Business Report: Operational Management

Introduction 

On the basis of Assignment 1, it has been identified that the Main freight used some of the potential human resource management in order to manage its employees in an effective way. In addition, the human resource management of the company Main freight is mainly involved in analysing various elements like organisational performance, payroll of the employees, time and attendance, training, recruitment and HRIS (Human Resource Information System). A flexible working environment has been developed by the HRM so that the company can get benefits. With the development of a social environment service, the company Main freight has helped the employees to develop their performance. The Company has formed a strong team of more than 7000 employees in its every branch around the world. In addition, the HRM of the firm has also hired potential employees from around the world in order to operate its services of transportation, logistics, supply chain solutions and others. It has been evident that the company mainly checks its overall performance after every six months. This has helped the firm to analyse the performance of team members for each and every branch. Therefore, the aim of this report is to highlight the improvement plan of the organisation Main freight. Moreover, this paper will also shed light on the employee performance tools and techniques that have been used by the Human Resource management of the company Main freight.

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Discussion and analysis of organizational performance

Critical analysis of the employee performance tools and techniques integrating the human resource management theories 

Some of the employee performance management techniques that have been used by the human resource management are as follows:

Performance appraisal- The performance appraisal technique has been used by the human resource management in order to motivate the employees. In addition, the performance appraisal technique will also help the company Mainfreight to manage the performance of the employees (Mayhew, 2019). The company has also developed the performance of the employees in an effective way with the help of performance appraisal technique. On that note, it can be said that the performance appraisal technique has been used by the firm for motivating the employees by this the productivity rate can be maximized by the company Main freight. 

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Productivity tests

As the company has several branches all over the world, therefore, it will be appropriate for the human resource team of the company to use the productivity tests of the employees. With the help of this technique, the company will be able to measure the productivity rate of the employees. In addition, the performance gap can also be analyzed by the human resource management of the firm with the help of this technique. Moreover, the productivity tests will also help the employees to improve their working efficiency so that the organization can achieve its goals and objectives in an effective way. 

Feedback system

It is considered to be one of the most effective techniques for measuring the performance of the employees in an organization. In the same context, the Human resource management has also used the feedback system technique in order to motivate the employees. Moreover, it is also very important for the human resource team of the company to provide feedback to the employees on the basis of their performance. Therefore, the feedback system will help the management of the firm to motivate the employees. 

Apart from the performance management technique, the human resource of Main freight has also used the performance measuring tools in order to monitor the performance of the employees. Some of the performance management tools that have been applied by the HR of Main freight are as follows:

Base camp- The human resource management of the company Main freight has used the Base Camp performance tool in order to measure the performance of the employees (Gerber, 2018). In addition, the base camp tool will also help the employees of firm to add their tasks on a regular basis so that the senior management can check the regular performance of the employees. 

Desk Time- The Desk Time is considered to be one of the best performance management tool by which the senior management can track the performance of the employees within a real time. In addition, the Desk Time has also helped the management of the firm to analyse the productivity of every team member in all the branches of Main freight.  

Harvest Integration- The Harvest integration will help the company Main freight to track the time of the employee’s work through which the profit rate of the company can be enhanced. In addition, the Harvest integration tool will also help the human resource management to track down the performance of every employee within the mean time (Mayhew, 2019). On that note, the performance gap can also be identified by the human resource team of Main freight.  

The theories of performance and motivational theories have also been applied by the company Main freight in order to develop the performance of the employees. 

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Maslow’s Hierarchy of needs

As per the Maslow’s hierarchy of needs theory, the company Main freight must try to fulfil the requirements of the employees in order to develop their performance. In addition, the basic needs of the employees must be fulfilled by the management of Main freight in order to satisfy them (WHITE, 2018). By fulfilling the needs of the employees, the company will be able to motivate the employees in such a manner by which they can achieve the goals and objectives of the company. Maslow’s hierarchy of needs mainly includes the self actualisation needs, esteem needs, social needs, safety needs and physiological needs. 

Self actualisation needs- The self actualisation needs of the employees must be identified by the human resource management of the company Mainfreight so that the employees can get proper benefits from the organisation. The self actualisation needs of the employees mainly include the self fulfilment, personal experience and others. It is very important for the human resource management of the firm to fulfil the above mentioned needs so that the employees can be motivated (McLeod, 2018).  Therefore, it can be said that the self actualisation needs will help a business firm to provide proper benefits to the staff by which their performance can be developed. 

Esteem needs- The esteem needs of the employees in the organisation Mainfreight mainly includes the respect, self esteem, freedom and others. In addition, the human resource of the firm must try to satisfy the esteem needs of the employees so that they can work in an effective way. This will help the organisation to develop strong team members so that the target of the organisation can be achieved within the mean time. Therefore, it can be said that the human resource of Mainfreight must try to satisfy the esteem needs of the employees so that their performance can be developed. 

Social needs- The social needs are the family, friends, colleagues and others. The human resource management of the firm Mainfreight must try to fulfil social needs of the employees so that a positive business environment can be developed. By fulfilling the social needs of the employees, the company will be able to retain the potential employees within the firm. This will also help the organisation to improve its reputation in its operating market (McLeod, 2018). On that note, it is very important for the company Mainfreight to consider the social needs of the employees through which they can work in an effective way. 

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Safety needs- It is very important for an organisation to provide health and safety, security and employment security to the employees. This will help the employees to work in the organisation Mainfreight in an effective way. Moreover, the organisation Mainfreight must adopt the Health and Safety Act so that the employee’s health can be protected within the firm. By securing the health of the employees, it will motivate them to work in a prominent way for increasing the productivity rate. Health and Safety Act 2015 of New Zealand can also be implemented in the organisation in order to protect the health of the employees. 

Physiological needs- The physiological needs are considered to be the basic needs of the employees within an organisation which mainly includes the water, food, shelter and others. In addition, the HR of company Mainfreight must try to fulfil the physiological needs of the employees by which the employees can be motivated for working in the firm. Moreover, with the satisfaction of basic needs, the company will also be able to deliver high quality of services to the customers. On the other hand, the employees can also be retained within the firm as well by satisfying the basic needs and demands. Therefore, it can be said that the physiological needs of the employees must be fulfilled by an organisation so that the employees can develop their performance for achieving the organisational goals and objectives (McLeod, 2018). 

 

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Herzberg’s two factor theory

The two factor theory mainly includes the hygiene factor and motivating factors. 

Hygiene factor- Due to the lack of this factor, the employee’s performance will not be developed and they will not work hard. This factor mainly includes company policies, supervision, salary, security, work conditions and relationships (expertprogrammanagement, 2018). 

Company policies- The human resource management must provide the details of company policies to the employees during the time of interview. This will help the employees to analyse the position of the firm in the future. 

Supervision- The management of the company Mainfreight must try to monitor the working performance of the employees and this practice must be done on a fair and appropriate manner.  

Salary- The salary payment must be fair and reasonable for each and every employee within the organisation Mainfreight (expertprogrammanagement, 2018). Any kind of discrimination must not be followed by the management of the firm while providing salary to the employees for their hard work.  

Security- The security mainly includes the job security, health and safety must be provided to the employees so that they can work in an effective way.  

Work conditions- The Company Mainfreight must try to build suitable working conditions for the employees so that they can feel safe. Moreover, the equipments that are being used in the company must be hazardless and hygienic by which the employees can handle their work in an effective way.  

Relationships- A proper relationship must be built between the employees and the management of Mainfreight so that a positive working environment can be developed within the firm.  

Motivating factor- This factor will mainly help the human resource management of Mainfreight to motivate the employees so that they can work hard. It has been identified that the motivating factor of the employees mainly includes the achievement, recognition, the work itself, responsibility, advancement and growth (expertprogrammanagement, 2018). 

Achievement- The human resource management of Mainfreight must motivate the employees in such a manner by which they can feel proud by achieving the goals of the organisation. 

Recognition- The work must be given to the employees with full praise and recognition of their success within the firm Mainfreight. This will help the firm to help the employees to develop their knowledge. 

The work itself- The challenging work activities in Mainfreight will help the authorities to motivate the employees. On that note, the employees will be able to take their own roles and responsibilities for completing the working tasks. 

Responsibility- The positive working environment in the company Mainfreight will help the employees to become more responsible for achieving the organisational goals and objectives (expertprogrammanagement, 2018). In addition, the responsibilities must be taken by the employees so that the tasks can be completed within the given time. 

Advancement- The authorities of the company Mainfreight must provide promotions and bonuses for the employees so that they can work hard. Moreover, the advancement strategy will further help the firm to retain the potential employees by which the goals and objectives can be achieved. 

Growth- By working in the company Mainfreight, the employees must gather some potential skills and techniques (expertprogrammanagement, 2018). 

Critical analysis of the current compensation and reward 

The company Mainfreight can use the following compensation and reward strategy in order to retain the employees in the organisation. 

Reward structure

By implementing the reward policies and practices, the company Mainfreight will be able to motivate the employees in an effective way. In addition, the effective workforce planning will also help the authorities of the firm to encourage the employees to improve their performance. It has been identified that the company has mainly followed different reward structures in order to motivate the employees. The total rewards types mainly include the intrinsic and extrinsic rewards. 

Intrinsic- The Intrinsic rewards mainly includes praise, trophies and other rewards. The company Mainfreight must try to satisfy the needs of the employees so that they can feel satisfy in working in the organisation. This will help the employees to get some unique benefits within the organisation such as career opportunities, skill development, future opportunities and others (Thomas, 2009). Therefore, it can be said that the intrinsic rewards will help the management of the company Mainfreight to internally satisfy the employees who will further help the organisation to improve its performance. Therefore, it can be said that the intrinsic reward strategy will help the company Mainfreight to develop autonomy for the employees. 

Extrinsic- The extrinsic rewards mainly includes the money, competition, bonus and other financial benefits that the employees will get by developing their performance in the organisation Mainfreight. In addition, the company Mainfreight must provide pay raises and bonus to the employees who are performing well in the organisation (Thomas, 2009). This will also help the other employees to improve their performance thereby raising a competition within the firm. By providing bonus and pay raises to the employees, the management of the firm will be able to satisfy the employees who will further help the company to achieve its goals and objectives. 

Compensation structure

The compensation structure is the practice used by an organisation in order to organise a payment system for providing bonuses to the employees. In the same context, the compensations structure will also help the company Mainfreight to implement the bonus practices. With the help of bonus practices, the company will be able to pay the employees for their hard work. Moreover, the compensation structure mainly includes the hourly compensation, salary, commission and others. Therefore, it can be said that the compensation structure will mainly help the employees of Mainfreight to get commission and other kinds of financial rewards. 

Apart from the compensation and reward structure, the human resource management has also used the motivation theories of Vroom’s expectancy theory for retaining the employees in Mainfreight. 

Vroom’s expectancy theory

Valence 

The valence mainly deals with the emotional orientation in which the human resource management of Mainfreight will be able to identify the values of the employees. In the same context, the human resource department will be able to provide both intrinsic and extrinsic rewards by which the employees can be satisfied. Therefore, the valence component will help the employees of Mainfreight to get both intrinsic and extrinsic rewards (ifm, 2016). It has been identified that in this component, the human resource management will be able to discover the value of the employees through which they can provide rewards according to the employee’s needs and requirements.  

Expectancy 

It has been evident that the employees in an organisation have different expectations and confidence level in the process of working within the firm. On that note, it is the duty of the human resource management of a business firm to discover what the resources are and training is required for improving the employee’s performance. In the same context, the human resource management of Mainfreight must try to discover the requirements of the employees like training and resources by which their performance can be developed. Therefore, it can be said that the expectancy component will help both the employees and HR management to improve the organisational performance (ifm, 2016). 

Instrumentality 

The instrumentality is the kind of perception that the employees of an organisation actually get what they want even if it has been promised by the manager. In the same way, the employees of the organisation Mainfreight must get what they desire from the managers. This will help the company to determine the needs and requirements of the employees (ifm, 2016). Therefore, the Human resource management of Mainfreight must ensure that the promises of rewards and compensation have to be fulfilled for satisfying the employees. This will also help the employees to get motivated by which they will be able to improve their work efficiency. 

Recommendation

In order to deal with complex human resource situation, the management must try to use the approaches like leadership development, change management and adopting innovation. 

Leadership development- The leadership development can be one of the most effective approaches in order to deal with the complex human resource situations. With the development of leadership, the human resource team of Mainfreight will be able to monitor and manage the employees in an appropriate manner. This will further help the company to improve its performance (STAFFING, 2019). 

Change management- The change management will mainly help the management of the Mainfreight to implement new changes within the firm. In addition, suitable policies and procedures can also be implemented within the organisation by using the change management approach thereby improving the performance of the organisation. 

Adapting innovation- By adapting innovation, the human resource management of Mainfreight will be able to implement new skills and techniques by which the performance of the firm can be developed. Moreover, the innovation in technology will also help the HR management to use new HRIS system for managing the organisational performance (STAFFING, 2019).  

 

 

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Conclusion 

From the above study, it can be said that the organization has likewise built up the exhibition of the workers in a powerful manner with the assistance of execution examination strategy. On that note, it tends to be said that the exhibition examination method has been utilized by the firm for propelling the representatives by this the efficiency rate can be expanded by the organization Mainfreight. The valence mainly deals with the emotional orientation in which the human resource management of Mainfreight will be able to identify the values of the employees. In the same context, the human resource department will be able to provide both intrinsic and extrinsic rewards by which the employees can be satisfied. Therefore, the valence component will help the employees of Mainfreight to get both intrinsic and extrinsic rewards. Furthermore, reasonable arrangements and systems can likewise be actualized inside the association by utilizing the change the executives approach along these lines improving the presentation of the association.

References 

Burns, A. J. (2015). Assessing the role of security education, training, and awareness on insiders’ security-related behavior: . Retrieved from https://ieeexplore.ieee.org: https://ieeexplore.ieee.org/abstract/document/7070290

De Vito, L. B. (2018). Employee motivation based on the hierarchy of needs, expectancy and the two-factor theories applied with higher education employees. Retrieved from http://www.ijamee.info: http://www.ijamee.info/index.php/IJAMEE/article/view/37

expertprogrammanagement. (2018, April 21). Herzberg’s Motivation Theory – Two Factor Theory. Retrieved August 14, 2019, from https://expertprogrammanagement.com: https://expertprogrammanagement.com/2018/04/herzbergs-two-factor-theory/

Gerber, S. (2018, march 26). 14 Tools to Measure Employee Performance. Retrieved from www.business.com: https://www.business.com/articles/14-best-tools-to-measure-employee-performance/

ifm. (2016). Vroom’s expectancy theory. Retrieved from www.ifm.eng.cam.ac.uk: https://www.ifm.eng.cam.ac.uk/research/dstools/vrooms-expectancy-theory/

Lăzăroiu, G. (2015). Employee motivation and job performance. Retrieved from https://www.ceeol.com: https://www.ceeol.com/search/article-detail?id=290576

Lăzăroiu, G. (2015). Work motivation and organizational behavior. . Retrieved from WORK MOTIVATION AND ORGANIZATIONAL BEHAVIOR: https://www.ceeol.com/search/article-detail?id=298632

Lloyd, R. &. (2018). Expecting more out of expectancy theory:. Retrieved from http://www.scholarspress.us: http://www.scholarspress.us/journals/IMR/pdf/IMR-1-2018/IMR-v1-n1-2018-4-19.pdf#page=28

MARK. (2019, June 10). 5 Psychological Theories of Motivation to Increase Productivity. Retrieved August 15, 2019, from https://contactzilla.com: https://contactzilla.com/blog/5-psychological-theories-motivation-increase-productivity/

Mayhew, R. (2019). Employee Performance Measurement Tools. Retrieved from smallbusiness.chron.com: https://smallbusiness.chron.com/employee-performance-measurement-tools-1952.html

McLeod, S. (2018). Maslow’s Hierarchy of Needs. Retrieved from www.simplypsychology.org: https://www.simplypsychology.org/maslow.html

Shields, J. B.-S.-S. (2015). Managing employee performance & reward. Retrieved from https://books.google.co.in: https://books.google.co.in/books?hl=en&lr=&id=mqKNCgAAQBAJ&oi=fnd&pg=PR8&dq=employee+motivation+theories&ots=P5-nt7OiAm&sig=hm1D5NlbrCzooIwyDcSXP7tnOdo#v=onepage&q=employee%20motivation%20theories&f=false

STAFFING, A. (2019). 10 of Today’s Common Human Resource Challenges. Retrieved from www.atlasstaffing.net: https://www.atlasstaffing.net/blog/10-todays-common-human-resource-challenges

Thomas, K. (2009, December 04). The Four Intrinsic Rewards that Drive Employee Engagement. Retrieved August 15, 2019, from https://iveybusinessjournal.com: https://iveybusinessjournal.com/publication/the-four-intrinsic-rewards-that-drive-employee-engagement/

 

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