Developing Relationships and Workplace Achievement
Introduction:
At
the eve of civilization people use barter system to buy or sell goods. But
after a period they understand that it is a wrong system. Then they found out a
process to buy goods or sell by exchanging an economic value. So they set an
organization where they trade. The aim of this organization is making profit
for the organization. It is called business and this organization is being
called workplace (Armstrong, 2009). Employees are working in this workplace to
achieve organizational goal. But sometime they face huge trouble to meet with
organizational requirements because of their poor skill level. At this point, the
organization needs to provide proper training to the employee of the
organization to convert them an effective employee who can work not only for
organization but also they can work for achieving own carrier goal. So now training
and development of the employee are major issue for the organization (Carr,
1996). Organization needs to provide proper training as well as
advising them how to set their carrier goal and work for achieving it. In this
report the author will also discuss about expectations and requirement of the
employee in an organization. The author will discuss here about manging
performance and succession planning and the author will also discuss about
career development strategies (Hargreaves, 2004). In this report
the author will play a role as manager of human resource department of Aviva
Plc.
Aviva
Plc is the UK based multinational insurance company. They are providing
insurance service to the 33 million people of 16 countries at all over the
world. They are largest general insurer and leading pension’s provider. They
are public limited company. They have listed to the FTSE 100.
Aviva
Plc was established in 1969 at London. The former name of Aviva Plc was Hand
in Hand Fire & Life Insurance Society.
But the Aviva name adopted in 2002.
The
main operation of Aviva Plc is the provision of general and life insurance,
long term savings products and fund management. Aviva Plc has 29000 employees
at all over the world. Aviva Plc focuses on Asian and Europe market. Especially
they focus on China who is an economically established country.
The
most important strengths of Aviva Plc are their experience. They have more than
300 years of experience. So they know how to control the activity of employees
and they can manage employee performance.
The
manager (author) prepares this report based on several issues such as employee performance,
managing employee career, succession planning. The manager will also focus on
individual feedback of the employee; the manager will use evaluation technique
to evaluate the performance of the employee. Finally the manager will try to
make a recommendation on how to develop relation between employee and employer
at workplace to achieve organizational goal (Armstrong, 2009).
Examining
the expectations and requirements of people
People
means here employee of the organization. They are vital elements of the
organization. Because of they are working for the organization to earn maximum
profit for the organization (Armstrong, 2009). They are being
considered as intangible assets for the organization. So the manager of the Aviva
Plc needs to understand the expectations and requirements of employee of Aviva
Plc.
Employee
expectations are generally considered as employee expects from an organization.
Basically employee expectations are the basis for employee satisfaction and
dissatisfaction. Satisfaction comes when expectations of employee meets (Carr,
1996). Some expectations of employee of Aviva Plc are given below:
Hygiene factors:
These factors don’t create so much satisfaction to the face of employee if they
meet but it creates dissatisfaction if they don’t meet. For example, if an
office doesn’t provide basic tea or coffee and water to the employee then it
may cause significant dissatisfaction to the employee (Carr, 1996).
Working conditions:
It means terms of employment or controls that an organization used to monitor
on employee. For example, an employee of an organization has a good relation
with the employer based on trust but they will be surprised if the authority
has increased the monitoring policy on employee.
Responsibilities:
Employee expects responsibilities of the organization for working hard. But
they also expect that responsibilities should be equally distributed to the all
employees in an organization. Responsibilities of an employee should be well
realistic. It is also an expectation of an employee (Armstrong, 2009).
Opportunity:
Employee of an organization desires some opportunities from the organization.
They want first opportunity to give them to prove their talent. They also want some
other opportunities from the organization such as leave facilities on demand.
Office politics:
It is also good for the organization but sometime it makes negative impact on
the mind of employees. Expectation is regarding internal competition and
behaviour. When an employee work in an organization at win-win situation.
Employee builds a competition among them to get success. It is good for
organization because of all the employees want to win but it is bad due to some
time employee’s does misconduct with other to win (Hargreaves, 2004).
Based
on the above analysis, the manager of Aviva Plc has understood that employee
satisfaction depends on employee expectation. So they need to consider about
different types of expectation of employee to satisfy them. This report is
proving of this statement that financial facilities are not required always to
satisfy employee.
Administering
people in accordance with guidelines and career pathways
Career
pathways are an integrated program where the manager of the organization deals
with organizational goal and objectives (Hargreaves, 2004). Basically the
manager of the Aviva Plc is directing the employee how to set individual goal
and make plan regarding career pathways.
Basically
career pathways are planning for future of career. It ensures that employee
should not leave the jobs. So it is a responsibility of the manager to provide
proper guideline to the employee career pathways. The manager of Aviva Plc has
given some guidelines to the employee regarding career pathways (Carr,
1996). These are:
Hindsight:
The employee of the organization should find out what they have achieved so
far. They also need to analyse the skill of the employee and abilities to
achieve organizational goal. Based on this they need to find out what they want
to achieve.
Foresight:
The employee also needs to analyse goal of the organization before setting
their vision. They need to fix where going industry is. Based on the goal of
organization they need to set their vision.
Insight:
The employee needs to find where the above two conversions intersect. It is
very good for the individual to find out where employee skills and abilities
intersect with where the industry is going (Armstrong, 2009).
Based
on the above discussion the employee should set their targeted goal and prepare
career pathways. But the manager here uses six elements for the employee to
develop career pathways. These elements are:
1. Build cross agency
partnerships and clarify roles: The employee of
the organization should work in a team so that employer needs to develop a
team. The employee should set mission, vision, goal and objectives of that
team. Finally the employer should divide the role and responsibilities of the
employee.
2.
Identify industry sectors and engage
employees: Employee needs to identify where the organization is going on
and they need to engage in the decision making process. The employer should give
opportunity to the employee to take participation in the decision making
process also (Carr, 1996).
3. Design Education and
Training Programs: The manager of the organization will design
training program for the employee to develop their skill and enhance the
career.
4. Identify funding needs
and sources: The manager will arrange funds for
training of the employee and also recruit external mentors for them to motivate
why they will work for Aviva Plc and what is their future here (Bee
and Bee, 2004).
5. Align policies and
programs: The manager here follow the system of
organization regarding career pathways. How Aviva plc promote the employee to
the next level it will be discussed with employee to show the future of them in
this organization.
6. Measure system change
and performance: The manager of the organization
here measure system changes and performance of the employee. It has done to
tell them where their position is and how to improve from this condition.
Managing
career development of people
People
are most valuable assets for the organization. They work hard for the
organization to achieve organizational goal and objectives. So it is also
responsibility of the organization to take care of the employee to boost their
performance who is career conscious. So career development is very much
important tool for the organization (Armstrong, 2009).
From
point of view of employee, career development is very much important tool for
the employee to obtain their objectives On the other hand, career development
is a process starts from early stage of career and it continues to the end (Hargreaves,
2004).
Stages of career
development: There are four stages of career
development. These are:
Stage
|
Exploration
|
Establishment
|
Maintenance
|
Disengagement
|
Developmental tasks
|
Find out interests,
skills and find out fit between self and workplace
|
Advancement,
professional growth, security and develop lifestyle.
|
Waiting for
accomplishments and update skills.
|
Planning to retirement,
change balance between work and non-work.
|
Activities
|
Helping, learning and
following directions of manager
|
Making individual
contribution to the organization
|
Training, sponsoring
and policy making for the organization.
|
Phasing out or work.
|
Relationships to other
employees
|
Apprentice
|
Colleagues
|
Mentor of the
subordinates
|
Sponsor
|
Typical age
|
Less than 30
|
Between 30 to 45
|
Between 45 to 60
|
61 plus
|
Experience of job
|
Less than 2 years
|
Around 2 to 10 years
|
More than 10 years
|
More than 15 years
|
Some
specifics career development activities from employer sides are given below.
These are:
Career counselling:
It is very much important for both organization and employee. The manager of
the organization are providing different types of support and advising to the
employee regarding various issues.
Career pathing:
The manager of the organization needs to set a detailed path of the career of
employee. The manager will discuss here about career goal, mission, and vision (Bee
and Bee, 2004).
Transfers:
The manager of the organization is playing an important role by transferring
employees from one department to other department. It helps the employee to
earn some experience and new tastes to develop skill (Armstrong, 2009).
Training:
The manager of the organization needs to provide different types of training to
the employee to build them skilled and efficient for the organization. It
enhances the performance of the employee (Hargreaves, 2004).
Promoting:
The manager of the organization needs to promote the employee based on their
performance and experience. It helps the employee to get new some more
responsibilities. So the manager of the organization should consider about
performance.
Managing
performance and succession planning
Performance
management system is the systematic process of the organization to evaluate the
performance of the employees. It is a
process through which the management aligns the set of organizational goal,
objectives, mission and vision of the organization. In this process the manager
of the organization manage the performance of the employee. The manager of the
organization should be considered about employee performance (Bee
and Bee, 2004). The manager of Aviva Plc needs to manage performance of
the employee at various ways. The manager can follow six stages. These are:
Stage 1: Pre-requisite:
The manager of Aviva Plc should be considered about pre-requisite skill of the
employee to perform well. Without proper skill employee can’t performance. So
the manager should ensure that all the employee have proper skill and knowledge
about job.
Stage 2: Performance
planning: It is being also considered that the
manager of the Aviva Plc and employee sets a plan about how to achieve
organizational goal and objectives. Both
of them has set goal of the organization at first then they work for achieving
that goal.
Stage 3: Performance
execution: The manager of Aviva Plc provide
direction to execute the plan they has set in the above stage to achieve
organizational goal and objectives. Both the party has to execute the job (Bee
and Bee, 2004).
Stage 4: Performance
assessment: The manager of the organization should
be considered about result of their performance. It is the most important part
for the organization. At this part the manager does evaluate the performance
that it is satisfactory or not to achieve organizational goal. The manager
analyses the performance to understand that their targeted goal achieve or not (Hargreaves,
2004).
Stage 5: Performance
review: In this process the manager of the
organization review the performance of the employee. They analyse the
performance of the employee that it was satisfactory or not for the
organization. The manager review the performance of the employee to provide
proper feedback if t the employees fails to achieve organizational goal.
Stage 6: Performance
reconstructing: It is the final stage of this
process. The manager here takes action against the employee of the
organization. The manager provide training to increase the performance level of
the employee.
There
is an old saying that there is no inspection where is no achievement.
Inspection, direction and supervision arise from performance management
process. The manager of the organization needs to follow several techniques to
supervise the employee about their job and performance. These techniques are:
Administrative:
It means oversight of treatment agency operations,
organization of people and resources, and implementation of policies and
procedures in a way that directs activities towards agency goals and
objectives.
Teaching: It is another process of the organization and manager to
supervise the employees. The manager here teaches employees how to do their job
to achieve organizational goal. The manager of the organization teaches various
ways regarding various issues of the organization (Hargreaves,
2004).
Helping: It is also important for the manager and employee both. The
manager of the organization helps the employee. They help the employee to
perform their job. It is very good for the employee that they get direct
supervision from employee how to do that job (Bee
and Bee, 2004).
Linking: It is another process of the supervision where the manager
of the organization links the employee with the other expertise of the
organization. The manager of the organization here links the employee with one
another to perform their best (Armstrong, 2009).
Evaluation: The manager of the organization evaluates the performance
of employee to supervise how to change the performance or what to be changed.
They use formal appraisal processes for the organization to evaluate the
performance. There are various appraisal process. But six modern appraisal
processes are:
1. Management by objectives
2. 360 degree feedback
3. Assessment centre method
4. Psychological appraisal
5. Human resource appraisal method
6. Zero in goals
Aviva Plc has used 360 degree appraisal method here to
evaluate the performance. It helps the organization to evaluate the performance
of the employee. Basically the manager of the organization evaluates the
performance of the employee taking interview of their colleagues from different
angles.
Methods
of ensuring fair and objective assessment/appraisal
Evaluation
of performance of the employee is a very good process for the organization to
boost the performance. It helps the organization to find out most effective
employees who are working for the organization (Bee and Bee, 2004). But
the manager of the organization should ensure that they are using fair
assessment system. But the manager of the Aviva Plc needs to ensure that they
are using fair appraisal system. So they need to follow:
Stay current:
The manager of the Aviva Plc should be updated the employee about the
expectation of the organization from employee. Judging on unclear data or old
dated data is unfair assessment system. The manager of any organization should
be ensured to the employee what they want from employee and what should be
their performance. The manager of the employee should be updated the job
description and informed to the employee so that they can perform based on the
operation of the organization (Armstrong, 2009).
Balance criticism:
Many managers make the same mistake when the employees are doing wrong at every
time. The manager of the organization is viewing evaluation report of the
employee while employees are doing everything incorrect. In this time the
manager of the organization should be should be point out and noting the
employee about their underperformance. This will be providing a fair assessment
to the employee and guided how to improve the performance.
Offer regular feedback:
The manager of the organization such as Aviva Plc should be provided feedback
to the employee regularly. It will help the employee to improve the
performance. If employer notify the mistake of the employee and keep it to them
and they provide feedback after a long time then it will be a problem for
employee to improve the situation instantly. Otherwise it will be an unfair
assessment for the employee (Bee and Bee, 2004).
Listen:
The manager of the organization needs to talk with the employees regularly and
given opportunity to them to say about their opinion and complaints and the
manager should listen carefully. By giving
employees a chance to express their perspectives, you allow them to take
responsibility for their performances and ask for the help they need.
Methods
to monitor evaluate and record individual feedback.
The
manager of the organization should monitor the individual feedback of the
employee. It is very much important for the organization (Bee and Bee, 2004).
Because of employees feedback is an essential issue for the organization to
decrease the employee turnover. There are several methods of evaluating and
recording employee feedback. These are:
1. Dropbox:
The manager of the organization should set a drop box to the organization where
the employee can drop their feedback in written format. This feedback should be
considered seriously (Armstrong, 2009).
2.
Direct communication: The manager of
the organization should be communicated with the employee of the organization
to know about their opinion, problem, and demands. The employee also can say if
they have any issue to the employer (Armstrong, 2009).
3. Performance of
employee: The manager of the organization needs to
analyse the performance of the employee. If level of performance of an employee
is going down gradually it means they have any problem. The manager should talk
with them to fix the problem and solve the matter.
4. Unusual behaviour:
The manager of the organization needs to focus on behaviour of the employee. If
employee likes to behave unusually then the organization needs to understand
about employee feedback. It means the employee is indicating something.
Reporting
performance appraisal including the importance of confidentiality
It
has discussed already that there are different types of methods are available
of appraisal of employee performance. Performance appraisal methods help the
organization to understand that performance level of employee. It ensures that
how an employee performs well for the organization (Armstrong, 2009). This
method is being required to provide reward to the employee for their
outstanding performance and taking action for their poor performances also (Armstrong,
2009). So it is very much important for any organization to evaluate
the performances of the employee. But most important is reporting performance
appraisal report to the head of human resource department. The manager should
confidentiality when they report performance appraisal report to the head of HR
department.
The
manager reports it to the employee of the organization directly. They can call
the individual employee to the board room and they can contact with them
directly regarding with performance of the employee. The manager of the
organization can discuss about the performance of individual directly in this
room by locking the door and asks what the problem behind poor performance is
if they have. On the other hand, if any employee performs well then the
organization needs to reward to that employee in front of all the employees. It
will be worked like motivation (Armstrong, 2009).
Learning
styles and the range of training/development opportunities available
Training
is very much important process for an organization to boost the performance of
the employees. It helps an employee to learn more and increase their skills. Basically
all the organization provides training to the employee such as Aviva Plc also.
They provide training to the employee in various ways.
There
are two types of training are available such as on job training and off job
training. On job training means employee gets chance to take some practical
knowledge. Off job training means employee gets some theoretical knowledge.
Both are important and useful for the employee based on requirement of the
employee. But Aviva Plc follows some training style that is audio, visual and
kinaesthetic (Armstrong, 2009). These three are most common and most useful
for the organization. How it does work to increase the efficiency of the
employees are given below:
Audio:
It is process by which a manager can hear only about the speech of expertise. The
manager will learn some basic theoretical knowledge about job. Aviva Plc hires
expertise from outside most of the time but sometime they arrange little
program from own side. This expertise shares their experience with the audience
about how they work for the organization and achieve organizational goal (Armstrong,
2009).
Video:
It is a process by how an employee watches the real scenario of the work
process. The manager of the organization is arranging some video for the
employee and arranges a training session. An expertise discuss the video about
what is going on there and describe it to the employee to follow in their job
sector (Armstrong, 2009).
Kinaesthetic:
It is totally practical training process. It is also called on job training
process. In this training process the employee gets opportunity to learn about
tactically. The employee learns here about how to do a task. It helps mostly
rather than audio or video training style.
Mechanisms
to provide appropriate feedback to individuals
Feedback
means result of action. All the employees are trying to earn maximum goal of
the organization. But all the employees are not working same. So the manager of
Aviva Plc needs to provide appropriate feedback to the individuals based on
their performance. There are different types of mechanisms to provide feedback
to the employee. These are:
Pay it forward:
It is very simple process but not easy. The manager can forward the achievement
of one employee to other if they could do it then it will be a good
constructive criticism. It will increase the productivity of the employee also.
Don’t wait for a specific
review period: It has already discussed in the
previous part of this assignments that if employee does any mistake or wrong
then the manger needs to say directly to the employee instantly. The manager
doesn’t need to wait for a long time or year end.
Make it one-on-one:
The manager of the organization needs to provide feedback to the employee not
publicly. They need to provide feedback to the locked room. It has discussed
earlier part of this assignment.
End on a positive:
The manager of the organization needs to ends on a positively. They need to
encourage the employee to change situation and come again forward. The manager
needs to talk politely and they need to say that to the employee that every man
can change the fortune so why not they (Armstrong, 2009).
Use 3×3 methods:
The manager can use 3×3 methods for
the organization. In this method the manager will tell to the employee about
three strengths and three potential sectors where they need to improve to
achieve organizational goal. It is very positive and easy process for the
manager (Armstrong, 2009).
Focus on performance not
personality: The manager of the organization needs
to focus on performance rather than personality. They can increase the
performance of the employee by discussing with them about their performance.
The manager should reward the employee for their performance not on their race,
cast. This process motivates the employee to work hard for the organization.
Career
development strategies including the wider context of sustainability
Career
development is the series of activities and on-going process of the employee
lifelong. It is a process of taking training to improve skills to learn new
things, moving to higher job, taking more responsibilities in same organization
or starting new business or joining new companies. But the employee needs to
face so many obstacles in this process and they need to sustain to achieve goal
of individual (Armstrong, 2009). It is very hard for any employee but it is
the rule of career. The manager of Aviva Plc is going to discuss here about
career development strategies. The manager suggests here to follow five
important steps to develop career in an organization. These are:
Set and communicate clear
goals: The employee should set a clear goal at
first. They need to communicate with employer also. A proper communication will
help them to achieve their own goal. The manager of the organization can help
the employee to set their own goal in wider context in an organization.
Create an open feedback
loop: It helps the employee to get feedback
from different perspective. It is very much important for an employee to make
change if they do any wrong. Feedback could be positive and negative both. But
the employee should accept it easily.
Embrace new challenge:
The employee should accept opportunities in their life time, if an employee of
the organization gets a new opportunities and it matches overall plan of the
career then the employee should accept it (Armstrong, 2009).
Create a portfolio of
employee’s accomplishment: The employee should
prepare a portfolio of their accomplishment to get motivation from their own
work. It helps the employee to work more for the organization.
Network:
The manager of the employee should build a network. It enables an employee to
get a new job or get a new opportunity from the same organization (Bee
and Bee, 2004).
So
finally the employee of an organization should follow all the content has
discussed above to develop their career.
Conclusion:
Business
is a social element that is responsible to the people of society. A business
has formed to earn profit for the organization. The employee of the business
works for achieving organizational goal (Armstrong, 2009). So they work hard
in an organization. But some time they
face several problems to solve a problem. So they need training in the
organization. The managers of HR department are focusing on training and
development process of the organization (Armstrong, 2009). They provide proper
training to the employee to earn organizational goal. The manager of Aviva Plc
has used three style of training that are audio, video and kinaesthetic. The
manager of Aviva plc helps the employee to set their goal of career by
combining organizational goal. The manager plays here a good role. The manager
also focuses on employees’ performance (Carr, 1996). The manager of the
organization tries to manage the performance of the employee. The manager here
plays a vital role to focus on succession planning also. It is also important
for the organization to manage the career development plan of the employee of
at Aviva Plc. The manager of Aviva Plc has also helped the employee of the
organization set their own goal as career development strategies (Bee
and Bee, 2004). The manager has analysed the performance of the
employees and provide feedback to the employee individually. It is also
important for the organization that the manager should behave politely with the
employees and they don’t criticise the employees publicly. The manager can call
the employee to their room and they can discuss about their performance. The
manager here also needs to keep polite and provide feedback to the employee.
The manager of Aviva Plc doesn’t wait for quarterly reporting process. The
manager sends feedback instantly to the employee of the organization if they
had done any mistake. Finally the manager (Author) of Aviva Plc has prepared
this report based various issues to develop a good relationships at workplace.
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