INUB Training

INTRODUCTION

This paper explains how the new human resources manager from INUB Training thinks to reshape the people's function for improving staff performance and motivation that could impact on organizations' future progress.

This report provides information about identifying the importance of people management in relation to organizational performance and wellbeing, which are the tools and techniques that will help improve organizational performance and why it is important the employee wellbeing for improving motivation and performance in a company, in our case a training company. A conclusion and a reference list will also be included.

TOOLS AND TECHNIQUES FOR IMPROVING ORGANISATIONAL PERFORMANCE

The way organizations manage their human resources impact various criteria of organizational performance (Trunk Širca et al., 2013). Organizational development is, through others, given by personal development, team building, learning, reward strategy, and human resource development. The founding father of Organisational development is Kurt Lewin (HR Development Info, 2020).

After much research, reading and personal observations, Pfeffer (1998) defines a set of seven practices that seem to best characterize how an organization can make a profit through the employees. Lawrence (1998) argues that Pfeffer explains why team training, decentralization, and job security are essential for productivity and innovation.

So, team working is one useful tool for helping organizational performance. Teamwork is a process where a group of people with similar skills become committed to the common purpose of an organization (Serrat, 2017). For supporting employee engagement and promoting team performance, the organisation should invest more in team building activities which should help participants to gain critical team development skills (Barner and Barner, 2012).

Vasudevan, V. et al. (2009) also stands up in their book that a team can achieve things that individuals can’t, they can do brainstorming, every individual has own skills, in a high-performance team is more likely to be engaged and they definitely get a better solution for sorting things out for the benefit of the business.

On the other side, a team can also have conflicts and disagreements and when this happens is a poor atmosphere in the team or even bad feelings. If situations like this are managed well, if people don’t lose their temper and they don’t forget to listen to other opinions, disagreement can be a healthy thing because the team can have a bigger picture of a goal (Vaseduvan, V. et al., 2009). For the HR department, building a successful team that progresses requires a lot of work. It is not only important to have smart and capable people in the organization. If they do not know how to communicate with each other and share their values, then their skills become useless for teamwork. The progress of a team must be tracked over time to ensure good communication between team members, especially when a new member intervenes in an already formed team that wants to assert themselves and integrate (Belbin, R.M., 2010).Teamwork is a very useful tool, but to improve the performance of an organization can be used a reward strategy, even within a team because the competition will always generate beneficial results from the right people. “The foundation of strategic reward management is an understanding of the needs of the organization and its employees and how they can best be satisfied.” (Armstrong and Murlis, 2007, p.30).

In Armstrong's (2012) view, the concept of reward management describes a much broader and more positive view of employee rewards for what they have done or can do for both the organization and themselves. The main goal of any reward system after Fisher (2016) is to motivate employees to adopt the behaviour desired by the organization to achieve high levels of performance. We could say that the priority objective of such a system is to establish a structure and a fair payment system for all employees in accordance with their work, their activity, and the level of performance they achieve.