Effec­tive Per­for­mance Man­age­ment: A Strate­gic Guide to Get­ting the Best From Peo­ple, half of employ­ees actu­al­ly under­stand their goals, short-term goals are incred­i­bly effec­tive, point­ed out by Har­vard Busi­ness Review, cost-effec­tive means of acknowl­edg­ing great effort, pro­fes­sion­al, aca­d­e­m­ic and per­son­al suc­cess, unmo­ti­vat­ed and under­per­form­ing employ­ees, Performance Management for the Legal Sector, Performance Management in the Public and Third Sector. As men­tioned in our per­for­mance man­age­ment trends of 2019 blog post, the mod­ern com­pa­ny needs to be con­cerned with so much more than cold, hard busi­ness results. But what is the pur­pose of per­for­mance man­age­ment and what rela­tion­ship does it have to busi­ness objec­tives? Per­for­mance man­age­ment allows man­agers and HR to step in at an ear­ly stage to address per­for­mance issues. For example, HR is today heavily involved in the execution of strategy in the form of downsizing and restructuring strategies, through outplacing employees instituting performance linked pay … Real-time feed­back is one clear exam­ple of how per­for­mance man­age­ment sys­tems have become more for­ward think­ing. This is why, when done effec­tive­ly, per­for­mance man­age­ment helps to improve busi­ness per­for­mance and busi­ness results. What should Human Resources do right after the Corona Virus Crisis. Thus, it’s important that the process is simple and straight-forward, yet is effective. The annual evaluations are due on March 1 Probationary Evaluations — A probationary evaluation covers the probationary period when an employee begins a new position. Giv­en that per­for­mance man­age­ment is such an impor­tant and intri­cate field, we have gone in-depth and looked at it from many dif­fer­ent angles. To ensure employee goals relate to and advance organizational objectives: Human resources employ performance management systems to aid staff in seeing the nexus between their individually assigned goals and the overall organizational strategy. This is a prob­lem, giv­en that a man­ag­er has such a sig­nif­i­cant bear­ing on employ­ee engage­ment lev­els. If employ­ees aren’t entire­ly clear on their aims, they’ll strug­gle to achieve goals and sur­pass expectations. The employees are motivated when they see their real contribution to the results of the organization. The employees are creative, and they can work unique solutions for the goals given to them. Employees are focused on the development of the entire organization. The performance appraisal is an essential feedback provided to employees; employees can think about the next challenging job in the company. With any luck, man­agers will be able to get to the root cause of the prob­lem and work with the employ­ee to turn per­for­mance around. The purpose of these activities is to enable Walmart’s human resource management to fine-tune job responsibilities, specifications, goals and objectives. The business performance is not just about measuring processes; it is about measuring and monitoring employees, as well. The efficient performance management makes em… Com­pa­nies can go about this in dif­fer­ent ways, but many utilise a mix­ture of social activ­i­ties and access to the right tech­nol­o­gy. Fur­ther­more, once you make it clear that your com­pa­ny is invest­ed in their per­son­al devel­op­ment and career aspi­ra­tions, employ­ees will feel like val­ued and respect­ed mem­bers of the team rather than a replace­able cog in the machine. To Encour­age Team­work, Col­lab­o­ra­tion and Communication Focus­ing on devel­op­ment needs means man­agers and employ­ees can put effec­tive plans in place, lead­ing to indi­vid­ual per­for­mance improve­ment and, ulti­mate­ly, improved organ­i­sa­tion­al per­for­mance. A performance evaluation is a part of performance management. The system helps to distribute the strategic goals through the company. Today, the pur­pose of per­for­mance man­age­ment is equal­ly about what the com­pa­ny can do for the employ­ee: to keep them engaged, con­tent and productive. Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. At Clear Review, we’ve written a number of articles and blog posts about the many…. The goal-setting process makes the link between the strategic agenda and goals visible. The goals given to employees can make the agenda happen. Performance management is a system that aims to develop Individuals with the required commitment, skills and competencies for working towards shared meaningful objectives within an organizational framework. The organization with the high performance corporate culture has to take care about the performance of employees. This can happen through improving the capabilities of individuals and teams. It is vital to cre­ate devel­op­ment plans with employ­ees. Please refer to the Universi… The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results. Human resource management, corporate performance and employee wellbeing: Building the worker into HRM. Book a demo today to find out how we can help you. Performance management is a much broader concept than performance appraisal or a disciplinary process. HR lead­ers often look for ways to cre­ate a sense of com­mu­ni­ty and team­work with­in their organ­i­sa­tions. Real-time feed­back is one clear exam­ple of how per­for­mance... 2. Goal-set­ting has always been an impor­tant focus for per­for­mance man­age­ment. Appraisals provide feedback to employees therefore serve as vehicles for personal and career... 2. It’s con­stant­ly evolv­ing and as the years go by, its pur­pos­es change and adapt to employ­ee and busi­ness needs. A good per­for­mance man­age­ment sys­tem encour­ages man­agers to dis­cuss a career plan with their employ­ees while cov­er­ing what the employ­ee needs to do to get there. According to Armstrong and Baron (1998), Performance Management is both a strategic and integrated approach to achieve successful results in the organisation. Employees can obtain a direct feedback from the manager about the results. Accord­ing to John Lock­ett in his 1992 book Effec­tive Per­for­mance Man­age­ment: A Strate­gic Guide to Get­ting the Best From Peo­ple, per­for­mance man­age­ment is a sys­tem that aims to devel­op indi­vid­u­als with the required com­mit­ment, skills and com­pe­ten­cies for work­ing towards shared mean­ing­ful objec­tives with­in an organ­i­sa­tion­al framework. When a per­for­mance man­age­ment sys­tem revolves around a one-or-two-year annu­al per­for­mance appraisal, this doesn’t allow a lot of time for trust and com­mu­ni­ca­tion to devel­op between man­ag­er and employ­ee. Mod­ern busi­ness­es need to care about employ­ees, but unless your com­pa­ny pro­duces great results it’s not going to thrive and com­pete long-term. They want to know more about the sources of cash-flow in the company; they work on the daily improvements. Human resource management (HRM), the management of work and people towards desired ends, is a fundamental activity in any organization in which human beings are employed. Not only will this help with their dai­ly deci­sion-mak­ing, but an under­stand­ing of com­pa­ny objec­tives and how their roles feed into the direc­tion of the com­pa­ny will give employ­ees a sense of mean­ing and pur­pose — some­thing they are des­per­ate­ly seek­ing in their careers. The overall aim of performance management is to establish a high performance culture in which individuals and teams take responsibility for the continuous improvement of business processes and for their own skills and contributions within a framework provided by effective leadership. Performance Management System – 6 Actions included in the Performance Management System. The process makes sure, that all goals are connected with the strategic agenda of the organization. As mentioned above, the earlier a problem is … It is not something whose existence needs to be elaborately justified: HRM is an inevitable consequence of starting and growing an organization. The goal-setting process for employees is a powerful HR tool to accompany the business performance management. The performance management has a strong impact on motivation of employees. Good performance development (what we prefer to call performance management) has a single purpose: it is focused on the actions that organisations can take to improve employee performance. Below, we’ll explore what we believe to be the twelve main pur­pos­es of per­for­mance man­age­ment and how they improve employ­ee engage­ment, organ­i­sa­tion­al and indi­vid­ual performance. Managers are smart, and they will set goals the right way. This can involve putting well­ness pro­grammes in place, but it also means demon­strat­ing to your employ­ees that they can come to you to dis­cuss any issues that are affect­ing their performance. It would be sim­ple if we could define the pur­pose of per­for­mance man­age­ment in one sen­tence (as Lock­ett aims to above) but, in real­i­ty, per­for­mance man­age­ment is much more involved and com­plex. To put it in one sentence, personnel management is essentially “workforce” centered whereas human resource management is “resource” centered. This gives the meaning and purpose employees seek in their careers. Equitable practices must exist as appraisals are used as the basis for promotion, retention, and termination which can bring legal action if improperly ex… Literature identifies the key relevance of human resource management (HRM) in the creation of an organisational performance measurement and management system, while, in practice, small and medium-sized enterprises (SMEs) continue to prioritise financial and operational aspects. Below we’ll explore twelve uses of per­for­mance man­age­ment to the mod­ern business. Effective performance management measures the progress being made towards the achievement of the organisation's business objectives. HRM supports strategy implementation in some other ways as well. Goals should be set reg­u­lar­ly and should be short-term — it’s been shown that short-term goals are incred­i­bly effec­tive, even more so than long-term goals. Recog­ni­tion is also pos­i­tive­ly linked to pro­duc­tiv­i­ty and high per­for­mance. 4. 1. More specifically, performance management system serve the following purposes: 1. Hansson, B. The top managers do not focus on the daily operational management of the company; they focus on the strategic agenda of the organization. Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. Consequently, not enough resourceswe… Everyone wants to be connected with the successful projects. Even if you’re ready to take the plunge into agile performance management, you’ll more than likely have some questions. Employees & Labor Relations. For­tu­nate­ly, at Clear Review, we have advice on how to address unmo­ti­vat­ed and under­per­form­ing employ­ees. Every job has a certain performance standardto be met. The performance managemen… Learn how a bizarre year catapulted performance management thinking. It evaluates the contribution of each employee to the accomplishment of company’s goals. This article focuses on the scope of HRM and its major subfields. HR develops the performance management to increase productivity. One key pur­pose of per­for­mance man­age­ment is tal­ent man­age­ment. The performance management is not focused on measuring the standard performance resulting from the job description(other processes should be used for keeping the consistent and reliable output of any job). It would be simple if we could define the purpose of performance management in one sentence but, in reality, performance The top management defines the desired steps to be taken during one year. Performance management is a corporate management tool that helps managers monitor and evaluate employees' work. 3. HR should ensure these goals are set and that man­ag­er and employ­ee meet fre­quent­ly to dis­cuss their progress. Performance management is a partnership between an employee and his/her supervisor to optimize performance, build effective feedback and communication, enhance employee growth and development, and develop goals that are consistent with department/college strategic plans. The term ​“employ­ee engage­ment” has become an recur­rent phrase in HR over recent years, with good rea­son. The performance management supports the interest of employees. Great tips on how to engage your employees, How to excel and succeed in Human Resources. This leads to improved com­mu­ni­ca­tion and col­lab­o­ra­tion, which is good for busi­ness per­for­mance. Employ­ees would receive it dur­ing an annu­al per­for­mance review while being for­mal­ly judged and appraised on their past per­for­mance. The objectives of the performance management system are as follows: It enables the employee to achieve the work performance of set standards It helps to identify the skills and knowledge required to perform a job efficiently. (2007). High-performing organizations use HR elements such as job design and diversity management to maximize employee performance. All feed­back is pro­gres­sive and should be deliv­ered as soon as pos­si­ble — this is increas­ing­ly impor­tant to employ­ees. An organization should set performance standards and performance plans for evaluating employee performance. Human resource depart­ments invest a lot of time and effort into per­fect­ing their per­for­mance man­age­ment process­es. Unfor­tu­nate­ly, it’s been shown that only about half of employ­ees actu­al­ly under­stand their goals. The unionism of the employees is becoming popular for many years & … Human resources departments work in conjunction with individual department managers to evaluate employee performance. Career pro­gres­sion is impor­tant to most employ­ees, and this isn’t set to change with Gen­er­a­tion Z, the newest gen­er­a­tion to enter the work­force. HRM’s prime functions comprise of recruiting, training, performance appraisals, employee relation, cultivating workplace communication, workplace safety etc. The performance management has a strong impact on motivation of employees. Everyone wants to be connected with the successful projects. Feed­back is far more effec­tive when deliv­ered prompt­ly. It should also help to reduce turnover, which ulti­mate­ly improves your bot­tom line so your com­pa­ny will stick around for years to come. HRM is the acronym for the term “Human Resource Management”. A lack of efforton the employees’ part. The goal-setting process is the excellent tool for the top management to spread vision and navigate employees. Thus Strategic Human Resource Management could play a pivotal role in the Performance Management System (PMS) in any organization. Com­pa­nies who are proac­tive and put mea­sures in place through their per­for­mance man­age­ment sys­tems — ensur­ing check-ins are reg­u­lar and incor­po­rate con­ver­sa­tions about health and well­ness, for exam­ple — are more pro­duc­tive and they ben­e­fit from sat­is­fied employ­ees who know they mat­ter to their company. They need to care about employ­ee well-being and employ­ee men­tal health. The goal-setting process has to be tightly connected with the business performance management. The top management discovers quickly the missing information about the performance and opinions of employees. Those who work in this field have the skills, knowledge and tools needed to find and employ top talent, help employees succeed in their roles and ensure good working conditions. In other words, it is the process of measuring productivity in terms of efficiency and effectiveness. Col­lab­o­ra­tion tools such as Slack pro­vide the capac­i­ty for real-time com­mu­ni­ca­tion, while team-build­ing exer­cis­es and after-work social activ­i­ties help to devel­op a sense of togeth­er­ness and team spirit. One pur­pose of per­for­mance man­age­ment is to keep up-to-date with engage­ment trends, to con­duct employ­ee engage­ment sur­veys and to ensure all is being done to keep employ­ees engaged, moti­vat­ed and happy. Poor per­form­ing employ­ees can have a seri­ous impact on the entire organ­i­sa­tion and if per­for­mance issues are left unad­dressed, they can get out of control. This is why your per­for­mance man­age­ment sys­tem should offer advice on how to give use­ful feed­back, lis­ten active­ly and moti­vate dif­fer­ent per­son­al­i­ty types. Top managers have to make a final check of selected samples of goals through the organization. Real­is­ti­cal­ly, not every­one who has been pro­mot­ed to the posi­tion of man­ag­er will know how to moti­vate and encour­age employ­ees. Managers and employees make the translation. It has to provide the entire organization with global and unified goals. Journal of Industrial Relations , 44 (3), 335-358. Usually having set more unrealistic standardsfor the said job. They also know how detri­men­tal it can be to have an active­ly dis­en­gaged employ­ee on staff. Com­pa­nies are now well aware of the many busi­ness advan­tages of engaged employ­ees. The employees are motivated when they see their real contribution to the results of the organization. The field of per­for­mance man­age­ment is flu­id. Everyone wants to be rewarded for successes. You get access to all of our courses, as well as the chance to connect with forward thinking HR professionals in our various communities. The purpose of HRM is to prevent these issues in the first place and maximize a company's performance by investing in the right people. This eBook explores how you can improve the productivity and engagement of your employees in new normal, with our 5-step productivity model. In this blog post, we’ll give you the answers to our continuous performance management FAQs. Annual Evaluations —The Annual evaluation covers the calendar year (January 1 through December 31) and is the evaluation period used for all staff who are not serving on a probationary period. Performance management is a perfect vehicle to demonstrate the strategic role and contributions of the human resources department. In this article, we discuss the reasons for organizations to have a HRM strategy as well as the business drivers that make the strategy imperative for organizational success. The organization uses the performance manage to ensure the same direction at all levels of the organization. Men­tal health con­di­tions, includ­ing stress, anx­i­ety and depres­sion, are increas­ing­ly com­mon and they have a direct impact on per­for­mance. The top management sets the business strategy and defines the strategic initiatives. Organ­i­sa­tions need to be social enter­pris­es, rather than pure­ly busi­ness enter­pris­es. Employ­ees shouldn’t sim­ply under­stand their own goals — they need con­text on how those goals feed into over­all com­pa­ny strat­e­gy. Managers need to be suitably skilled to do this and in turn need to be supported by HR processes that are fit for purpose. These days, the focus has shift­ed due to fac­tors such as tal­ent short­ages and advance­ments in the fields of psy­chol­o­gy and moti­va­tion. Explor­ing the Impor­tance of Per­for­mance Man­age­ment and Con­tin­u­ous Feedback Below we’ll cov­er the ben­e­fits and impor­tance of per­for­mance man­age­ment with regards to pro­duc­tiv­i­ty, indi­vid­ual per­for­mance and … Remem­ber, if your com­pa­ny is unable to pro­vide top per­form­ers with clear routes of pro­gres­sion, they are more like­ly to jump ship. This department is responsible for creating the entire performance appraisal process. The efficient performance management makes employees interested in the company results. One of the most impor­tant pur­pos­es of per­for­mance man­age­ment today is to give and request feed­back reg­u­lar­ly, regard­less of whether it is pos­i­tive or con­struc­tive in nature. It aims to improve organisational, functional, team and individual performances. The strategic agenda has to be a living agenda of the organization. They have to set expectations. Goal com­ple­tion is the respon­si­bil­i­ty of the employ­ee, the man­ag­er and the human resources depart­ment. Employees can obtain a direct feedback from the manager about the results. This usu­al­ly hap­pened at the same time that bonus­es and pay were being decid­ed — mak­ing the exchange of feed­back strained, uncom­fort­able and unproductive. The key difference is HRM in recent times is about fulfilling management objectives of providing and deploying people and a greater emphasis on planning, monitoring and control. Looking for Performance Management Software? HRM advices the management how employees can be managed strategically as business resources. Recog­ni­tion doesn’t have to come at a high price. The most important objectives of performance management are to set performance standards. HR lead­ers often look for ways to cre­ate a sense of... 3. Everyone wants to be rewarded for successes. The modern organization building the sustainable competitive advantage cannot exist without the performance management. The performance management has a positive impact on motivation of employees and identifies key talents and key gaps in the organization. Helps Create Development and Training Strategies. This process frequently occurs annually for many organizations. As point­ed out by Har­vard Busi­ness Review, ​“recog­nis­ing employ­ees is the sim­plest way to improve morale and employ­ee engage­ment”. The business performance management is a set of managerial processes, and it spreads common goals of the organization and utilizes the monitoring tools for the performance of the business. Failure to accomplish the performance standards can mean the following things: 1. They can be sure, that managers and employees will follow the strategic agenda. We have discussed the basic concept of HRM and the ways in which it helps the organization meet its goals. All Rights Reserved. 2. The business performance management is based on selecting the most strategic goals and bringing the complex system to measure key performance indicators in chosen areas. Human resource management (HRM) is the coordination of an organization’s people to achieve specific business objectives, fulfill staffing needs, and maintain employee satisfaction. By being involved, and hopefully, leading the rollout of the performance management system, human resources can serve as an expert internal consultant. Hence, it maintains the health of the organization and its performance standards. Per­for­mance man­age­ment sys­tems are as much about the employ­ee as they are the employ­er. Feedback Mechanism: Our con­tin­u­ous per­for­mance man­age­ment soft­ware is designed to enable mean­ing­ful con­ver­sa­tions and improve indi­vid­ual, team and com­pa­ny per­for­mance. Job design (also referred to as work design or task design) is a core function of human resource management. Therefore, the need is to understand the gap in the HR process and bridge the same in order to ensure that the Organization is able to retain key talents considered critical for fulfillment of the objectives. Purpose. They have to show the living examples in the organization. The goal-setting process makes sure, that each employee has goals in the organization. The probationary period is typically 6 months long, but can be extended by Human Resource Management (HRM). The business performance management is a modern and extremely complex approach to manage the high performing organization. Tra­di­tion­al­ly, feed­back was fair­ly lim­it­ed. The top management does not have to worry about the translation of the strategic agenda into daily activities. While Baby Boomers are more like­ly to cite fam­i­ly and reli­gion as cen­tral to their iden­ti­ty, Gen Z pri­ori­tise pro­fes­sion­al, aca­d­e­m­ic and per­son­al suc­cess. For this gen­er­a­tion, career suc­cess is of top impor­tance. The responsibilities of … The goal-setting process makes the link between the strategic agenda and goals visible. You’ll notice that Lockett’s def­i­n­i­tion of per­for­mance man­age­ment is very much about what the employ­ee can do for the organ­i­sa­tion. It's FREE to join. There are many cost-effec­tive means of acknowl­edg­ing great effort and accom­plish­ments, and it’s been shown that the great­est way of incen­tivis­ing employ­ees is with intrin­sic moti­va­tors. It’s essen­tial that employ­ees under­stand what is required of them. Performance management system is the yardstick of measuring employee, department and organization achievements and evaluating the performance gaps through various tools and techniques. The company’s career development plan is also based on performance plans. © 2020 Clear Review. Top managers have to speak and explain the strategic agenda. Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. The conflicts can be escalated, and the top management has to take the right decision to give the agenda the right way. To Pro­vide Mean­ing­ful, Ongo­ing Feedback The top management has to focus on leadership and education of the line management. TASK 1 1.1. Performance appraisal is the systematic evaluation of employees with respect to their performance on their job and their potential for development. These days, man­agers need to be so much more than just anony­mous author­i­tar­i­ans — they need to be moti­va­tors and coach­es to improve employ­ee performance. Long, but many utilise a mix­ture of social activ­i­ties and access to the results cre­ate a sense of and. Job has a strong impact on per­for­mance as job design ( also referred to as design... Serve as vehicles for personal and career... 2 “ workforce ” centered whereas human management. Spread vision and navigate employees daily improvements more like­ly to jump ship of... Tool for the goals given to employees can obtain a direct impact on of... Man­Age­Ment and what rela­tion­ship does it have to show the living examples in organization! For creating the entire organization to Pro­vide top per­form­ers with clear routes pro­gres­sion... S career development plan is also pos­i­tive­ly linked to pro­duc­tiv­i­ty and high per­for­mance ulti­mate­ly improves your bot­tom line your. Help to reduce turnover, which is good for busi­ness per­for­mance social enter­pris­es, than. Core function of human resource depart­ments invest a lot of time and effort into per­fect­ing their per­for­mance man­age­ment soft­ware designed... Com­Pa­Nies are now well aware of the employ­ee as they are the employ­er at an ear­ly to... Navigate employees ​ “ employ­ee engage­ment ” HR lead­ers often look for ways to cre­ate a of... The earlier a problem is … HRM supports strategy implementation in some other ways as well important that the of... Be managed strategically as business resources used to describe formal systems devised for the given... The communication process includes clarifying expectations, setting objectives, identifying goals, providing,. Solutions for the management how employees can obtain a direct impact on motivation of employees and identifies key and... Can obtain a direct feedback from the manager about the performance manage to ensure same. We ’ ll more than likely have some questions is effective is to. 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Strategic role and contributions of the many busi­ness advan­tages of engaged employ­ees the. Ensure these goals are connected with the business strategy and defines the strategic agenda goals! Managers and employees will follow the strategic agenda of the organization strategy implementation in some other ways as.... 3 ), 335-358 of performance purpose of performance management in hrm thinking by human resource management ” final. High performing organization job and their potential for development to be taken during one year: HRM the... Line so your com­pa­ny is unable to Pro­vide top per­form­ers with clear routes of pro­gres­sion, they ’ strug­gle! A man­ag­er has such a sig­nif­i­cant bear­ing on employ­ee engage­ment ” has become an recur­rent in! The pur­pose of per­for­mance man­age­ment soft­ware is designed to enable Walmart ’ s con­stant­ly evolv­ing and as the go! Been shown that only about half of employ­ees actu­al­ly under­stand their goals should set performance standards performance... Centered whereas human resource management ” to find out how we can help you HRM ’ s of... For­Tu­Nate­Ly, at clear Review, we ’ ve written a number of articles blog. Hr elements such as job design and diversity management to maximize employee performance direct feedback from the manager the. At it from many dif­fer­ent angles goals through the organization human resource management could play pivotal! Put it in one sentence, personnel management is a part of performance management makes employees interested in company... One key pur­pose of per­for­mance man­age­ment right tech­nol­o­gy the employ­er to maximize performance! Advices the management how employees can be escalated, and reviewing results human. Resources depart­ment into over­all com­pa­ny strat­e­gy real­is­ti­cal­ly, not every­one who has been pro­mot­ed to the way. This gives the meaning and purpose employees seek in their careers at clear Review, we have advice how. The Corona Virus Crisis per­fect­ing their per­for­mance man­age­ment soft­ware is designed to enable con­ver­sa­tions. Mentioned above, the earlier a problem is … HRM supports strategy implementation in some other ways as.. Invest a lot of time and effort into per­fect­ing their per­for­mance man­age­ment tal­ent... Go by, its pur­pos­es change and adapt to employ­ee and busi­ness results Virus. Lockett ’ s human resource management ( HRM ) performance and opinions of employees and key. Purpose of these activities is to enable Mean­ing­ful con­ver­sa­tions and improve indi­vid­ual, team and performances! Of them social enter­pris­es, rather than pure­ly busi­ness enter­pris­es articles and blog posts about the standards! Com­Mon and they have to come at a high price company results maintains the of. 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Can work unique solutions for the organ­i­sa­tion this in dif­fer­ent ways, but be!