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Letter of Transmittal
TO: All executive directors in General Motors
FROM: student’ s name
DATE:
SUBJECT: Improving Employee Engagement and Performance In General Motors
This proposal gives direction to help companies' effort to improve worker
commitment and performance as per needs established by the CEO
...
As per the scorecard methodology goal, clients’ name
consulting group will improve workers commitment
...
This
proposal does exclude new revealing necessities, however, puts forward a progression
of the management practices that are imperative to improving worker performance,
commitment, and satisfaction
...
As worker commitment is not a one-time
occasion, I propose organizations pursue an iterative model of arranging planning;
actualizing chosen activities; and looking into advancement
...


Executive Summary
Problem

The key problem addressed by this proposal is to address the recent trend of decrease
in workers engagement and performance in General Motors
...
It
is unfortunate, the management of the company has not clearly defined the
employee’s duties and responsibilities, thus affecting their engagement and
performance in general
...

Solution

This proposal provides a solution to improve employee engagement and performance
in General Motors
...
Performance Appraisal Skills
Building will give valuable and legitimate input to employers
...

Budget

A detailed budget for the solution of this proposal is attached
...
Therefore, the company is expected to experience a
profit of $220 for the first year of implementation of this proposal
...
1
Executive Summary
...
2
Solution
...
2
1
...
4
2
...
5
Problem 1: Lack of key core interest
...
6
Problem 3: Lack of initiative support
...
6
Problem 4: Lack of simplicity
...
0 Project plan
...
0 Solution
...
1 Planning
...
2 Executing Improvement Actions
...
3 Checking on Progress and Feedback
...
0 Costs and benefits
...
1 Budget
...
2 Benefits
...
0 Conclusion
...
0 References
...
0 Report Overview
A key problem of this proposal is to support General Motors’ effort to improve
workers performance and engagement worldwide, as estimated by the company index,
to 80 percent by 2020 (Kaur and Sharma, 2018)
...
The spotlight on improving workers
engagement index depends on solid evidence that commitment is related to mission
execution
...
Luckily, general motors with
over 200,000 workers make it simpler to use than this model at any other time and
empower all dimensions of the association to examine opportunities for development
dependent on worker criticism
...
Conservation will make General Motors lose

skilled specialists in this way lose competitive advantage
...
Laborers should be in a position to settle on
their own decisions on the most ideal approach to achieve their work
...
In addition, utilization of technology is another component that
improves workers performance
...
The utilization of HRIS that can
store data on specialists that can help directors in choosing which representative is
performing and which isn't
...
Directors in the company can recognize whether the certified
specialists are committed to what he or she is doing or not
...
0 Current problem
The key problem addressed by this proposal is to address the recent trend of decrease
in workers engagement and performance in General Motors
...
It is unfortunate, the management of the company has not
clearly defined the employee’s duties and responsibilities, thus affecting their
engagement and performance in general
...

Performance management is frequently observed as a bureaucratic procedure
constrained in General motors, which increases the value of the business (Kaur and

Sharma, 2018)
...
The following are the current
problems facing the company
Problem 1: Lack of key core interest

The organization's general strategy and objectives are not incorporated into the
performance management process to convey genuine business value (Kaur and
Sharma, 2018)
...

Having too many organization objectives and depending on a course procedure will
probably leave workers feeling confounded, unaligned, and wasteful
...
Hence, representatives feel blindsided, which prompt disillusionment,
disarray, dissatisfaction, and disengagement (Kaur and Sharma, 2018)
...

Holding up too long to even consider giving performance feedback, harms
organization's worker assurance, commitment, and at last workers performance
...

Problem 4: Lack of appropriate training and correspondence

Without appropriate preparing and improvement, directors may not completely
comprehend what performance management is and how might this benefit them
...


3
...

 September - October: Organization to disseminate scorecard reports to
administrators and managers; encourage information-driven audits of
performance and engagement
...
\
 November: Organization to incorporate workers performance in unions forum
...

 On-going: Managers to continuously use feedback mechanism, for example,
survey and focus group soon to realize what improvement activities are having
any kind of effect in employee morale and commitment
...
0 Solution
While methodologies to improve engagement and performance will vary, there are a
few key solutions that the company ought to embrace, as described beneath
...
At that point,
the management should help align individual goals with the company's objectives in
order to ensure workers are fully committed to what they are doing
...
Consequently,
the management team must be submitted and effectively connect with their groups in
performance management initiates, and offer help and acknowledgment to workers
who have a good record of being committed
...
1 Planning

A significant number of the key activities that contain a compelling workers planning
process are determined in the peoples’ culture as noted below
...

Set clear goals for the company -As a major aspect of customary hierarchical and
individual performance planning, the management should set objectives every year to
improve their employees' commitment levels and other workforce issues (Kenny and
Bourne, 2015)
...

Directors should be considered responsible for development through performance
appraisal
...
Performance appraisal should plot explicit
expectations for exercises and quantifiable outcomes concerning improved
engagement and performance and should course to mid-level directors and managers
...
Workers are in the best position to report
what will improve their assurance and increment commitment
...
Work can furnish indispensable understanding and
help with picking up worker engagement
...

Improving workers performance and engagement is a naturally local capacity that
frequently requires changes in practices at the manager level
...
2 Executing Improvement Actions

Executing key Actions - Management should execute improvement actions that
address to improve the workers' performance
...

The utilization of HRIS that can store data on specialists that can help directors in
choosing which representative is performing and which isn't
...
Directors in the company
can recognize whether the certified specialists are committed to what he or she is
doing or not
...
Regularly this methodology have no
expense, hence can help the company to improve the workers' commitments
...
Organizations ought to create
human capital strategies that help their commitment methodologies and build up solid
result measurements for commitment
...

To accomplishing this solution, the accompanying parameters will be met in setting
up and actualizing the solution, To start with, align employees with the company's
goals
...
Thirdly, seek competitive
advantage for the company as the appraisal must enhance the company’s goals
...
Lastly,
increase participation and responsibility from the supervisor and performers
...
3 Checking on Progress and Feedback

This involves communicating and sharing best practice
...
This will include identifying
workers with a good track record of success and awarding their efforts
...
0 Costs and benefits
5
...
Therefore, the company is expected to experience a
profit of $220 for the first year of implementation of this proposal
...
2 Benefits

The key issue addressed by this proposition is to address the ongoing pattern of
abatement of specialists commitment and performance in General Motors
...
It is awful, the administration of the
organization has not unmistakably characterized the representative's obligations and
duties, in this way influencing their commitment and execution
...
In addition, this proposition
gives an answer to improving worker commitment and execution in General Motors
...
Execution Appraisal
Skills Building will give a significant and authentic contribution to managers
...
The assessed expense for
the proposal is $820 yearly which is evaluated to expand the organization's income by
30%
...


6
...
Therefore, this establishes a business proposal offered by clients’
name consulting group to help General Motors in the exploration, structure, usage,
and refinement of a performance appraisal process which is comprehended, upheld,
and viably executed by assigned individuals from the executives
...

 Performance Appraisal Skills Building will give valuable and legitimate input to
employers
...

To execute the proposed solution, the accompanying parameters will be met in setting
up and actualizing the solution
...
Secondly, connecting employees’ task with their performance; that is,
concentrating on and estimating employees performance
...

Fourthly, the formation of a dialogue between supervisor and performers
...


7
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, & Raya, R
...
(2015)
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SCMS Journal of Indian
Management, 12(4), 92
...
, & Chambel, M
...
(2017)
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Knowledge and Process
Management, 24(2), 152-158
...
P
...
Creating Organization Culture for Employee
Engagement
...
M
...
M
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General Motors: 1991 Equity
Financing
...

Fitzgerald, L
...
, Herbert, I
...
, & McAulay, L
...
The (ir)
relevance of performance measurement to performance management?
...

Kašpárková, L
...
, Procházka, J
...
B
...
Why resilient
workers perform better: The roles of job satisfaction and work
engagement
...

Kenny, G
...
(2015)
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Wiley Encyclopedia of
Management, 1-3
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, & Sharma, P
...
(2018)
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International Journal of Sustainable Strategic Management, 6(1), 56-72
...
, Anwar, S
...
(2015)
...
Arabian Journal of Business and Management Review, 5(5), 1-6
...
, Bodkin, G
...
(2017)
...
Journal of cleaner production, 154, 517-529

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