Report on Measuring Organizational Performance and Parameter Influencing It

How do we measure the organizational performance impact from training initiatives?

Submitted by:
Date:
Contents
Introduction 2
Aim of the research 2
Literature review: 3
Role of the management: Training point of view 3
Role of the management: HR point of view 4
Job Analysis: Training perspective 4
Reviewing the current information: 5
Choosing a Job Analysis method: 5
Collecting the data: 5
Creating Job Description: 5
Verifying the employee information: 5
Getting the Supervisor’s Approval: 5
Maintaining and updating the system: 6
Parameters for measuring organizational performance: 6
Financial perspectives: 6
Employee satisfaction: 6
Customer service: 7
Strategic performance: 7
Overall growth and expansion: 7
Internal business processes: 7
Recruitment process: Training initiative 8
• Paid positions 8
• Voluntary activities and roles 8
• Training programmes 9
Recruitment: Impact on Organization’s performance 9
Conclusion: 9
References 10

Introduction
Organization performance refers to the output that is generated by the company in terms of the outcome that it generates by putting certain efforts and other inputs. These outcomes generated are to be studied while developing the training initiatives for the organization. The performance of the organization largely depends on the framework and background
During the measurement of the organization’s performance, there are various elements that are to be understood and taken into consideration which we are going to observe in the below work. The performance of the organization at the same time is also influenced by the internal factors involving the hiring and training department that tend to influence and interact with the potential candidates that are going to contribute to the growth of the company.
Aim of the research
We are going to undertake the measurement of the organization’s performance from the training, hiring and management point of view. The goals and objectives set by the organization are of utmost importance in the initial stages where the management is setting down a framework for the working of the employees.
The strategies that are to be developed to improve the organisation’s performance is also to be designed and developed accurately by the management by taking into consideration the training from the management and understanding of the company’s vision from the employee point of view. The designing of strategies and related framework involves considering the performance and contribution of each and every individual that is a member of the organization.
During the training, there is a pre-determined set of policies and rules that are to be followed that will ensure effectiveness of the training and lead to the success of the entire training process. The employees will get a better understanding of the company’s culture before entering the organization through orientation and other training programmes.

Literature review:
There is a wide range of work that is to be studied while developing the theory and policy for the training perspective in an organization. We are going to observe that below.
Organizations develop strategies and carry the training process not only while hiring new candidates but also while providing additional skills to the existing staff with the aim of improving the organization’s performance. There is an important role of the training and recruiting team in the setting up of the framework that would be followed by the organization while appointing new employees as well as to inculcate improvement in the current employee performances. We are going to observe various roles of the management to improve the organization’s performance from the training perspectives.
Role of the management: Training point of view
Management has to develop plans and strategies that would be followed during the execution of training and other orientation programmes. The training of the employees is to be developed on the basis of the resources available and time should be allotted to each and every particular strategy accordingly. At the same time, management has to ensure that the execution helps to achieve the organization’s goal and objectives (Importance of Performance Management Process & Best Practices To Optimize Monitoring Performance Work Reviews/Feedback and Goal Management, n.d.).
The training is also observed to be highly precise and should consist of the factors and elements like working patterns that the employee can easily relate to. The effectiveness of the plans and strategies developed during the training of the employee contributes to the better understanding of the job among the employees and also develops a sense of responsibility among them. This helps to inculcate and inherit positive culture in the organization.
Taking the example of a highly technical automobile company like Audi, the separation of old employees who have an in depth understanding of the mechanism would cost hugely to the company on the whole. This would also lead to a huge amount of time and finance to be spent on the training of the new employees. Hence, the management has to take care about the decisions that it makes about the training and selection of the employees.

Role of the management: HR point of view
In the recent scenario of increasing competition in the organization, high standards of performance are required in the companies and it is the duty of the HR personnel to ensure that it is achieved optimally. The amount and details of training required for the employees is determined by the HR personnel.
The HR personnel also develops the strategies and defines the right approach to achieve that. It involves the analysis of the elements that are required for completion of the task in a manner that would be profitable to the organization (Cascio & Boudreau, 2010). It includes studying the requirements of the job, defining the work need and its according plan.HR personnel needs to have this ability of identifying the correct potential among the qualified individuals. It involves developing relationship between the economic and financial elements within the company (Talentship and Human Resource Measurement and Analysis: From ROI to Strategic Organizational Change , 2004).
While developing this plan, the management, especially the HR personnel also needs to develop strategies to reduce the effect of absenteeism. This has an effect on the organization’s performance which is shown in the below example.
For example, in Google, where the number of employees is huge, they need to focus and develop a system that would automatically analyse the absenteeism of the employees otherwise absenteeism of a large number of employees would get neglected. They also need to consider the technical requirements of the job before developing a hiring plan. The HR personnel designs the cost that is involved in training of the new employees after the separation of old ones or during an expansion.
Job Analysis: Training perspective
In an organization, to ensure optimization of the resources, analysis of job is necessary. During the development of organization’s plans, strategies and execution Job Analysis, there are different steps which are to be considered. They are (oteroliz, 2013):
Reviewing the current information:
It involves reviewing the information available about the jobs in the company. It is essential from the training point of view to measure the requirement of the job and analyse the need of the job that is to be allotted to the individuals.
Choosing a Job Analysis method:
It refers to identifying the appropriate approach and steps of analysing the job. It refers to the analysing of the various details regarding the skills and quality required for the accomplishment of the work and improve the organization’s performance. It also requires in depth understanding of the job that will help proper assessment of work in terms of training.
Collecting the data:
It involves collecting the information and other relevant data about the job. It refers to the collection of data that is relevant to the specific job and would help to achieve the organization’s goals and objectives on the whole.
Creating Job Description:
It refers to compiling the data and analysing it to create accurate job description. While doing this, the management has to also take care of the resources and materials available for the accomplishment of the task. It involves various steps to be undertaken during the training period that would help the new employees and the existing one to develop a better knowledge and understanding of the working policies and procedures.
Verifying the employee information:
It involves evaluating and verifying the information about an employee and studying them for the company’s benefits. It also involves considering the feasibility of hiring a particular employee for the achievement of organization’s goals and objectives. It also takes into consideration the efforts and resources that are to be required to provide training to the employee to fit in the organization and deliver the desired performance.
Getting the Supervisor’s Approval:
It refers to documenting the information obtained above to the supervisors for their approval so that one can move further and take according action. It is done in order to get the guidance from the supervisors regarding the various training and orientation techniques that can be used by the management for the new employees and the existing lot.
Maintaining and updating the system:
It refers to regular evaluation of the entire system involving the performance of the employees. It also involves updating the system with the latest technology and policies that are to be informed to the employees for increase in their productivity and achieving company’s goals.
Hence, appropriate job analysis plays an important role in the development of HR strategies and plans for the employees in the company. It involves integrating of various elements to maintain and sustain the growth in the obtained finance and profit (Talentship and Human Resource Measurement and Analysis: From ROI to Strategic Organizational Change , 2004).
Parameters for measuring organizational performance:
For the evaluation of the performance of an individual, organizations must have specific parameters considering the organization’s growth and success as the priority.
Organizational performance is measured in terms of various parameters which are listed below (N, 2003):
Financial perspectives:
It refers to the financial and monetary gains that the company has achieved through the overall performance of the employees. It considers the financial input that is utilized in the process and helps to cultivate the benefits that it has created for the organization. The amount of investment that the organization has made in the training and orientation of the individuals is to be evaluated. The improvement in the financial result or the cash gain in the organization is to be analysed and evaluated. This would help to ensure that the efforts and resources used in the organization are generating results for the organization and is able to deliver the desired results in terms of organization’s performance (N, 2003).
Employee satisfaction:
It considers the mental state of the employees while performing their jobs I the organization. It also considers the morale and the motivation that the employees possess while performing in the organization. It refers to the expectations of the employees from the organization after they put the required effort to achieve the organization’s goals and objectives (N, 2003).
Customer service:
The quality of work that is achieved by the employees reflects the organization’s image in the market. The organization’s performance is also hugely affected by the service that it provides to the customers. The employees need to be provided with appropriate training for the above purpose where they can improve the organization’s performance through better relationships with the customers (N, 2003). The training and orientation of the employees needs to be carried in such a way that it provides the customer adequate understanding of the organization’s products and services.
Strategic performance:
The development of strategies for the achievement of organization’s goals and improve its performance needs to be carried out by the management while taking and designing training modules. It also involves considering the performance of the individual from the organization’s point of view and develop appropriate action plans for the same. The strategies that are developed also involve understanding the requirements of the market and to define the desired position of the organization in the market (Pophal, 1999).
Overall growth and expansion:
The training and orientation that is carried out by the management needs to consider the overall development of the organization not only in terms of profit but also in terms of dimension too. It requires the scope for future expansion of the organization and manage the expansion as positively and profitably as it can. It involves considering the fact that the overall growth of the organization is essential for the growth of individual career (N, 2003). This would, thereby, help in improving the levels of performance from the individuals. In order to ensure this and to provide a suitable structure for this growth, appropriate steps and strategies are developed at the time of training. This would help in achieving the increase in organization’s performance in a systematic manner.
Internal business processes:
There are various processes like the functions of the management within the organizations that needs to be understood and worked upon to ensure the improvement in the overall organization’s performance. There has to be a systematic training during the working of the organization to ensure that the appropriate flow of operations is achieved throughout the organization. It also helps to fulfil the goals of the organization and achieve the desired level of performance among the various levels of people within the organization. There are various processes that are to be understood between the various levels of management in the organization (N, 2003). The internal processes and functions of the management are also to be evolved and studied to inculcate better working atmosphere in the organization that will lead to improvement in the organization’s performance.
Recruitment process: Training initiative
Recruitment can be defined as the entire process of attracting, identifying, selecting and finalizing appropriate candidates for performing jobs in an organization.
Recruitment process plays an important role in the organization. Recruitment can be either temporary or permanent depending on the requirement of the organization and availability of the individual. When it is permanent, it refers to the hiring of the employees without a time limit or with a very large time frame like 1 or 2 years. When it is temporary, it refers to the selection of individuals for performing specific tasks or projects on a contract basis for a particular amount of time (Iwami, Nishioka, Fishbein, Luo, & Jeon, 2006).
It involves selection of people for either of the three purposes:
• Paid positions
It refers to recruiting for the job that includes allotment of specific work and payment is decided on the basis of the type of work. It involves keeping the organization as the focus and the targets and roles assigned and developed by them has to be given priority by the individuals.

• Voluntary activities and roles
It refers to the recruiting carried out for volunteering purpose mainly for social causes and activities as well as for the achievement of specific responsibilities. It is done by keeping the individual at the centre and providing him with the leverage to work on the basis of his interests.

• Training programmes
It refers to the selection and hiring of individuals with the purpose of providing them training regarding the work carried by the organization. It usually involves providing a basic amount in the form of stipend to the individuals.

Recruitment: Impact on Organization’s performance
Recruitment process plays an important role in getting the right individuals to perform tasks in the company. The performance of the employee depends on his skills, knowledge and his ability to use them. Therefore, if these qualities and virtues are critically evaluated at the time of recruiting an employee, then it would immensely impact the organization’s performance (Iwami, Nishioka, Fishbein, Luo, & Jeon, 2006).
It is also observed that, in UAE, the major part of its industries is focussed around the infrastructure and construction companies (INFRASTRUCTURE, n.d.). It is found that in the large infrastructural companies like the HLG- Habtoor Leighton in Dubai, Consolidated Contractors Company in Middle East and QBC-Qatar Building Company in Qatar, they have gradually increased their focus on recruiting highly qualified engineers and other staffs from across the world and provide them with accurate training (Hiring company staff in the UAE the Do’s and dont’s from a legal angle, 2013). This shows that they have evaluated the importance of training and recruitment process in the performance of the organization.
Conclusion:
It is observed from the work that the performance of the organization is hugely impacted by the training and orientation carried in the organization. It is found that the recruitment and training process both are very significant in determining the success of an organization and to ensure that the right individuals are selected for the job.
Therefore, it is recommended that proper analysis and execution of the training process is essential to ensure the achievement of desired level of performance in an organization.

References
Cascio, W. F., & Boudreau, J. W. (2010). Making HR Measurement Strategic. In Investing in People: Financial Impact of Human Resource Initiatives, . Pearson.
Hiring company staff in the UAE the Do’s and dont’s from a legal angle. (2013, october 08). Retrieved from www.hadefpartners.com: http:///News/pageid/120-137/default.aspx?mediaid=290
Importance of Performance Management Process & Best Practices To Optimize Monitoring Performance Work Reviews/Feedback and Goal Management. (n.d.). Retrieved september 27, 2014, from www.successfactors.com: http://www.successfactors.com/en_us/lp/articles/optimize-performance-management.html
INFRASTRUCTURE. (n.d.). Retrieved 24 september, 2014, from www.uaeinteract.com: http://www.uaeinteract.com/business/infrastructure.asp#top
Iwami, T., Nishioka, T., Fishbein, M., Luo, H., & Jeon, D. (2006). organizational recruitment activities and applicants’ reactions at different stages of the recruitment process. Personnel Psychology.
N, M. (2003). Performance Measures. In NYS Project Management Guidebook (pp. 51-60).
oteroliz (Director). (2013). JOB ANALYSIS PROCESS [Motion Picture].
Pophal, L. G. (1999). MANAGEMENT DEVELOPMENT: A STRATEGIC INITIATIVE. SHRM foundation.
Talentship and Human Resource Measurement and Analysis: From ROI to Strategic Organizational Change . (2004). CAlifornia: CEO publications.

Skills

Posted on

March 9, 2018

Submit a Comment

Your email address will not be published.