WELCOME

Group 07 Md. Saiman Haq (ID: 22079778)

Members:
STRATEGIC PEPLE MANAGEMENT
& DEVELOPMENT Rayyan Ali khan (ID: 22100524)

Muhammad Nauman Hassan (ID: 22102865)

Ismail Shaik (ID: 22098582)

Chimezie Clement Ihuoma (ID: 22072647)

 About SciNapse

SciNapse Biotechnology company established in 2010, it is a Drug Discovery based company

founded by three senior Neuroscientist Steve Greenwich, Peter Richards and Nigel Haynes
01
who were specialized in pain. Due to the loyality of the founder’s previous company
Genesis awarded them with four assets known as “Pain Project’’ and financing from PBP
venture capital group which they used later as their primary projects when they started
02
Scinapse.

Performance Management

According to Armstrong & Baron (1998:7) Performance Management is an integrated ap-

proach to measure and improve the performance in an organization’s employees for sus-
tainable future success.
SciNapse’s Approach:
Performance & Reward

Advantages:

• SciNapse were on first name terms and mixed regularly at social events which made the
employee communication better and perform better because on the understanding raised
from it.
• SciNapse’s founder’s performance management was done by neutral structure which maybe
led to the building a sense of equality for all the employees.
• Founders taking the salary way below the market median might caused the employees to
believe that the founders are sacrificing their compensation to keep the the companies in-
vestment fund high.
• £500 given to any employee who introduce someone to the company who remains for one year
and passes their probationary period.
• For Employee recognition SciNapse has ‘’Spot Award’’ system and Monthly Award system
which gives the employees a sense of belongingness.
• Paid maternity was also included which gives a balance in the lifestyle.
SciNapse’s Approach:
Performance & Reward

Disadvantages:
• SciNapse is following more of backward integration of the performance management because according
to Binsar Energia,2022 it is a strategy where company focuses on same industry strategy in order to
grow.
• Though SciNapse introduced HR but it was instructed by the founders that if you bring an HR department
in an organization you will become bound to rules and flexibility of the organization disappears and the
line manager will become only accountable for their duties and they will hide behind the HR process.
• The HR of the organization suggested to develop a strategic system in hiring, performance management,
reward and employee retention program but there was no sign of formalization.
• SciNapse’ founder at its early stage decided that it will be low on hierarchy, rule & regulations which
might cause some disruption in monitoring performance, work culture and in segregating the experienced
works from the low experienced workers.
• SciNapse informed all prospective hires were informed that they will not follow any structured appraisal
which can result in biased and scattered performance management system.
• They will follow the annual increment scheme based on an increase in the cost of living. And as we know
that it may cause the well performers of the company get demotivated.
• Founders themselves took the salary which is way below the market median.
Proposed Model 1:
Armstrong and Taylor (2017:401)

Corporate Strategy

Performance & devel- Performance Manage Performance Joint Analysis of Perfor-

opment planning per- Activities Throughout the Year mance
formance agreement

Plan Act Monitor Review

• Role Definition • Carryout Role • Monitor Performance • Dialogue & Feedback

• Objective • Implement Development • Provide Feedback • Agree strength
• Competencies Plans • Provide Coaching • Build strength
• Development Plan • Deal with Under-per- • Agree on areas of im-
formers. provement
Proposed Model 1:
Conti…

• Planning:

• SciNapse needs to plan out to job role requirement and specific key result areas (KSA) on basis of which performance
will be assessed. They also need to define the job description of each specialized skills of the employee and figure out
what behavioral aspect needed to perform well. And develop the policies for performance management and reward
system. And it can be through the feedback of not only the founders by also the key job holders of the organization.

• Act:

• After developing the strategic planning, the HR needs to act on the policies. As SciNapse does not follow any standard-
ized performance management system the polices and the process that will be developed needs to be made aware to
the employees and look out how the employees perform in their defined job description.

• Monitor:

• In this stage the HR needs to monitor the how the employes are performing on their job. This can be done by setting a
median of industry standard and comparison with that median. With the help of the department leaders SciNapse
needs to do the monitoring, providing feedback and seek out the over and under performers of that standard median.

• Review:

• Review should be realistic and practical. Here SciNapse should keep record of the individual performance. Discuss with
the team leaders and providing feedback through them. Finding out what strength they and the possible areas of im-
provement.
Proposed Model: 2
Performance Management Interface: (Wilkinson A. et al, 2021)
Intended HRM Policies:
Designed by SciNapse’s senior management, HR and key responsible persons. For this SciNapse need to de-
termine Hierarchy.

Implemented HRM Policies:

Developed policies needs to be properly defined and introduced to the line managers to that they can
properly engage it with the subordinates.

Perceived HR Practices:
What view does the lower hierarchy employees of the SciNapse has about the HRM.

Worker’s Attitude:
SciNapse does not have any Feedback or employee engagement in developing policy. So it needs to look af-
ter the possible behavior of its workers towards its policies.

Behavioral Outcome:
Behavior towards organization’s operational policies such as absenteeism, turnover etc.

Performance Outcome:
Change in SciNapse’s Individual employee’s performance.
 Current Reward System at SciNapse

Bonuses: Non-Cash Rewards: Health Plan Scheme: Referral Bonuses:

Calculation criteria unclear, Dinners, Spot Awards, 30% £50/year allocation, £500 for successful referrals
estimated at approximately gym discounts. potentially inadequate. completing one year.
5% of salary.
 Current Reward System at SciNapse

Advantages:

• Non-cash rewards acknowledge employees.

• Referral bonuses incentivize recruitment efforts.

Disadvantages:

 Lack of bonus transparency causes confusion.

 Health plan scheme might not cover employee needs fully.

 Non-cash rewards may not suit all employee preferences.

 Challenges and Limitations

1. Opaque Bonus Calculations: Leads to confusion and perceived unfairness.

2. Health Plan Inadequacy: £50/year might not cover essential healthcare needs.

3. Subjective Non-Monetary Rewards: May not align with all employees’ preferences.

4. Demotivation Potential: Unclear bonuses and health benefits affect motivation.

Proposed Changes in Reward System

Proposed Framework:

1. Transparent Bonus Structure: Clear calculation communication based on performance metrics.

2. Enhanced Health Plan: Comprehensive coverage assessment and increased allocation.

3. Tailored Non-Monetary Rewards: Customized to match employee preferences.

4. New Incentives: Additional incentives aligned with employee needs.

Alignment with Theories:

 Herzberg's Theory: Addressing hygiene factors (healthcare) and motivators (clear bonuses).

 Maslow's Hierarchy: Fulfilling physiological and esteem needs.

Proposed Changes in Reward System

Implementation
Strategy

Source: Self-developed
Responsibility:

• HR Department

• Finance Department

• Employee Engagement
Team

Timeline:
Evaluation:
• Phased approach
Dialogue & Feedback
• Realistic timeframes

Monitor:
 Conclusion
Performance Management & Reward of an organization determines its stabil-
ity. It is a perception what employees have about the company. A company’s
performance is determined by the external and internal performance indi -
cator.Determining the appropriate performance management model for Sci-
Napse need more information about the external factors, employees feed-
back and measurement tools used.Prior to the given information in SciNapses
case the model proposed can be used to structure and brief system and clear
calculation of the Performance & Reward of the employees.
References

• Armstrong M. and Taylor S., (2017) Armstrong's Handbook of Human Resources Management
Practices, 45 Gee Street: London.
• Marchington M., Wilkinson A., Donnelly R., Kynighou A.,(2021) Human Resource Managment
At Work - The Definitive Guide. Available at: https://web-p-ebscohost-com.ezproxy.hert-
s.ac.uk/ (Accessed:19 Nov, 2023).
• Energia B. (2022) 'Journal of World Science', Journal of World Science, Vol 1 No 6, Page:
413. Available at: https://jws.rivierapublishing.id/index.php/jws/issue/view/7 (Accessed:
12 November 2023)
• Carmen D. Orvill A. (2005) 'Motivation of Worker-Review of Theories & Emperical
Evidence', Journal of Academia, Vol 1, Page: 4-6. Available at: https://
d1wqtxts1xzle7.cloudfront.net/ (Accessed: 13 November 2023)