MN7181 - People & Organization - Employee Engagement in Banking Sales Units

Introduction to employee  Engagement 

Employee  engagement could be seen & happen  as commitment of employees  towards Organization & to their work ( Profession .) Many scholar have many debates on born of this concept  this that  engagement implies to commitment  towards profession and some may argue that engagement born as the commitment towards organizational goals .

As relatively this theory is quite new to scholars , still could not find  qualitative  or quantitative ample research data .Following discussion focus on employee engagement definitions & effects of engagement towards organizational success .

https://www.youtube.com/watch?v=Uu7EG6EZeAM

Definition of employee Engagement 

• According to Global work force study ( 2003 ) , employees willingness and ability to help the company succeed largely by providing discretionary efforts on a sustainable basis .according to the study , engagement is effected by ,many factors which involved both emotional & rational factors relatively to work and overall work experience .
• Robinson et al. (2004) define employee engagement as “a positive attitude held by the employee towards the organization and its value. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.” 
• Gallup organization defines employee engagement as the involvement with and enthusiasm for work. Gallup as cited by Dernovsek (2008) likens employee engagement to a positive employees’ emotional attachment and employees’ commitment.
• This verdict and definition forwarded by Institute of Employment Studies gives a clear insight that employee engagement is the result of two-way relationship between employer and employee pointing out that there are things to be done by both sides  
• it happens when people are committed to their work and to the Organization (Armstrong ,  2017)
• For practitioners it has become an umbrella concept for capturing the various means by which employers can elicit additional or discretionary effort from employees . ( CIPD, 2012 ) 

Situational Analysis of Employment engagement in Banking Sales Unit as a behavioral  approach . 

As detailed in above definitions , employment engagement is arise as a result of highly motivation and employee willingness and ability to help organization to achieve its corporate goals .
Sales Teams are usually drive with high level of motivational aspects & consistence drive for targets .As such Sales Team ,  it self creates a autonomous work flow process to stimulate this thrive condition with the involvement of senior team members of the Unit or Group with a structured approach and Culture .
Banking Sales cultures inherits with certain values and ethics where  employee engagement has been planted on it .Leaders are tend to be create with in engagement module and subordinates are advice to be volunteering advice for young team members of the value of employee engagement .Success or rather achieving sales numbers could be done only as working as the a Team and with shared values .
This tradition has been passed from generation to generation with involvement of employee engagement .
Senior members of the sales team usually work on extra hours in weekdays and even on  week end days  with out any incentive or allowance to train their team members , to distribute product knowledge , train sales techniques. Seniors consider young people has part of their children and groom for better sales modules with out any hesitation or complain they tend to sacrifice their time and money .

                                            https://youtu.be/VA_z5mvjeLc

Self Reflection 

Employee engagement is a newly produced idea of HRM and many organizations are keenly investing resources for improvements .Definitions have been forwarded by institutes more than individual scholars noted .Employee engagement could be predict as employee self actualization of the company and profession .This activity is vital for each and every organization to be success and drive for excellence .To effect employee engagement its is important to have better communication scope for both employees and all stake holders of the organization . Active engagement is a vital for sustainable growth of the company and employees who depends with engagement & where Staff are work on volunteer for work and progress for the  organizational activities and success .Many factors are effecting to this nature to be established  ( Employee engagement ) & following could be recognized as key effective ,

• Environment 
• Leadership 
• Job 
• Individual factors .

Highly employment engagement would result following key indicator increase in any organization or Group , 

• Employee retention 
• higher productivity and always exceed budgeted profits 
• Increase in brand  recognition 
• Employee mind of Great place to work 
• Higher CSR Initiatives intends from employees  
• Higher efficiency  

References 

• Accord Management Systems. (2004). Employee Engagement Strategy: A Strategy of Analysis to Move from Employee Satisfaction to Engagement. [Online] Available: www.accordsyst.com/papers/engagement_wp.pdf (March 3, 2009) 
• Dernovsek D. (2008). Creating highly engaged and committed employee starts at the top and ends at the bottom line Credit Union Magazine, May 2008. Credit Union National Association, Inc . 
• Armstrong M .( 2017 ) 
• kevin cruize. (2019). what is employee engagement. [Online Video]. 27 December 2019. Available from: https://www.youtube.com/watch?v=Uu7EG6EZeAM. [Accessed: 27 December 2019].
• What great employee engagement looks like. (2019). https://youtu.be/VA_z5mvjeLc. [Online Video]. 2 December 2019. Available from: https://youtu.be/nFE8IaoInQU. [Accessed: 27 December 2019].
• ( CIPD ) , 2012 

MN7181 - People and Organizations - HRM & Design of Works - Team Development of Banking Sales Unit

What is Job Design & how it effects to Team Development 

Literature Review

Job consist of related set of tasks that are carried out by a person to full fill a purpose .It can be regarded as a Unit in an organization structure that remained unchanged in the job . ( Armstrong , 2014 p .326 )

The Job design has been carried out with aligning individual perspectives with organizational purpose & following has been considered & given priority in any organization when setting up Job design .

• The Process of intrinsic motivation 
• The Characteristic of task structure 
•  The motivating characteristics of the job 
• The Significance of job characteristics model 
• Providing intrinsic motivation  ( Armstrong , 2014 p .328 ) 

Definition of Job Design 

• Job design specifies the contents of jobs in order to satisfy work requirements and meet the personal needs of the job holder , thus increasing level of employee engagement .       Armstrong ( 2014 , p .145 ) 

The Job design has been carried out in following two Purposes .

01) To Satisfy the requirement of Organization for , 

• Productivity
• Operational efficiency 
• Quality of products or service 

02)  To Satisfy the individual on , 

•  Interest 
• Challenge 
• Accomplishments    ( Armstrong , 2014 p .331 )

Team Development 

Definitions 

• Team Development is enhancement of the effectiveness of work groups by improving goal & role classification and interpersonal process . ( Businessdictionery , 2019 ) 
• Team Development has been seen with below Stage wise developments , 

1. Forming 
2. Storming 
3. Norming 
4. Performing 
5. Adjourning 

 ( toggle.com. 2019. Stages of Team Development.)

Grapgh : 01 

E R Services, (2019), five stages of team development 

Video 01 :

Businessballs. (2019). 5 Stages of Team Development. [Online Video]. 27 December 2019. Available from: https://youtu.be/nFE8IaoInQU. [Accessed: 27 December 2019].

Situational Analysis 

Currently  banking sales units are much popular in  professional sales environments as respectable roles in the society  & sales  jobs  or designations have been designed in purpose of achieving sales Targets on monthly basis .Sales Jobs are  in line with individual target achievements for structured sales products such as Credit Cards / Consumer Loans / Balance Transfers & CASA Products  and team target achievements .High potential & interest could be seen for young unemployment market and school leavers  for these job roles  as high sales commissions are been paid for selected  individuals and no major educational qualifications are been considered at the time of entry level to the jobs .
Though many Banks have designed these job roles only very few banks have allocated  permanent carder level structure for these level employees and career progression could not be seen after attaining a certain higher level of  position .Banks have utilized these talents  to remain in contract basis in their HR pools  and terminate after completing 05 years in service with out absorption to permanent carder .Since these sales people are compelled to look for other banks in a similar job role or some have to leave from the entire sales field which creates a vacuum for the field of talented guiders .
Bank Sales cultures are  highly driven under Team Development mentality & leadership skills . .Forming a Sales team with proper Talent could be find as the challenging task for all Sales Leaders where many get failed and some times all sales culture collapsed due to errors in formation of team .
Team Leaders and seniors should voluntarily provide  knowledge and currently conduct buddy programs to storm new recruitment to maturity levels .
Once Forming & Storming are done accordingly Sales team is ready to come to normal level where it could be perform on exceptionally well .Sales Teams usually continue these trends if policy makers supports well .This stage could be understood as pinnacle for Sales people and much growth of Sales volumes could be seen on these stages with lot of job satisfaction and personal growth could be seen .

Self Reflection 

Job design plays a key role in directing human resource to achieve company / Organizational goals .

HR Departments are keen on special characteristics of organization and individuals before set up job design  as job task should satisfy both individual & Organizational goals .Job design has a clear effect on creating the organizational structure and authority lay outs .

Further job designation is a process where it effects entire levels of the organization which has high impact .The ideas for establishment of job designations should be cross border and ideas should be gather from bottoms up level ..Some jobs are generalized & skilled jobs are very sharp and highly depend on individual capabilities .

Job designations  are effecting a lot for Team formation and Development .

Every job holder is been interact with a certain one team or more based on his / her job function .

Team Development is comprised with 05 major evaluation stages which every team member should understand along with the team Leader .Communication plays an important role in Team development and all team members should equally communicate for positive reflections on decision making and achieving goals as a team .All Team members should associate for team development with understanding the stage of the Team and should provide level best of effect to thrive and maintain the Team in a performing stage .

Reference 

•  Armstrong, M., 2019. Armstrong's Hand Book of Human Resource Practice. 10th ed. London: Kogan Page. p .326
• Armstrong, M., 2019. Armstrong's Hand Book of Human Resource Practice. 10th ed. London: Kogan Page.p .328
• Armstrong, M., 2019. Armstrong's Hand Book of Human Resource Practice. 10th ed. London: Kogan Page. p .145
• Armstrong, M., 2019. Armstrong's Hand Book of Human Resource Practice. 10th ed. London: Kogan Page. p .331
• E R Services, (2019), five stages of team development [ONLINE]. Available at: https://courses.lumenlearning.com/suny-principlesmanagement/chapter/reading-the- five-stages-of-team-development/ [Accessed 27 December 2019]
• https://youtu.be/nFE8IaoInQU
• Businessballs. (2019). 5 Stages of Team Development. [Online Video]. 27 December 2019. Available from: https://youtu.be/nFE8IaoInQU. [Accessed: 27 December 2019].
• businessdictionery. 2019. Team Development. [ONLINE] Available at: http://www.businessdictionary.com/definition/team-development.html. [Accessed 27 December 2019].
• toggle.com. 2019. Stages of Team Development. [ONLINE] Available at: https://toggl.com/stages-of-team-development/. [Accessed 27 December 2019

MN7181 - People and Organization - Managing Performances - In perspective with Banking Sales Culture

Definitions of Managing Performances 

Behaviors that accomplishes results ( Armstrong , 2017 p .392 )

Assessment of performance entails evaluations of inputs & outputs ( Brumbach , 1988 )

Performance Management is the system through which organizations set works , goals , determine performance standards , assigns and evaluate work , provide performance feedback , determine training and development needs & distribute rewards .  ( Briscoe and Clause , 2008 )

According to Mohrman & Morman ( 1995 ) , Performance Management is managing the business , It is what Line Managers do continuously , not an HR Directed annual procedure .It is a natural process of Management . 

Performance Management is much more than appraising individuals .It contributes to the acheivement of culture change and it is integrated with other key HR Activities , especially Human Capital Management , Talent Management , Learning & Development and reward Management . 

( Armstrong , 2017 ) 

 Managing performance could be justified as Managing the business .

 ( Mohrman and mohrman  ( 1995 ) which is the total reflection .Further it has been defined as natural process of Management .

Performance Management process could be divided to following elementary sections 

• Agreement 
• Feedback
• Positive enforcement
• Dialogue 

 Principles of performance management 

Performance Management should have below clear indicators , 

• Direction 
• Freedom to get their work done 
• Encouragement 
• Leading to growth 
• Leading to strategic collaboration ( Egan Cited in Armstrong , 2017 ) 

Discussion of present situation in banking sector 

Once the Annual goals and values are been decided by the  Bank director Board & Corporate Management after budgeting meetings  , all  business directions are circulated through the HR & respective department Heads .Further the big picture Goals are been segregated to particular specified fields ( Eg - If Sales Department has been finalized annual volumes with Cards & Loans target for month,  target distribution will be aligning all behaviors / group talent focus & identifying necessary learning & development points of group of individuals ( employees ) towards achieving  company goals .

The entire process of target evaluation to determine current position will be conduct on monthly basis through Monthly Sales meetings and following methods are currently practicing .Planing for the next month with exact promotions and out line expected derivatives, ( obtain agreement with sales officers, follow up on activities in daily activities follow up plan and tracking on weekly basis , mitigate obstacles and coaching for enhance efficiency of achieving the target .Monthly sales meeting will be utilize to review monthly progress and identifying the mistakes and good practices and encourage / appreciate those individuals who have done well and present rewards and certificates .

discourage poor performers and change the goal setting path and carry out personal inspection process in order to re align those individuals .

Self Reflection 

Performance Management system is a pivotal task in annual business process of any organization thus it is involve in regular business and HR function .Performances are key drive factor to thrive human capital in line with company goals and values .Performance evaluations are considered as key indicator to change individual perspective thus leads to change culture in the Organization. Performance evaluations to be carry on frequently & evaluations should conduct with in the business cycle & rewards / recognition is very important .Performance Management should have clear aims in measurable criteria , should be simple  and much more functions are involved .Performance Management is important to varies factors including motivation , to increase self esteem , to build strong employee relationship ,to help employee developments , to become employee more competent and etc ....further it has been understood that performance management is on key important role on working towards organizational success & will be make on thrive effect on all aspects of human capital interaction .

https://youtu.be/RhAJkhIFFno?t=19

References 

• Armstrong , M and Taylor , S ( 2017 ) Armstrong's Handbook of Human Resource Management Practice . London : Kogan Page 
• Armstrong, M., 2017. Armstrong's Hand Book of Human Resource Practice. 1st ed. London: Kogan Page.
• Mohrman, S. and Mohrman, M., 1995. Designing Team Based Organizations. 1st ed. London: Jossey Bass Management Series.
• Brumbach, G.B. (1998); Some Ideas, Issues and Predictions about Performance Management, Public Personnel Management, Winter: 387-402. 
• Briscoe, D. and Clause, L., 2008. Performance Management System. 1st ed. London: Chapman & Hall.
• https://youtu.be/RhAJkhIFFno?t=19