholder analysis, including identifying stakeholders, prioritising them and understanding the significant stakeholders.
The critical stakeholders involved in completing the project of implementing MAUS tool for enhancing performance review in ABC include the CEO of the company, the employees, the performance manager and customers. Now using the power/interest grid, the identified stockholders can be prioritised.
Figure 1: Power/Interest grid for stakeholder mapping
(Source: Eskerod and Larsen, 2018)
People with high power and high interest needed to be engaged and managed carefully for satisfying their needs (Eskerod and Larsen, 2018). In the current project, the CEO of the ABC and the employees fall in the category. The project is aimed at convincing the CEO to buy the MAUS software for improving employee performance review and management within the company. Hence, the direct benefit of the project completion goes to the performance manager and the CEO, as the software will help to ease the performance appraisal process as well as enhancing employee performance and motivation toward accomplishing corporate goals of ABC. Therefore, engaging these stakeholders fully in the project is necessary. Next comes people with high power and low interest, such as the customers in the present case. Improved performance of the employees will improve the service quality offered to the customers, and therefore, the satisfaction of this group is essential. However, the engagement must be kept limited, so that they do not become bored with the message. Low power and high-interest people are the employees here, as the MAUS tool is going to be implemented for assessing their performance. Therefore. Keeping them informed and talking to them is essential, as they can help the management executing the project successfully.
The employee’s performance review tool MAUS is a cloud-based review platform which has the capability to provide detailed analysis of the performance of each staff members of ABC. The cloud-based performance management review offers a quick and efficient review of the performance of the employees. The management, including the chief executive officer of the ABC Company, will be able to increase their learning on the present product invitee of the staff members. The significance of this HR initiative is, the appraisal is easily accessible and quickly performs an action on the information about staff members contribute to the corporate projects (Hahn and Kim 2018). The performance management review system is accessible from anywhere using internet networks, as the cloud-based system is itself a vast data bank. The data and information are easily accessed and shared with one or many individuals of an organisation at a certain time. The CEO of the company would be influenced by the fact the introduction of this new HR initiative can develop more than one tools and techniques for the review of employees performance. The MAUS tool has been developed with the engagement of appraisal tests, 360-degree review approach, and coaching feedback to increase experience and achievement of the business entity in the marketplace. The significance of introducing this cloud-based initiative of human resources is it is less costly and highly efficient to show the performance and present position of the staff members. The cloud-based initiative has criteria based analyses in which through graphs, charts and diagrams, it provides information about skills an employee practising and scope of developing their abilities (Al-Dmour et al. 2018). This means the HR initiative is also focused o the loopholes of the employee's performance. The measurement of the MAUS provides information to the management and CEO about a list of skills, abilities and capabilities an employee require to practice for achieving the allocated targets or project.
The HR initiative provides better detail of the areas in which the employee could be developed. Thus, He chief executive officer and HR team can introduce clear goals and objectives for further development of the employees. The training and development initiatives of the HR team of organisation would become clearer when the implication of the new initiative is done (Mone and London 2018). This reflects that the clear detailing of the staff members performance level provides information on which form of training and development and in which section the employee might require improvements. The MAUS is a systematic program, which provides analyse, evaluation, measurement and accurate numbers on the employee's review. The employment review also includes issues and problems related to the employees. The introduction of this cloud-based initiative by the HR manager can also deal with primary and secondary issues employees facing within the workplace. The management and chief executive officer of the entity can analyse the development phase of the employees with the use of the particular HR intuitive.
The human resource management large initiative is to introduce a better strategic implementation for performance management. The performance appraisal and management cover a vast responsibility of the HR management team for analysis of the entity. The introduction of different strategies and implementation possibilities on ABC might help the management to meet the new HR initiative for the entity. The goals and objectives of communication are one of the strategic applications that could be implemented by the business entity (Paauwe and Boon 2018). The HR management of ABC might consider establishing a clear goal and objective of introducing the MAUS cloud-based initiative to do a proper performance review. The implementation of communicating goals and objectives weigh the employment help to bring ideas for changes or better implementation of the MAUS in the organisation. The 360 degree is another strategic approach for an initiative performance review in the organisation. In the 36 degrees approach, the review about performance, behaviour, communication and coordination of the staff members are revived from top to bottom and superior to the subordinate level of employees. The employees engaged in a certain task are asked to provide review over their colleagues, superiors, subordinates, and management (Hahn and Kim 2018). This initiative and strategic application are possible in the MAUS cloud-based program. The cloud-based program has installed the 360-degree performance review approach to provide detailed profiling of each employee regarding his or her comments, issues, performance, and contribution to the entity. The survey analysis is another strategic application, which is introduced by business entities for making a proper review of the performance of the employees. The setting up of some direct questions about job profiles, projects, allocations, time is taken, and related work rating is disrupted to the employees through online sources such as electronic mail. The collection of data and information helps HRM to initiate proper employment review on their –performance. In this particular project, the MAUS includes testing and analysis, which might function as the survey strategy for performance review. The software could be updated in the future days to increase better analytical survey for a performance review in regards to gain better access to data and information on staff performance.
|Identifying the ineffectiveness of the current performance review system|
|Evaluating the way it is affecting the performance of the employees negatively.|
|Developing a project highlighting the advantages of the MAUS tool to convince the CEO|
|Conducting a stakeholder analysis|
|Identifying strategies for implementing the project |
|Developing a budget for implementation || |
|Final implementation |
Table 1: Gantt chart
The HR initiative includes different steps and strategies which requires enable funding from the financial department of ABC. The budgeting and forecasting are one of the accounting tool used under ABC for analysis of estimated cost required for installation and implementation of new HR initiative in the organisation. The budgeted cost of the cloud-based MAUS employee performance review has been presented as follows:
|Budgeting for HR initiative ||Amount (in £)|
|Company goals and objectives||2000|
|HR initiative ||1500|
|IT recruitment ||5600|
|Installation of server rooms ||3200|
|Cost of computer system and network setting ||6300|
|Creating a cloud-based program||7600|
|Coding and programming M, AUS functions||7800|
|Testing and analysis ||2300|
|Review and monitoring ||1600|
|Total cost ||37900|
The introduction of the cloud-based program for performance review requires different activities, resources, and installations. The ABC company might require coding and programming, server room and IT experts primarily for installation of the new program as planned. The total budgeted cost of the installation of the MAUS system has been analysed £37900.
The project is focused on making the CEO of the ABC firm agreed with the need for implementing a useful performance review tool for the overall improvement of the employees and the organisation. Therefore, problem analysis is carried out, and a project proposal is developed along with background literature for having a better insight on the HR business case. For developing and executing a project successfully, it is essential to make a step-by-step plan and following it systematically.