...POLYTECHNIC OF NAMIBIA HAROLD PUPKEWITZ GRADUATE SCHOOL OF BUSINESS Performance Management at Vitality Health Enterprises, Inc Case Report By Leonardo Imerne Strategic Human Resources Management (SHM910M) Date: 21 June 2014 2 EXECUTIVE SUMMARY This report will focus on the performance management at Vitality Health Enterprises, Inc, which is a cosmetics and beauty products oriented business. The business started off well with a fast expansion approach. As the company grows, performance management of its staff was necessary to reward top performers as a motivation factor, and also to identify poor performers so they could be trained further or relieved from their positions. The report will therefore highlight the problems associated with performance management and rewards appraisals at Vitality Health Enterprises Inc, such as failure to reward top performers accordingly, identify worst performers, and recommends solutions thereof. STATEMENT OF KEY PROBLEMS OR ISSUES Vitality Health Enterprises Inc was founded in 1987 in Ames, Iowa by an Fred Kikuchi who identified a market niche of health, wellness and beauty products in the Ames where he resided after he left Japan. The company at the beginning of its operations relied on importing re-branded beauty products from Japan until it established its manufacturing plant in the United States of America. As planned, the company grew rapidly and later acquired Herba Nutraceuticals to increase its market share and profitability...
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...BEER Performance Management at Vitality Health Enterprises, Inc. The Health and Vitality of Vitality Health Enterprises James Hoffman, the newly appointed vice president of Human Resources of Vitality Health Enterprises, was pleased when he saw an early preview of the earnings figures for the fourth quarter of 2011. But he knew better than to relax. Competition in the personal care products sector was cutthroat, and complacency was a recipe for obsolescence and loss of market share, particularly in cosmetics and nutraceuticals. Vitality was riding high on a six-quarter string of strong revenue growth that had surpassed analyst expectations. However, as emerging markets represented a growing portion of business revenues, the company was becoming increasingly exposed to volatility and uncertainty and, without prompt corrective action, would soon be poised to trip over its own feet. The cost of research and development continued to climb, and Hoffman feared that the chain of success was allowing employees to relax, leading to a culture of ineffective performance management. There were even whispers of discontent from the marketing team about a growing number of missed product launches. Hoffman knew that Vitality had recently struggled to maintain its position as an industry leader in innovation and he worried about the slow but notable increases in employee turnover, especially among the highly talented research scientists. Without their expertise, Vitality couldn’t...
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...Third Case Question 1. Vitality’s old Performance Management System presented some problems that were affecting some of its most talented employees. The analysis of those problems as well as the identification of their root causes will allow us to make a reflection about the company’s previous Performance Management System in the following paragraphs. Firstly, the old system was prone to central tendency error. It had 13 rating levels and lacked a described evaluation criteria. As one can understand, if the rating scale is large and the different levels are not sufficiently explained, the evaluators will be more likely to evaluate less accurately. In the case, one can read that managers gave almost to everyone a B or a C, provided few A or D ratings. This is a problem because it shows that the managers do not take the performance and evaluation system as a serious and fundamental tool, which consequently affects employees who are not able to receive valuable feedback on their performance. In our opinion this problem has two main root causes. The first one is that managers do not want to upset employees and the sense of teamwork and egalitarianism, so they give medium ratings to everyone. They might believe that a medium grading does not affect neither positively nor negatively employees’ performance. We believe that the other cause could be the lack of clarity in the rating levels description. The fact that the grading system is not clear for managers hampers a precise...
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...incorporated by Bryan Mynor for the recently acquired Lux Software’s sales force’s compensation plan. We will begin with an overview of the major issues Arck Systems faced when assessing how the company should modify the plan. An examination of Arck Systems and Lux Software Inc.’s current compensation plans as well as the benefits and disadvantages of making changes to those compensation plans will then be introduced. Next, our recommendation for Arck Systems to create one unified compensation plan for both sales forces will be discussed, stressing the importance of a meticulous implementation of well-defined multiple customer value source plan into Arck Systems’ business strategy. Finally, we will conclude the paper by briefly reiterating the key details of the case, our analysis and recommendation. Background: Arck Systems and Lux Software Inc.’s Compensation Plans Arck Systems acquired Lux Software Inc., who enjoyed faster growth and higher margins, in an effort to grow market share through the expected synergies the two companies would experience once completely integrated. The acquisition resulted in Lux’s EVP of Sales, Chris Snyder, leaving the company. Snyder also recruited most of his sales management team with him leaving only Lux’s key salespeople. Bryan Mynor, EVP of Worldwide Sales at Arck, was assigned to manage the sales department for Lux. Initially, Mynor believed that the sales incentive plan at Lux was similar to Arck’s only to realize that Lux’s incentive program...
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...Performance Management at Vitality Health Enterprises, Inc. 1.) Who should evaluate employee’s performance? What should leaders do when (individual, team, organization) performance is lacking? Every leader in an organization should evaluate employee’s performances, whoever a leader in an organization has it’s own sub-ordinates; their sub-ordinates’ performances should be evaluated. Once an individual, team or organization performances are lacking, leaders should either motivate or penalize the lack of performances. In real world, I think both works. Through a good rewarding system, one should be motivated for gaining a bigger paycheck or recognition form their senior. Everyone gets pay for their services, under a good rewarding systems, one who performed better than required can get a better pay or promotion always work in a real business world. Vise versa, one who didn’t pay less or layoff sounds fair. Employee evaluations can always be a positive, encouraging, and a good outline on how they are doing in the many categories of their job responsibilities. On the other hand, it can also be considered a waste of time and doesn’t work if neither leader nor their sub-ordinates take it seriously and just go through the motions. 2.) Should the new performance review system at Vitality Health be revised? What changes would you recommend to the new performance management system? How should the changes be implemented? Carefully consider the consequences of your recommendations...
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...UnitedHealth Group Name of Student Institutional Affiliations UnitedHealth Group The UnitedHealth Group is a company that offers diversified health care management services. It is based in Minnesota in the United States of America. It is located at Minnetonka (UnitedHealth Group, 1974). It is ranked the 14th on the Fortune 500 List of the best companies and business enterprises in the world. UnitedHealth Group has two companies that offer their services and products to the consumers. The two business entities are Optum and UnitedHealthcare. It has approximated that it serves over 70 million people in the United States of America. This paper discusses the company in various dimensions. Firstly, the history of its strategic evolution is presented. The important development highlights the various changes that have been done on the company since its introduction. The changes include the introduction of new services, products, and business branches. Notably, these changes are responsible for the success that the company has registered in the few past decades. The SWOT Analysis, Environmental Assessment, Financial Assessment, and Strategic Issues that the organization faces are also discussed. The paper concludes the evaluation of the company by recommending some strategies that could be used to improve the performance of UnitedHealth Group. These recommendations aim at improving the quality and quantity of production, profitability, as well as reducing customer complaints and enhancing...
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...UnitedHealth Group Name of Student Institutional Affiliations UnitedHealth Group The UnitedHealth Group is a company that offers diversified health care management services. It is based in Minnesota in the United States of America. It is located at Minnetonka (UnitedHealth Group, 1974). It is ranked the 14th on the Fortune 500 List of the best companies and business enterprises in the world. UnitedHealth Group has two companies that offer their services and products to the consumers. The two business entities are Optum and UnitedHealthcare. It has approximated that it serves over 70 million people in the United States of America. This paper discusses the company in various dimensions. Firstly, the history of its strategic evolution is presented. The important development highlights the various changes that have been done on the company since its introduction. The changes include the introduction of new services, products, and business branches. Notably, these changes are responsible for the success that the company has registered in the few past decades. The SWOT Analysis, Environmental Assessment, Financial Assessment, and Strategic Issues that the organization faces are also discussed. The paper concludes the evaluation of the company by recommending some strategies that could be used to improve the performance of UnitedHealth Group. These recommendations aim at improving the quality and quantity of production, profitability, as well as reducing customer complaints and enhancing...
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...A) The name of the company is Apple. The reasons of choosing this company to explore its experience using the concepts of International Business are as follow: Global pattern of trade * Apple is the global company in the retail industry. 43,000 of Apple employees in the United States to work in the 30,000 Apple stores. Apple retail store employees to do more than the average wage of employees, and provides money for universities, as well as a gym membership, 401K plans, health care plans, product discounts and lower prices for the purchase of shares. * Apple has 453 retail stores (such as in March 2015) in 16 countries and 39 countries in the online store. Each store is designed to meet the requirements of the position and the regulatory authorities. Apple has received numerous architectural awards for its store design, especially its location on Fifth Avenue in midtown Manhattan on. Competitive advantage * Before the company advertised its products are being made, the late 90s of the last century the United States; however, as a result of the outsourcing plan in 2000, almost all of the manufacturing process is now abroad. According to a report the New York Times, Apple insiders "that huge overseas factories, as well as flexible, diligent and industrial skills of foreign workers have to make more than their American counterparts that" Made in USA "is no longer a viable Alternatively, for most Apple products. " * The company's production, procurement and logistics...
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...[pic] | | |Introduction | |Organizational Study | | | |About the Company | |History | |Company Profile | |Objective of the Company | | | |Mission and Vision | | ...
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...Performance Management at Vitality Health Enterprises I referred to my textbook when completing the tests and giving the scores and ratings. Test Score Rating Resting Blood Pressure 119/70 Resting Heart Rate 76 Cooper’s 1.5 Mile Run Test 9:30 Excellent Height/Weight 5’9’’ / 135lbs. BMI 19.9 Normal Weight Waist Circumference 28 inches Waist to Hip Ratio 28inches : 32inches = 0.875 Good Pushups 26 Good Partial Curl-Ups 23 Very Good Sit and Reach 35cm Very Good Shoulder Flexibility 8cm Above Average Cardiovascular Fitness Also called aerobic fitness, it is a measure of the heart’s ability to pump oxygen-rich blood to the working muscles during exercise, and its ability to take up and use oxygen to produce energy needed to continue exercising. Although I am satisfied with my personal fitness status, I always feel as if I could improve. Throughout high school, I was actively involved in several sports including basketball, volleyball, badminton, and track. With constant activity, I was always getting a workout to keep up my fitness level. However, when I completed high school and moved on to university, I found it very difficult to find the time to participate in physical activity. Living on my own for the first time brought many challenges including time management, which forced me to rearrange my priorities, pushing things such as working out to the bottom of the list below studying, social interaction, cooking, cleaning, etc. However, I rated very...
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...Test 1 [pic] Apple Inc. the most famous multinational corporation that designs consumer electronics, computer software, and personal computers in American. Their famous hardware products include Macintosh computers, the iPod, the iPhone and the iPad. These hardware products lead Apple Inc get success and control all the electronic products market. For example from 2007 the first iPhone was sold to now there are over 51 million iphone was sold which mean it control over 16.1% of the cell phone market. When the iPod began sale it pretty easy to sale over 1million iPads and this just take 28 day. Why the apple company can very easy to get success and how can they hold the market. We can from the Michael Porter's Five Forces Model five parts find out the answer. Michael Porter's Five Forces: 1. The bargaining power of suppliers (who can charge higher prices) 2. The bargaining power of customers (who may demand better quality at a lower price) 3. The threat of new entrants into the industry 4. The threat of substitute products or services 5. The rivalry amongst current competitors in the industry (which can lead to price wars, new product development and special offers) Firstly we need talk about the bargaining power of suppliers, for a company the supplier is a very important part because it decides the price and quality of every stuff. So whether the company can get lots of profit or not, it depends on the bargaining power of suppliers. Such as Apple one of the reason...
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...Organizational development is not only caused by the change of knowledge and information, the more important is the psychological change of attitudes, values, skills, interpersonal skills, and culture, it is considered to be an effective tool to improve employee enthusiasm and conscientiousness , is also a way to enhance organizational efficiency. Organizational development is a process of learning and problem-solving ideas and is built on the basis of full diagnosis, focused learning, proven. Companies in the management of psychological aspects of intellectual Ding accumulated a lot of experience, through a combination of diagnosis, development tools, can help employees establish compliance with the organization needs a code of conduct, in order to achieve the strategic goals of the organization. Organizational development delves into the realm human behavior in efforts to modify individual and group behavior to increase organizational efficiency and performance. Organization Development is a development where organizations formulate the best plan for ultimate resourcefulness and the most efficient way to operate and sustain itself throughout an estimated period of time. Organization Development is the planned approach...
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...experience, Dalene founded TB Proof, dedicated to raising awareness of TB among health care workers. Read more at 2013annualreport.jnj.com/stories/ New-Hope-for-MDR-TB-Patients CONTENTS CHAI R MAN’S LETTE R S UCCE SS E S & CHALLE NG E S Advancing Human Health & Well-Being Leading a Dynamic & Growing Business Responsibly Safeguarding the Planet H EALTHY FUTU R E S 2015 GOALS & PROG R E SS U.N. G LOBAL COM PACT DATA S U M MARY G R I I N DEX 2 Letter from Our Chairman & CEO 52 Labor Practices & Workforce Guide to the Icons 4 Successes & Challenges 55 Employee Retention, Development & Recruitment 9 Organizational Profile 58 Compensation 10 Report Profile 58 Diversity & Inclusion The icons below help to communicate the scope and boundary for each topic covered in our report. They represent the audience and locations throughout the world impacted by our business segments or enterprise. 11 Citizenship & Sustainability 59 Political Contributions, Public Policy & Lobbying Citizenship & Sustainability Strategy Our Strategic Framework 62 Intellectual Property 13 Our Citizenship & Sustainability Materiality Assessment Process 62 Stakeholder Engagement 15 Advancing Human Health & Well-Being 16 Global Health 18 Access to and Affordability of Health Care 21 Product Pipeline 22 R&D and Clinical Trials 24 Innovation 26 Market...
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...Inge G. Thulin Chairman of the Board, President and Chief Executive Officer 9MAR200510093546 March 25, 2015 Dear Stockholder: We are pleased to invite you to attend 3M’s Annual Meeting of Stockholders, which will be held on Tuesday, May 12, 2015, at 10:00 a.m., Central Daylight Time at a new location at the Palmer Events Center, 900 Barton Springs Road, Austin, Texas 78704. Our Electronics and Energy Business Group is headquartered in Austin, Texas and we are excited about having our Annual Meeting in Austin for the second time. We will also provide a live webcast of the meeting. Details regarding admission to the meeting and the business to be conducted are provided in the accompanying Notice of Annual Meeting and Proxy Statement. We will report on Company operations and discuss our future plans. There will also be time for your questions and comments. We sincerely hope you will be able to join us at the Annual Meeting. The fine attendance of our stockholders at annual meetings over the years has been very helpful in maintaining good communication. For information on how to attend the Annual Meeting, or listen to the live webcast, please read ‘‘Annual Meeting Admission’’ on page 1 of the accompanying Proxy Statement. Your vote is important. Whether or not you plan to attend the Annual Meeting, please vote as soon as possible. You may vote your proxy on the Internet, by telephone, or, if this Proxy Statement was mailed to you, by completing and mailing...
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...knowledge-based economy new ideas and models of thinking serve as a basis of organisational vitality. How to reveal people’s talents and make maximum use of them aimed at achieving the organisation’s main goal. Managers want to see efficient processes and proof of personal growth. One of the opportunities is to increase intellectual capital via organisational learning and efficient feedback. Carrying out appraisal and development interviews is still in an early phase in the Estonian companies. The present article focuses on these issues. The article is divided into three parts, the first part looks at the general plan of the development process, the second deals with the learning organisation process in an organisation, and the third underlines the importance of feedback and appraisal interviews. This article provides an overview with the aim to specify the role of the feedback system and its importance in maximising added value of the organisation. The general plan of the development process Organisation development is a long-term effort to improve an organisation’s ability to cope with the environment and solve problems (Schermerhorn, 1996:448). According to Richard Beckhart’s definition in R. W. Griffin’s book (1996:364), organisation development is “an effort planned, organisation wide, and managed from the top to increase the organisation effectiveness and health through planned interventions in the organisation’s “process”, using behavioural science knowledge”...
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