Process Performance Management- Select 2 measurement methods and show how they applied to monitor and control the execution and tracking the results of the selected process in order to determine the effectiveness and efficiency of the selected process.

In this report, two measurement methods that are selected for this report which are: the management by objectives (MBO) as well as personal development plans. These are two methods that are chosen are very interesting and valuable methods in the process of performance measurements. First of all, a short overview is given in this report on both measurements. The process performance management is used in all of the businesses to manage the labor, selecting, setting the organizational plans as well as it is used for the management of the performance of the employees as well as the overall performance of the organization.

Management by Objectives of Process Performance Management

The process of the management by objectives (MBO) is used to define the objectives as well as determine what kind of objectives will be achieved, which are defined by every individual in the organization. It is specifically valuable and powerful for the particular type of the work which requires to be done one step in the same time, as well as such method or technique,  is very effective for the development of the culture of the working to achieve the common goals which are defined, designed as well as set by every employee and manager of the organization. The method MBO is very effective which tells that how the objectives will be attained and the management including the employees aware of such kind goals in the organization as well as they also have the knowledge of the achievements of the company that will be transformed into the morale as well as the motivation. The measurement of the performance of every employee as well as compare them with the standards which are fixed by the organizational management and the related stakeholders, including the employees. The main purpose to establish Dubai Statistics center is to develop an official source of statistics that collect and organize the statistical data. The further process include analysis of collected data from surveys and statistical work. The system is designed to contribute in the advancement of social and economic developments. The Dubai Statistics center will formulate development policies, strategic performances, and planning processes. The explanatory studies are conducted to evaluate the effectiveness of the program that can be helpful in achieving transparency in the services. Dubai Statistics center is working on development of statistical work plans and programs to improve working capabilities. Dubai Statistics Center has a clear and well-defined vision that is “Supporting Statistics for the Happiness and Sustainable Development Industry”.

Furthermore, the goals are fixed by all of the employees and the management within the company because the evaluation of the performance will become so effective as well as easy in the light of setting the standards. Moreover, the method is very effective because every employee in the company, including the managers, has the benefit of promoting themselves by improving the skills as well as perform every task in a good manner. The measurement of the performance of each employee will be performed and after that the management highlight those employees who did perform their tasks in the effective and efficient ways, as well as the authorities, will assign and give the benefits in the shape of reward to every employee who is highlighted and lies in the list of the good performance employees (Howorth and Wright 2004).

Personal Development Plans of Process Performance Management

The actions plan tailors the personal development plans, which are completely based upon the awareness as well as the reflection of the performance of every single employee in the organization as well as the awareness of the needs of every employee in the company. Furthermore, it also based on or related to the objectives of future actions and future performance, which will provide assistance in the personal development of every employee. The personal development plans are generally used for the identification of the particular training as well as the development requires and develop a plan for taking action to meet or matchup with those requirements such as by shadowing different employees or the particular courses.

The development plan of Dubai Statistics Center is dependent on the five institutional values for instance transparency, innovation, positivity, happiness, respect for confidentiality, and six departments.  All the constituents of Dubai Statistics Center have a proper and significant role in the development of policies and achieving the goals of Dubai Statistics Center. According to organizational analysis and structure the main core businesses of Dubai Statistics Center include economic statistic department, Statistical Surveys & Frames Department, Prices & Foreign Trade Statistics Department, and Population & Social Statistics Department. The main concern of the program developed in Dubai Statistics Center is to focus on the attendance management process. The attendance will be done in the beginning of each month till end of the month and human resource management will do all the administrative services actions to manage the attendance of all the workers in the workplace. 

            Moreover, the personal development plans provide the assistance to every single employee in the company to define and design the objectives the organization as well as it also used to identify the how and why want improvements as well as what kind of actions they can perform for the attaining that level the growth. It is really very beneficial as well as a very effective method that assists every single person to make feel more participated within the organization, as well as the roles and actions the employees are taking and performing in its success. Furthermore, the personal development plan also determines the solid steps, which can be very helpful in enhancing the performance of every employee in the future (Kusek and Rist 2004).

            The methods, as well as the processes, the developing performance management tools or the investing tools, are playing a very significant role in making the strong culture of the organization where every employee will have high-level performance. If the company or the higher-level authorities invest on their employees, they will perform their jobs very well as well as in very effective manners and it is very helpful for both, company and the employees because by investing on the employees will improve their skills as well as their performance, which will make a high competition in the company. Due to the high competition within the workplace, the company can easily evaluate the performances of every employee (Bayazit 2014).

Monitoring of Process Performance Management

The Management by objectives has the six steps as well as it is the process of the performance model, which is used to identify or monitor the performance of every individual within the company. After defined the company objectives and goals collaboratively with the involvement of the top-level management, the whole process will be split into the small goals or the sub-goals as well as these small goals are given or assigned to the other units as well as to the divisional units. The units or every group also work on the goals, and they also define and set their goals to start work on those goals. The management of the company also set their goals as well as help to make the goals of the employees which will make the goals of the company more clear as well as will be very helpful to make the employees united. The employees of the company, including the whole management team of the company, make sure that they are standing under the same roof as well as everyone has their common missions and the visions within the company. They agree on the shared goals and objectives (Katz 2009).

The management by objectives monitors after agreement of every employee on the same goals. The method will provide help in the implementation of those objectives as well as goals. Although, at the same, the method is helping the employees to implement such kind of objectives as well as the management and the employees also watching and noticing the performance of every employee, including the management, to see that how every manager is handling the situations. The main area of monitoring the performance of the employees is through taking the feedback of every employee as well as every staff member of the company working in the company. In the monitoring, the execution of the control on every single task. Every action and the technique is limited as well as controlled by the MBO method because it also focuses on the resource savings during the production of the company.

In the results of the selected process, the employees will be encouraged to give the feedback for the convenience for performing the tasks as well as it is very effective and efficient process because the process makes every employee feel free to work with others as well as it also provides the opportunity to lead the team at the workplace because of the top management is involved in the process. In the very last of the process results, the process is also encouraging the employees to perform better because they will be awarded by the company on their outstanding and excellent performances. So, the measurement method is very effective because it will provide the opportunity for every employee to perform better and get a reward from the company, which will increase the level of confidence of each employee working in the company (Kaplan, et al. 2001).

6- Process Transformation-show how the selected process can be managed using organizational change management methodologies-use one appropriate methodology.

Lewin’s change management model is used for the process of transformation. The methodology of change management of Lewin’s has three steps or phases, which are: unfreeze, change as well as refreeze. Every phase of the Lewin's change management model requires the investigating in detail. In the unfreeze the perceptions as well as the process upon realizing the organization needs some improvements and changes to make the performance of the employees as well as the overall performance of the company. In the very first step named “unfreeze,” the current process as well as noticing how the mangers and the employees are performing their works. Furthermore, every step as well as the interaction of the human for the possible improvements as well as no matter how in-depth they are working performing their works. The unfreezing phase is also focusing on the perceptions of the company of the change, which will come into the company as well as it also notices the natural residence (Kaplan, et al. 2001).

 The aim of the process is to monitor and manage the working time in hours and responsibilities to work. The process is concerned with the monitoring of attendance and follow proper guidelines provided by Dubai Statistic Center.

In the change phase, the previously noticed things are refined by the brainstorming; the change is implemented within the company. The Refreeze phase of the change model of the company, after deployment of the changes in the business of the company, it will be measured as well as tested because it is very important to check whether the changes made in the company are effective or not.

 Conclusion of Process Performance Management

On the basis of the analysis of attendance system developed by Dubai Statistics Center, it is evident that it will improve commitment of workers and working hours of the team members in the organizations. The employees listed in the human resource management system will be analyzed for their leave and attendance system. The list of employees can be reviewed and managed properly. The system will identify the committed employees as well as those who are not committed to work in their working time hours. The data will be used to deal with the non-compliant employees by the Human Resources Law of the Government of Dubai.            They oncluded that the whole study is about the organization process management, which is providing brief information on the organization as well as core business. The organizational structural chart is showing the hierarchy of the organization. The method MBO is very effective, which tells how the objectives will be attained and the management, including the employees aware of such kind goals in the organization. The method is very effective because every employee in the company, including the managers, has the benefit of promoting themselves by improving the skills as well as perform every task in a good manner. Due to the high competition within the workplace, the company can easily evaluate the performances of every employee.

References of Process Performance Management

Bayazit, E. Aksoy & M. 2014. "The relationships between MBO system strength and goal‐climate quality and strength." Human Resource Management 505-525.

Howorth, C., and P. Westhead & M. Wright. 2004. "Buyouts, information asymmetry and the family management dyad." Journal of Business Venturing 509-534.

Kaplan, Robert S., Thomas H. Davenport, Norton P. David, Kaplan S. Robert, Robert Steven Kaplan, and David P. Norton. 2001. The Strategy-focused Organization: How Balanced Scorecard Companies Thrive in the New Business Environment. Harvard Business Press.

Katz, Robert L. 2009. Skills of an Effective Administrator. Harvard Business Review Press.

Kusek, Jody Zall, and Ray C. Rist. 2004. Ten Steps to a Results-based Monitoring and Evaluation System: A Handbook for Development Practitioners. World Bank Publication.

Nap. edu. 2019. 5 MEASURING AND MANAGING INDIVIDUAL PRODUCTIVITY. https://www.nap.edu/read/2135/chapter/6#120.