(Solution) CIPD Level 7 7HR02 Question 4 (AC 4.2) contemporary methods that utilise technology to manage both individual and team performance

Solution

Question 4 (AC 4.2)

Within the context of the organisation, evaluate two contemporary methods that utilise technology to manage both individual and team performance.

Question 4 (1,006 Words)

In contemporary business environment, individual and team performance is prioritised amongst the modern organisations. The rationale of this is that organisations are able to compete when they have sufficient labour with relevant skills, experiences and capability of executing their functions. It is through this that the contemporary approaches can be embraced utilising technologies. An effective management of their performance would mean sustainability in an organisation operations in their business environment. This would be implemented with caution being taken owing to the high rate in which technology becomes obsolete. The best practice is managing all the employees in their active practice.

Contemporary Methods that Utilise Technology to Manage Individual and Team Performance

Performance Management Systems (PMS)

Performance Management Systems (PMS) are platforms which allow for businesses to easily track, analyse, and improve individual and team performance. These systems incorporate real time feedback mechanisms, goal tracking, and analytics to align employees work with the company objectives (Hristov et al., 2022).

Managing Individual Performance

With PMS, MOT managers can give clear, measurable performance goals to each employee. With key performance indicators (KPIs) for example, employees can determine whether they are on track with their goals toward logistics efficiency and compliance with transportation policies. Employees can manage their performances by self-assessing their performance using real time dashboards provided by the system (Zharfpeykan & Akroyd, 2022). Additionally, it enables timely feedback by automating reminders for check‐ins, allowing employees to identify areas for improvements where necessary. For instance, if an employee in the infrastructure department of the MOT is assigned to monitor the completion rate of road projects, they can draw insights in terms of the timeline adherence and budget efficiency of such projects through PMS. Employees are provided with personalised insights so they can know their strengths and their points of development.

Managing Team Performance

PMS also helps the teams at MOT to align their objectives with the organisation goals. Collaborative goal setting features make sure team members know how their individual involvement contributes to the overall project, such as optimising freight transport systems. Team level performance data is displayed in PMS dashboards, listing project completion rates or departmental efficiency. By displaying team contributions, the system makes it easier for managers to point out gaps and reward the successes of the teams (Biondi & Russo, 2022). It also promotes interdepartmental collaboration by providing insights into interdependencies between departments. For instance, teams working on transport innovation projects can see how their output impacts other teams such as policy development or customer service.  However, while PMS come with many benefits, they also have disadvantages. For example, constant monitoring and a concentration on measurable metrics can cause PMS to become a source of stress for employees since it disregards the qualitative aspect of performance like the ability for creativity or innovation. Additionally, the reliance on data and algorithms could unfairly evaluate applicants causing unintentional bias (DeNisi et al., 2021).

Overall, PMS effectively utilise technology to make real time contributions towards achieving organisational goals particularly at the team and individual member levels. However, such metrics, if not balanced and supported by effective practices, may result in challenges such as over-monitoring and potential biases.

Collaboration and Communication Tools

Technology in collaboration and communication platforms such as Microsoft Teams helps to manage individual and team performances (Sobaih et al., 2021). With these tools, MOT can centralize communication, streamline workflows, and offer insights into performance.

Individual Performance Management

By integrating on task management features and personal performance tools, Microsoft Teams supports individual performance management (Ajiva et al., 2024). Using the platform, employees of MOT can prioritise daily activities and manage deadlines for important projects, like planning logistics or creating transport policies. By integrating with task boards and calendars, the tool helps employees see their workload and stay organised. For example, a new logistic department recruit can use Teams to track assignments to meet delivery deadlines. These tasks can be supervised by supervisors through direct communication channels on the platform, where they can monitor, provide feedback and set performance expectations. In addition, Microsoft Teams provides analytics that can be used to measure individual productivity. Task completion rates, response times, and meeting participation are all metrics that can be tracked, allowing individuals to self-assess and ask managers for data-based feedback based on their performance (Hewson & Chung, 2021).

Team Performance Management

For large projects, such as improving Saudi Arabia’s freight transport systems, teams working together can greatly benefit from..

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