Drivers Of Employee Performance Samples †MyAssignmenthelp.com

Question: Discuss about the Drivers Of Employee Performance. Answer: The various Human Resource Management tools are the drivers of employee performance and organizational goal achievement in this modern era. The HRM tools render the work environment friendly for the employee and makes sure that everyone of them is taken care of without any kind of inequality in practice (Indermun 2014). For an organization to achieve excellence, it is essential for the company to keep their employees happy so that they work to the best of their capabilities to achieve the goals and targets of the organization (Men 2014). It is a fact that the companies with the most employee friendly HRM policies certainly have the best of the employees and low resignation rates. FedEx or the Federal Express Corporation is regarded as one of the companies with the best HRM practice. It is stated that the company has the most loyal employees and all of them are so happy with their work and the company that they hardly ever wish to leave the company even if offered better pay. The organization was started in the year 1971 by Frederick W. Smith (About FedEx 2018). It was initially started as a company that used to deliver documents overnight to people in form of shipments. The delivery service since then has become so popular that it is one of the leading shipment and courier services in the entire world. It has been said that the employees were so supportive to the organization in the initial days that they were ready to swipe their own credit cards to buy fuel and deliver the shipments to the clients. The commitment levels of the employees were so huge that even when they did not receive salary on time, they worked dedicatedly for the company FedEx has an amazing People-Service-Profit system in their work process. The PSP system actually refers to the companys policy that states that if the organization took good care of its employees then the employees would take care of the customers and this in return will lead to more orders and a substantial rise in the profits (Shi 2015). Such programs by the HRM of the company has made it possible for the organization to make sure that each and every individual related to the company is happy and does their best in serving the customers. The Survey-Feedback-Action program that the company uses is very efficient and it has been in use from the very early days of the organization. The program is the reward and recognition program for employee appraisal on a yearly basis. The management sends out online survey forms and based in the survey the rewards and appraisals are given out to the employees. This is done in a timely manner and hence the employees look forward to the appraisal time. Every year in the month of April thus entire process takes place. The fact that it is completely based on performance and it analyzes all the deficits that the organization has in its internal and external environment makes it more a worthy process (Mishra 2015). The company has a program known as Leadership Evaluation and Awareness Process (LEAP) which is a promotional chance for the cadre employees to move up to the managerial level. The organization has an open door policy for its employees and hence the communication inside the organization is very good. The entire employee base is well aware of the changes that are planned in an organization and they are part of all the programs that are being conducted in the company. As a part of the awards for the employees who perform exceedingly well, the organization as awards such as the Golden Falcon and the Bravo Zulu awards for such employees (Smith 2014). Such awards enormously encourage and motivate the employees to work hard and reach up to the front in order to get the award. The various policies that are functional in the HR department of the organization has made it one of the most employee friendly organizations in the global sphere. Each of the recruited employees is trained under the leaders of the organization. This is done so that they can deliver the duties which they will be assigned. The complete guidance and on-Job training adds to the experience of the employee and actually makes the person aware of the job responsibilities and enables him to perform better (Keep 2014). Such policies and HRM tools are the ones which make the employee to be a part of the organization and hence their dedication level takes a leap. The employee retention also increases because every employee is dedicated to the job at hand and hence there remains no reason for the organization to terminate an employee. HRM tools add to the competitive advantage as the employees who join a company like the FedEx are less likely to leave the organization in the near future and opt for any other organization. The employees are happy and they get all the aids and perks that an employee deserves from the employer. The employees have become so loyal to the employer that they wish to work in the interest of the company rather than their own interest. The competitive advantage lies in the fact that as FedEx keeps its employees content and happy, the employees in return provide best of the services to the customers whereas others in the same industry can be into negligence towards the job because their employees do not keep them satisfied. The level of trust between the company and the employees is so high that they are inseparable and any external force does not affect an employee of the FedEx in engaging into any such activity which is against the organization. Right from recruitment to retention of the e mployees, the entire HRM process is inclined towards the employees and their happiness in the company and it essentially increases the employee loyalty. References About FedEx. (2018).History - About FedEx. [online] Available at: https://about.van.fedex.com/our-story/history-timeline/history/ [Accessed 10 Mar. 2018]. Indermun, V., 2014. Importance of Human Resource Management Practices and the Impact Companies Face in Relation to Competitive Challenges.Singaporean Journal of Business, Economics and Management Studies,51(1448), pp.1-11. Keep, E., 2014. Corporate training strategies: the vital component?.New Perspectives, pp.109-125. Men, L.R., 2014. Strategic internal communication: Transformational leadership, communication channels, and employee satisfaction.Management Communication Quarterly,28(2), pp.264-284. Mishra, S., 2015. Effective communication for corporate sector: A need for a paradigm shift.Indian Journal of Health and Wellbeing,6(7), p.749. Shi, C.A.O., 2015. The Implications of FedEx to Human Resource Management of Logistics Enterprises in Beijing.International Business and Management,11(3), pp.17-23. Smith, E.B., 2014. The Effect of Critical Optimism on Transformational Leadership.Leadership Organizational Management Journal,2014(1).