Develop And Describe The Types Of Reporting Business Essay


The main purpose of having reports that get generated by a PMS is to ensure that managers have the correct information to be able to allocate resources to services. Different types of reporting consist of, feedback report (on each employee and what level they are working at) and training report (training and development on each employee that can be implemented in the organisation). Reports will be able to clearly explain and provide information on training employee, ensure that records are kept safe and stored. The reports will generate the ratings of employees and how many were actually rated at each performance rating.

The performance management system will provide information on all areas:

Overall evaluation on performance

Identify immediate and future training

Recommendations on pay review, bonuses, promotions and pay remunerations.

Inform future Workforce planning

This information will then need to be sent to HR for further evaluation and planning for the future needs of employees. The reports are written to the CEO, key stakeholders and senior management, this is to ensure that the employees information is kept private and only seen by those that need to see it. The reports will be able to help provide and develop a performance plan for each individual employee for the next 12 months, as well as being able to help the PMS feed into workforce planning. Submission of performance appraisals feedback documents are to get sent to HR.

Discuss how the various components of the PMS will be quality assured

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Quality assured means that the PMS will support the employee's performance according to standards that are described in the PMS. Quality assurance helps to provide a structure for management and staff to be able to evaluate the quality of services, provided within the organisation. The views of staff members can be used as a starting point for setting individual or team targets can be incorporated into the performance management system. (Martinez 2001)

Policies and processes must be integrated within organisations in order to ensure that information in relation to performance and the quality of service provided is readily available.

(Cassidy, B. C., 2008.)

Feedback form (employee surveys) can be used as a quality assurance method as the organisation is getting an honest review on how employees view the organisation. It helps them to set goals for the next year on what to improve within the organisation. It helps organisations identify problems, know how many employees feel that they need training, lets the employees feel like they have a voice and it's a cost effective way of learning about the inside of the organisation.

Employee satisfaction surveys are essential to performance management in that they uncover information about the health of an organization and ways to improve it. (Sheahan, 2012)

Below is an example of a feedback form. R jones pg. 302

Employee satisfaction survey




I am provided with all the equipment and other resources that I need to do my job

I am satisfied with my current work arrangement (e.g. number of hours, shifts)

I can complete all the work that is expected of me during my normal rostered hours

I gain satisfaction and meaning form doing my job

I am provided with opportunities to undertake training that meets my learning needs

I am given opportunities to apply the skills I learn

I am given opportunities to improve my skills at JKL Industries

I take initiative in developing the skills needed to advance my career

I am generally satisfied with my career progress in the organisation

Management clearly communicate the organisations strategic direction

I understand the organisations vision, strategic and operational objectives

I believe that job roles in the organisation are clearly defined

I believe that authority and responsibility are effectively delegated at JKL Industries

At JKL Industries, I believe that we recruit people who perform well in their jobs

I feel that management do a good job of sharing information.

Is there anything that you can think of that will help to improve JKL Industries?

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Any additional comments you feel that would help the overall organisation?

Benchmarking is a 'best practice' method for developing a workplace culture that encourages continuous improvement. Benchmarking involves the continuous and systematic assessment of an organisation's products, services, policies and practices with the objective of achieving better performance in terms of cost, quality, timeliness of delivery and customer satisfaction (Jones, R., 2008).

There are two effective ways of Benchmarking JKL Industries Performance Management System. Firstly JKL and benchmark against other companies PMS to ensure that how the company is appraising the employees is similar. Quality assuring the PMS will make it so that JKL Industries are able to benchmark the 360 feedback about the system.

Secondly JKL can benchmark their PMS by using the 10 points from Aguinis & Gottfredson. 2011. These 10 points are:



Practically feasible



Identifies effective and ineffective performance

Valid and reliable

Acceptance and fair

Inclusive and open



JKL's organisational are in line with all the employee's goals and everyone is looking for the same outcome. This is to make sure that all of the employees are interested in their work and that everyone wants to improve the company.


The PMS will be linked to the organisations goals and values. The PMS will be evaluated through employees at JKL Industries job descriptions.

Practically feasible

The PMS will be quality assured by making sure that the benefits outweigh the stress of implementing the PMS.


The quality assurance process needs to take place at regular intervals and the result outcomes needs to be used for future reference for training and development needs.


The PMS needs to be specific to each and every job; this will be ensured by having the PMS quality assured to ensure that no job is left out.

Identifies effective and ineffective performance

Quality assuring the PMS will be able to check that the system in place is effective in distinguishing the difference between an employee's effective and ineffective performance over the last few months.

Valid and reliable

By putting the PMS through a quality assurance process it ensures that the system is as error-free as possible, it can be relied on for a source of information for employees.

Acceptance and fair

By quality assuring the PMS it will make sure that all the evaluations of employees are equal and fair. Ensuring that it is quality assured will help the new system come into the workplace with more acceptances from the employees and managers.

Inclusive and open

For the system to be effective it needs to have two-way open communication to be able to develop a training program for employees. The two-way communication will ensure that the employees and managers are on the same page.


By using the quality assurance process it should bring up any red flags on the PMS, therefor there should be no unjust decisions that employees need to contest and unfair or unjust outcomes form the PMS.

By using these 10 points by Aguinis & Gottfredson and by benchmarking against other companies, JKL Industries will be able to make sure that aspects of the PMS are being quality assured to ensure that the PMS is correct and reliable.

Explain how HR will support the PMS by providing specialist advice on all aspects of the implementation of the PMS, including career development, to all participants in the process.

Human Resource (HR) services will often outsource specialist training in small organisations. As JKL Industries is a medium and looking to expand to a large organisation, the HR department will be less likely to outsource simple HR functions. JKL however might outsource specialist advice like employee counselling (both personal and disciplinary) as HR are not expected to possess the skills and intelligence to help employees with personal problems and work problems. HRS will outsource services when the HR department in the company doesn't possess the right skills, or are unable to perform the duty due to time shortage. A company might also outsource to specialist HRS when it is in the company's best interest to look at an issue that may have arisen in the company. This may be needed to be done for any reason which may include, union problems, employees claim to unfair dismissal or when an employee needs a return to work program.

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The Human Resource System will be using the current intranet site to answer staffs frequently asked question on the training system, how it will work and how it will be used. This intranet will also outline any future training programs or workshops that will be needed to ensure that all employees and managers understand what exactly is required of them during the ongoing operating of the PMS.

Examples of training that can be outsourced within an organisation include: Training and development, succession planning, selection and promotion, rewards and recognition, and compensation. Career development, skills gap identification and knowledge building and knowledge sharing.

Career development is an important aspect to JKL Industries as they want their employees to be able to grow and progress onto the next level. Having a training process that allows for this to happen is essential. These steps include:

Identify training needs

Determine objectives

Develop training methods and resources

Training logistics

Implement training

Evaluate training

HR services will also provide information to the company's key stakeholders on how JKL Industries is implementing the new PMS into the company.