Employee Performance Essay

The process of producing an environment in which individuals can perform duties to the outflank of his or her ability is realizen as carrying out counselling. The processes of exercise management start when the gild requires an employee to perform a specific and ends when an employee departs from the organization (Heathfield, 2013). At Riordan Manufacturing there atomic number 18 many important military posts that depend on the performance management system to ensure that employees light upon keep club located goals and objections. Riordan Manufacturing performance management systems are very important.The two aimts chosen by team D to discuss in this paper are the customer dish out rep and chief pecuniary officer. Team D go forth follow the general function of performance management systems, suggest two duty evaluation systems for the positions, suggest two profession evaluation methods for each position, and touch on the rewards and disadvantages of the metho ds concerning each position. Team D will also compare and blood possible earnings throws for the two positions and explain the importance of providing employee bene represent intent to the customer dish out rep and chief financial officer positions at Riordan Manufacturing.General Function of Performance ManagementRiordan Manufacturing uses performance managing systems that include one-year deport modifications base upon performance, along with employee recognition chopines. Riordans gets the orders annual pay changes by the position in relation to the orthogonal market, along with performance expectations set by the company. The performance expectations fall into third categories, which are does non meet, meets, and exceeds. Increase in pay is always a motivator for increasing performance and productivity amongemployees. Riordan Manufacturing also offers three kinds of awards/programs for their employees to a lower place their performance management systems. The comp any offers an outstanding employee award once a year. Riordans management and employees nominate high(prenominal) performance employee who have achieved high rating in employee performance. The companys committee of executives reviews the candidates selected and presents the winner with the roughly outstanding employees award.One qualification is modeling respect for diversity, which is something that Riordan is flagitious about. Riordan issues the value the company has in the morals of employees. The other award effrontery by Riordan is the higher rank award. The company gives these awards to employees as he or she drop off career milestones at one year, fifth year, tenth year, and 20th year. Although the seniority award is not monetary, it is important for the employees to notice that Riordan is noticing their loyalty and contributions to the company. The last program offered by Riordan under their performance management systems is the employee suggestion program.The compan y gives this reward to employees when he or she make suggestions for products put into place. The employees get wind a $25 check and their picture in the company newsletter although this does not total the staffs daily performance it does motivate them to make contributions for the corking of the company. Using performance management systems helps Riordan rate the employees performances and motivates each employee to wee as a team. For example, using the annual pay adjustments it would becoming observable to Riordan executives that employees were not doing their wrinkles if they rated does not meet for two years in a row, it would be time for a face-to-face.Job Evaluation MethodsRiordan Manufacturing currently employs 550 employees. The company has positions ranging from production to chief legal counsel. The company charges pride in attracting super qualified employees. Each position at Riordan plays a vital region to the companys success. Therefore, company expects each e mployee to focus on achieving the companys mission and goals. Many of the companys job functions performed by employees assist Riordan in maintaining a competitive advantage on the market. dickens important positions held at Riordan Manufacturing are the customer service representative and the mind Financial Officer. The customer service is one of the many faces of Riordan as the employee interacts straight off with the customers of Riordan. The Chief Financial Officer takes on the responsibilities within Riordan and directs the homophile resources functions along with the financial operations. The customer service representative is a valuable position that would work wellspring with the classification method.The classification method works well with organizations that have several locations or many employees. Therefore, Riordan classifies each customer service representative with other similar job content or classes. The advantage of using the classification method is that it w ill allow Riordan to organize easy the many positions along with establishing a requital package for each position based upon their classification. Some of the disadvantages may include several positions appearing to fit in more than one class or the classifications may look biased or subjective judgments. With the chief financial officer (CFO) possessing a more critical position and role within the company, the rank method may also be beneficial to Riordan.The ranking method for job evaluations is quite simple and in most instances inexpensive. This can often deoxidise the money spent on implementing strategic techniques and be applied in other areas of Riordan such as company improvements, or employee rewards. The disadvantage of the ranking method is that it can be subjective or rely hard on a person or group of people to obtain the worth of each position. There are several job methods utilize to perform job evaluations however, it is essential for Riordan or any organiza tion to determine which one will most suites the company and aid in its success. remuneration PlansIt is important to have competitive and attractive compensation plans to ensure that Riordan attracts extremely qualified employees. There are many alternatives or approaches to use with compensation plans. The employees position often dictates what type of compensation plan he or she receives. For a customer service representative (CSR), compensation plans may include a basic wage structure along with a merit pay incentive. With merit pay, the CSR receives an increase in pay based on a percentage (DeCenzo & Robbins, 2007). Employees who perform better typically receive a greater percentage increase. Another option is a pay-for performance program. This option usesperformance measures to determine the employees pay rate and not just time spent on the job.Each employees pay rate depends on his or her individual, team, department, or organizational productivity (DeCenzo & Robbins, 2007 ). some(prenominal) of these compensation plans are effective but some employees may disquieted about not knowing what his or her pay rate is onwards of time in the pay-for-performance program. The compensation plans for the CFO are different from those provided for CSRs. As an executive member of Riordan, the CFOs salary is substantially higher than the lower-level employees. For example, the current Riordan CFO, Dale Edgel, received an annual salary of $125, 00 with the ability to earn up to 30% of his salary in executive bonuses (Riordan, 1999).Compensation plans for executive employees are considerably higher because of his or her level of responsibility. That responsibility not altogether provides the executives with higher salaries but also compensation plans that include stock option plans. Executive compensation plans serve the same purpose as those utilize from lower-level employees. Executive positions typically require specialized or advanced facts of life and emplo yees who meet those requirements can be very selective when choosing a job. The compensation plans for those positions must be very attractive to appeal to those individuals.Importance of Employee BenefitsRiordan represent that profits are essential in todays workforce to apply current talent and attract new high-level talent. Riordan has benefit packages indispensable by law, such as Social Security, Workers Compensation, Unemployment Compensation, and FMLA. The company also offers vacation benefits, 401k plans, childcare assistance plan, dental, educational assistance, flextime scheduling, and holiday pay to attract and check employees. The company offers these benefits to full-time employees when hired into the company, and he or she can come down more perks as tenure at Riordan grows. Riordan understands that employees need a benefit package that get up a work life balance, the ability to take care of his or her family in case of a medical emergency, and to plan for his o r her future.Whether the employee is the CFO or a CSR the benefit package does not change. Employees who believe a company is willing to take care of him or her makes job satisfaction and employee mesh much easier toachieve. Furthermore, employees who believe he or she is capable of advancing his or her career and the company paying for it helps entry-level employee. The company encourages customer service rep to believe that he or she has a future in becoming a future chief financial officer.Riordan provides Education Assistance Programs to help employees grow a skill set that relates to his or her role in Riordan. Although it does not guarantee advancement, it does promote engagement and sustain performance for the companys staff. Riordan commits to making each employee know he or she is a value to the company from the top of the company to the entry-level jobs. The company understands that providing benefits in todays economy is important in attracting the most talented and moti vated individuals and believe the companys rove of benefits help accomplish goals and promote a healthy work environment. endpointRiordan Manufacturing recognizes the processes of performance management are essential in todays working environment. Riordan Manufacturing Corporations process of performance management will assist the company in enhancing employee job satisfaction and commitment. Riordan Manufacturing used confused job performance methods for each individual job position the company. These job performance methods help the company to maintain financial strength and promote employee growth. Riordan performance managements process also includes an attractive compensation, employee benefits plan to attract highly qualified employees. Using this process is what helps Riordan Manufacturing ensure employees achieve company goals, and objections, and sustain the companys employee job satisfaction.ReferencesDeCenzo, D., & Robbins, S. (2007). Fundamentals of human resource mana gement (9th ed.), retrieved from The University of Phoenix eBook Collection database. Heathfield, S., 2013, Performance Management, Retrieved from http//humanresources.about.com/od/glossaryp/g/perform_mgmt.htm Riordan, Michael (August 15, 1999) Retrieved from https//ecampus.phoenix.edu/secure/aapd/CIST/VOP/Business/Riordan/docs/HR/EmpFiles/Dale%20Edgel%20Offer%20Letter.pdf