Strategies for Enhancing Organizational Performance through HR Practices Case Study

Strategies for Enhancing Organizational Performance through HR Practices

Introduction: Strategies for Enhancing Organizational Performance through HR Practices

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The report aims to answer the questions concerning the case study, and in the case study, it can be found that Crystal Travel is a travel agent organisation in London, and it has a traditional personnel department. The senior management of the organisation recognised the fact that they needed to improve organisational performance so that they could expand their business, and due to this, they have employed a new HR manager. In this report, the role of a human resource manager in terms of using various tools and techniques so that he or she can improve organisational performance will be discussed. Additionally, the role of employee well-being in terms of improving organisational performance and motivation will be taken into consideration. At the same time, the impact of external business factors on the organisation and business will be discussed.

Tools and techniques will help improve organisational performance. 

 Performance management has great significance in every organisation since it can help it become more successful and to gain a competitive advantage in the market. It is associated with measuring, managing, and controlling the development of an organisation so that it can improve the performance of the firm at a corporate level (Khan et al., 2019). There are a number of performance management tools that can help the process to be effective and easier. Some of the major tools are as follows:

• "Keep performance indicators" (KPIs), and metrics are highly significant tools that can provide a specific way for an organisation so it can measure how well the business, departments, projects or individual employees are doing their work to reach their goals. With the help of "key performance indicators", the organisation cannot be able to understand the measurement; however, with this, the company can enable effective data-driven performance, and at the same time, an organisation can make better decisions. Measuring the performance as well as the metrics can help the organisation to manage and control the performance of the employees. In this regard, it can be mentioned that it is the responsibility of a human resource manager to design the "key performance indicators" in an effective way (George, Walker, and Monster, 2019).
• Performance appraisals can be mentioned as another significant tool, and it is used by various companies. It is incredibly powerful and can help an organisation to align its goals with considering a strategic approach for better development. Performance appraisals should be undertaken by the HR managers, and this should be regular, fair and constructive. It can help the employees to stay motivated and thereby their performance can be improved.
• "360-degree feedback" is another significant tool that can provide an organisation with a wider assessment of their performance considering the views of their manager, peers, suppliers, customers and other people (Abdelwhab Ali et al., 2019). Using this tool, results are taken confidential and presented to the employee so that the organisation can understand the performance of the employees and can offer them training and development programs. This tool helps an organisation to consider the incompetencies of their employees and to address them effectively. 
• "Management by objectives" (MBO) is a significant tool or can be mentioned as the process that can help an organisation to define its specific objectives so that the company can achieve its goals. This can be used to create a great working culture for achieving organisational goals. In this regard, human resource managers should consider motivation and boost the morale of the employees. With the help of this, it can be possible to measure the performance of every employee, and their standards can be set.
•  "Performance management frameworks" is one of the most significant frameworks, and it is immensely used by various companies (Kelly and Cordeiro, 2020). It is our strategy execution tool and helps companies to monitor their progress by constantly measuring priorities, clarifying the business strategy and, communicating with their employees about the business objectives, defining and managing all possible action plans so that the company can ensure business objectives as their major priority.
• Reward and recognition can be mentioned as a tool to motivate employees the accomplishment of the organisational mission. This is the responsibility of an HR manager, and in this regard, HR professionals have to consider the performance of the employees, and on the basis of that, they should give recognition and reward to the employees. It can improve the performance of the employees, and their productivity can also be improved. It can help to maintain morale and continue high performance among the employees.
• “Personal development plans” (PDPs) can be mentioned as a significant tool that can help to analyse self-performance and needs so that it can be possible to set goals for the future. It can help an organisation to support personal development. With the help of this, an organisation can identify what kind of training and development programs are required by the employees so that they can meet their needs (Sahoo, 2020). Additionally, if an individual can conduct this, he or she can achieve their goals easily. It can have a great role in the success of a business, and it can drive individual performance effectively.

Additionally, in terms of discussing the major techniques that can improve organisational performance, it can be found that if HR managers can be able to create an effective and productive working environment, the employees can be able to work more effectively, and their productivity can be increased as well. At the same time, if the HR managers can encourage communication in the organisation, they will be able to build a strong working relationship among the employees which can also be highly important for managing organisational performance (Cameron and Green, 2019). Furthermore, managing working performance to encourage development and providing continual orientation opportunities can help to improve organisational performance. Hence it can be mentioned that these tools are extremely significant for managing and improving the organisational performance of Crystal Travel, and at the same, it is the responsibility of an HR professional to manage the organisational performance.

Role of employee well-being in improving motivation and performance 

Well-being is not all about physical health; however, it is all about personal life, relationships, health and job, and the major elements of well-being are mental health, financial well-being, emotional well-being, stress management, physical activity, physical health, nutrition, professional development and social well-being. There is a great significance of the workplace in the well-being of an employee; since an employee spends most of their time at the workplace, the organisational culture and the environment impact the well-being of the employee immensely. The major factors that impact the well-being of an employee are environmental, social, psychological and physical factors (Malinen et al., 2019). Considering the environment, the temperature, office comfort, and the accessibility of the working place impact the elements of the well-being of an employee and, at the same time, in terms of physical factors, nutrition, lifestyle, activity, and other things can be affected. In social terms, relationships with other employees, managers and HR management can be impacted, and in terms of psychological factors, an employee can be affected by stress, learning opportunities, organisational goals and purpose. It is the responsibility of an HR professional to maintain a good well-being strategy in the organisation since it is very important for managing organisational performance and motivation.

It is important to provide mental health support and training programs as an employee well-being strategy in the organisation. Since common mental health issues are associated with depression, stress and anxiety, it is extremely significant to support staff members who are suffering from such issues.

If an organisation can be able to maintain and encourage positive communication considering mental health issues, it will be possible to implement a successful well-being strategy in the workplace (Ogbonnaya, 2019). It is another responsibility of HR professionals to encourage communication among employees so that they can become friends. It can help them to motivate each other, and thereby they can work harder for organisational accomplishments. Building bonds and relationships can help employees to stay motivated, and it can improve the health and well-being of the employees as well. HR professionals need to offer well-being benefits to the employees to foster their health and well-being, and this can help the employees to ensure the success of the organisation by improving their productivity.

There are multiple aspects in the impact of employee wellbeing that can be found in an organisation, and it has the ability to optimise positive impact on the experience of employees, and thereby organisational work can be less stressful, and a comfortable working culture can be created (Sarwar et al., 2020). The role of employee oil in terms of improving organisational performance and motivation are as follows:

• There is great significance in employee well-being in terms of identifying the roles and responsibilities of employees. If HR managers and the organisational management recognise the activity and the good work done by the employees, they should appreciate them. This can make the employees feel more satisfied and valued in their job roles. Additionally, employee recognition might have a great impact on the productivity of their work, and at the same time, in terms of creating a great organisational culture, there is a great importance on employee well-being. Hence it can be mentioned that there is a great strength of employee recognition to motivate employees, and at the same time, it is also a crucial aspect that can help to improve organisational performance (Athota, Budhwar, and Malik, 2020). 
• Additionally, in terms of facilitating positive and seamless communication in an organisation, there is a great significance of employee helping. During the COVID-19 pandemic, it has been found that a number of disruptions took place while employees were working remotely since they were not able to manage communication (Haque, 2021). Hence it can be mentioned that internal communication should be enabled so that it can be possible to run organisational activities smoothly. It can help to ensure the employees that they are meant for the company and that they have a great responsibility to facilitate organisational productivity as well as performance.
• In terms of enabling easy collaboration among the team members, there is great significance of employee well-being, and with the help of a positive working culture, it can be possible to reduce the frustration of employees due to the immense workload. Teamwork can be helpful in dealing with employee well-being, and thereby their stress level can be decreased as well (Krekel, Ward, and De Neve, 2019). It can improve the motivation of the employees as well as the organisational performance.

 Considering these roles of employee well-being, it can be mentioned that in order to improve motivation and organisational performance in Crystal Travel, the senior management has already given the responsibility to the HR professionals, and the HR manager needs to implement effective policies to improve the well-being of the employees. It can motivate employees to enhance their productivity and their ability (Athota, Budhwar, and Malik, 2020). Hence, they will be able to enhance their performance to reach the organisational accomplishments. Moreover, the HR manager has to enable effective communication among the employees so that a positive working culture can be created. This can also help the employees to deal with teamwork, and thereby they will understand team values. It can also improve organisational performance.

Conclusion 

From the above discussion, it can be concluded that measuring organisational performance is extremely important for every organisation so that the organisation can lead to a better assessment. This can help the organisation increase employee engagement and employee motivation. At the same time, with the help of controlling organisational performance, an organisation can be able to deal with better customer value and can improve organisational knowledge. Additionally, there is also a great significance of employee well-being in terms of boosting employee morale, enhancing job satisfaction, and preventing stress and depression among employees. Here, the role of employee well-being in terms of improving organisational performance and motivation has been taken into account, along with the impact of external business factors on the organisation and business has been discussed.

References 

Abdelwhab Ali, A., Panneer selvam, D.D.D., Paris, L. and Gunasekaran, A., 2019. Key factors influencing knowledge sharing practices and its relationship with organizational performance within the oil and gas industry. Journal of Knowledge Management, 23(9), pp.1806-1837.

Athota, V.S., Budhwar, P. and Malik, A., 2020. Influence of personality traits and moral values on employee well?being, resilience and performance: A cross?national study. Applied Psychology, 69(3), pp.653-685.

Cameron, E. and Green, M., 2019. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.

George, B., Walker, R.M. and Monster, J., 2019. Does strategic planning improve organizational performance? A meta?analysis. Public Administration Review, 79(6), pp.810-819.

Haque, A., 2021. The COVID-19 pandemic and the role of responsible leadership in health care: thinking beyond employee well-being and organisational sustainability. Leadership in Health Services.

Kelly, L.M. and Cordeiro, M., 2020. Three principles of pragmatism for research on organizational processes. Methodological innovations, 13(2), p.2059799120937242.

Khan, S.A., Kaviani, M.A., J. Galli, B. and Ishtiaq, P., 2019. Application of continuous improvement techniques to improve organization performance: A case study. International Journal of Lean Six Sigma, 10(2), pp.542-565.

Krekel, C., Ward, G. and De Neve, J.E., 2019. Employee wellbeing, productivity, and firm performance. Saïd Business School WP, 4.

Malinen, S., Hatton, T., Naswall, K. and Kuntz, J., 2019. Strategies to enhance employee well?being and organisational performance in a postcrisis environment: A case study. Journal of Contingencies and Crisis Management, 27(1), pp.79-86.

Ogbonnaya, C., 2019. Exploring possible trade?offs between organisational performance and employee well?being: The role of teamwork practices. Human Resource Management Journal, 29(3), pp.451-468.

Sahoo, S., 2020. Lean manufacturing practices and performance: the role of social and technical factors. International Journal of Quality & Reliability Management, 37(5), pp.732-754.

Sarwar, H., Ishaq, M.I., Amin, A. and Ahmed, R., 2020. Ethical leadership, work engagement, employees’ well-being, and performance: a cross-cultural comparison. Journal of Sustainable Tourism, 28(12), pp.2008-2026.