Worker Performance

Measurement of worker productivity and performance is very essential task for the mangers in organizations. It helps in determining the potential of the worker in achieving the organizational objectives as well as tasks that are assigned to them. The research objective has been provided discussing the worker performance and worker productivity. Assessing the worker performance and worker productivity has also been evaluated. A critical analysis of the methods used by managers in measurement of worker performance and productivity has also been provided. Finally, the potential solution for mitigating challenges faced by the managers in assessment of worker performance and worker productivity has also been provided.

The current research paper aims at discussing the challenges and issues in assessment of worker performance and productivity by the managers. The methods that are commonly adopted for the success of the method have been described as well in the current research paper. The objectives of the research are as follows:

• To critically analyze the methods used by managers in measuring the worker performance and productivity
• To assess the success rate of the methods used
• To evaluate the challenges faced by managers in assessment of worker performance and worker productivity
• To provide recommendation for mitigating the challenges faced by mangers in assessment of worker performance and productivity

Worker performance refers to the potential of the workers in delivering the work with efficiency and quality. Moreover the performance of an employee involves ability, health, confidence, intelligence, education, training, work-related experience, interpersonal skills and personal experiences (Anitha 2014). The high motivation from managers and upper level of management helps in increasing the employee performance. The motivation of the employees is driven by the incentives received from the office as well as the feedbacks from the employers. Moreover, the managers also motivate employees through different attractive salary structure and other financial incentives. According to Atmojo (2015), the employers of the organization create the confidence within the employee through effective communication. Further, the employees are also taken care of regarding their problems within the workspace.  

Work performance of an employee is determined by the quality of work delivered by the employees within the organization. Worker performance also refers to the execution of job duties by the workers as well as their responsibilities within the organization. A poor performance of the workers is usually due to several reasons such as poor employee and employer relation management. Further, the employees are also boosted regarding their performance through effective training that leads to success of the organization (Carter 2013).    

Productivity of a worker refers to the amount of goods as well as services that is produced by the workers within a certain time. As per Chen (2013), worker productivity is also referred to as the labor productivity that is measured for an organization or a company for a process, industry or country. The overall workers productivity can be measured individually into small fragments. Employee productivity is referred to as the ratio of the total volume measured for output and total volume measure for input. The gross domestic product is the total volume measure of output along with the gross value added. Most commonly used measurement for measuring the input involves total number of people in the employment, hours that has been worked as well as workforce jobs (Karatepe 2013).  

Worker Productivity

Worker evaluation by assessing the worker productivity and performance by the manager is very essential as it helps in identifying the strength and weaknesses of the employees. Strength and weaknesses of an employee when understood, the managers find it easy to assign jobs to the employees depending on their competency and experience in the relevant field. Further, the employers and managers also find it easy for work force planning process. Employee training and development is also schedules easily through assessment of worker performance and productivity by managers. According to Korschun (2014), adequate training and development programs ensure that the employee has gained enough competency and skills regarding the job role and is capable of performing the job effectively and efficiently.  The learning opportunity provides the employees a scope to enhance their strengths and skills as well as overcome the major weaknesses in their tasks thus fulfilling the deficiencies. The performance goals are also measured through assessing the quality of standards of quality of jobs that is delivered by the employees. Through proper communication and workplace management the performance as well as productivity is measured (Landy 2016). Essential tools required for achieving the job responsibilities are also provided to the employees through evaluating the performance standards and recognizing the awards and recognition through compensation structure. Highly efficient employees are also assigned with difficult responsibilities and duties to fulfill that leads to the role of leadership.

Numerous methods are available for measurement of the worker performance and productivity by managers that includes management by objectives (Leroy 2014). It is one of the accurate methods for measurement of the employee productivity and performance. It helps in revealing the output of employees that contributes towards the organizational targets and goals as well as objectives. Employees also find it easier to work towards the organizational objectives as well as the necessary information required for meeting the goals. For example if the goal of the organization is for increasing the customer retention by approximately 25% over a span of 5 years (Morrow 2015). The kind of incentives and training that is required by the manger for motivating the employees is determined by the employers and is used at the organizational workplace to add the customer retention and enhance the profit maximization for the organization.

According to Obe (2015), annual as well as employee evaluation within 6 months will help to reveal the accomplishments like reduced customer complaints through 20% as well as solutions to the customer problems on a consistent basis. The employees under this model of assessment meet their employer on a regular basis for discussion regarding their progression as well as potential solution to the problems. Measurement of productivity through the entire year helps the employees to stay focused on their business objectives. Further, the employees are also annually reviewed for the discussion regarding their progression and the goals and objectives achieved within the organization. In such model, the new goals are also created for the upcoming year (Parmenter 2015).

Importance of Measuring Performance and Productivity

   The second method for measuring the productivity and performance is through qualitative method. In this method, the employee production is measured through iterative terms like through a particular time, per hour basis, per day or per monthly basis. The method is very much suitable for small businesses and organization that has very less production as well as the performance management level is very timesaving and simple. The productivity is usually measured through productivity software and spreadsheets that reveals the product numbers and products of employees as well as their contribution within a provided time. The numbers are averaged by revealing the total number of products produced by the employees or the total contribution within a time for calculating the total losses and gains over a time. The output is usually measured through the volume or the total number of products that has been created by the production unit within an organization (Rumsey 2013).

The baseline of the product is created through the individual worker hours that need to be obtained. Later the employees are observed for the optimum level they deliver their service. The employers and managers within the organization for effectively and efficiently measure the employee production and performance level then measure the measurement against ideal level of productivity. As per Van Horenbeek (2014), the type of measurement also contributes to a factor that leads to adequate amount of time that is spend on the employee for their job training and spending for time spent in waiting for materials as well as arrival or broken equipments that needs to be fixed as well as other uncontrollable factors.

Another method for measuring the worker performance and productivity is through 360-degree feedback that uses feedbacks as well as comments from the co-workers for measurement of productivity by the employers and managers. The method is used only during the employers within the organization interaction as well as interaction within a daily basis that is both above and below the daily level of interaction (Weekley 2015). The evaluators are responsible for understanding and evaluation of the employees through role and functions on an overall basis, daily work duties, skills for professional communication and credentials. The method is very much effective and efficient in smaller organization as well as where interaction is very effective. Managers, IT workers as well as all levels of employees provide the feedback to their employers regarding the fulfillment of their duties as well as contribution to the total productivity. It is usually done through team appraisal, which is usually evaluated by the team regarding the team contribution as well as productivity. For achieving the accuracy, an employee is first trained within the organization by providing the feedback on personal feelings as well as the employee belief. The accuracy of the method is highly based on involvement of huge number of people that obtains feedback as well as training.

Methods for Measuring Worker Performance and Productivity

The managers and employers as well as the upper level of management do the measurement of the sales productivity with high accuracy regarding the sales representative of the employees of the organization. The employee output is affected by numerous factors of the business organization. The total number of sales that has been completed within a time, total amount of sales made by others as well as the total number of calls which has been made to the customers currently is also calculated. The number of sales made to the current customers as well as number of sales made to customers is also considered. The employees as well as the employers also consider number of new customers gained. Expense of the customer acquisition as well as the evaluation of the numbers through establishment of baseline of the customer is also a strategy used by managers in evaluating the sales productivity as well as business size that leads to sales level of the business through size selling of similar products creating a realistic baseline (Wilson 2015).

Another method for measuring the service productivity is the number of tasks performed by the employees or the total number of customers served within a day and hour. Other business measure productivity, speed of service delivery, feedback from customers as well as individual and departmental self-evaluations are also measured for the accurate measurement.

The success rate of the methods that have been used by the managers as well as the employees for measurement on the productivity as well as performance of the employees is very highly used. The methods are very useful as well as effective as through the methods managers assess the productivity level as well as the performance of the employees. The methods are very much effective because the number of production unit that has been created by the employees are produced by the employees and is calculated efficiently, and then it helps the managers to keep a track on the employees and also provide the employee with further tasks or un assign a task. To balance the total work, longer and complicacy also helps employers to track the number of products that has been created by employees. The success rate of the method that is used by the managers as well as the employers also helps the managers as well as the employers to take a keen observation on employees. Along with the training and development needs for example if an employee is performing poorly and has below production level then effective training and development is provided to the employees. Employers also communicate for any kind of problems that is within the workspace and issues medicated through effective strategies by the employees (Zohar 2014).

Management by Objectives

Issues and challenges faced by managers in assessment of the worker performance as well as worker productivity as well as issues and challenges for management for assessing the work performance as well as worker productivity are inaccurate feedbacks. The feedback obtained includes various kinds of effective training that are provided to the employers as well as the functions of communication problems. During providing the feedback to employees the employees might feel that the feedback and communication by the employees are very much rude and hence there might be possible chance that the performance as well as the worker productivity is not good enough as that of the work feedback from the employers (Hsu 2015).

As per Harris (2013), Potential solutions that might be used for mitigating the challenges faced by the manager’s recipient for worker productivity and worker performance include different techniques that are used by the worker productivity and performance. Most importantly, the feedbacks provided to the employees must be kept in mind that they are very much streamlined to the business objectives of business (Van de Walle 2016). Objectives and goals should be intimated to the employees during the time of recruitment that will enable them to maintain a streamline and focused on their work this will effectively mitigate the challenges faced by the manager during assessment of performance.

Conclusion

It can be concluded that a poor performance of the workers is usually due to several reasons such as poor employee and employer relation management. Further, the employees are also boosted regarding their performance through effective training that leads to success of the organization.    The gross domestic product is the total volume measure of output along with the gross value added. Most commonly used measurement for measuring the input involves total number of people in the employment, hours that has been worked as well as workforce jobs.  Essential tools required for achieving the job responsibilities are also provided to the employees through evaluating the performance standards and recognizing the awards and recognition through compensation structure. The kind of incentives and training that is required by the manger for motivating the employees is determined by the employers and is used at the organizational workplace to add the customer retention and enhance the profit maximization for the organization. Along with the training and development needs for example if an employee is performing poorly and has below production level then effective training and development is provided to the employees. Employers also communicate for any kind of problems that is within the workspace and issues medicated through effective strategies by the employees. During providing the feedback to employees, the employees might feel that the feedback and communication by the employees are very much rude and hence there might be possible chance that the performance as well as the worker productivity is not good enough as that of the work feedback from the employers. Objectives and goals should be intimated to the employees during the time of recruitment that will enable them to maintain a streamline and focused on their work this will effectively mitigate the challenges faced by the manager during assessment of performance.

Qualitative Method

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