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Strategies for Enhancing Organizational Performance through HR Practices By Native Assignment Help
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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.
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:
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.
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:
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.
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