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In today’s modern business world, PremiumSoft needs every advantage to create a high-performance system. The competition from a similar business can imitate the products, strategy, and business model of PremiumSoft. However, the corporate culture of PremiumSoft needs to be unique in that the competitors cannot copy. According to Shin and Konrad (2017), high-performance work practices can be defined as a way in which workers participate in decision making that has an impact on their jobs and border organization. High-performance practices aim to achieve a high-performance culture, one in which the values, norms, and human resources are combined to create an environment in which the achievement of high levels of performance is a way of life. This essay suggests what PremiumSoft needs to introduce and implement a high-performance work system.

First, PremiumSoft needs to adopt high-performance leadership and fast decision making. Posthuma, Campion, and Masomoya (2013) state that outstanding leadership is essential for a high-performance organization. Leadership has a “trickle-down” effect. The decision made by a manager of PremiumSoft company affects the whole company- and so does their mindset. A company with corporate leadership constitutes a high-performance system. The decision made by managers of PremiumSoft does impacts either positively or negatively the company. To encourage a high-performance system of PremiumSoft company, managers should have the tools they require to make the fast, proper decision, and leaders embodied to a high-performance mindset.

Second, PremiumSoft company requires have long term focus. According to Jensen and Messersmith (2013), PremiumSoft company does not need to focus on today, tomorrow or next year but have a long-time focus. However, the company should have short time goals to measure the current success of the company. Patel and Lepak (2012) argue that high performing companies focus on the long-term. Thus, PremiumSoft needs to begin with long term goals and build backward to determine their short-term objectives. By doing so, PremiumSoft will ensure they are working towards a larger outcome, while still tracking short-time success.

Also, PremiumSoft to realize high-performance, flexible, diverse, and cooperating employees are essential. Wood and Memes (2011) say high-performance culture starts with employees of the company. It is essential to hire employees who are flexible and able to cooperate and bring skill sets, mindset and opinions to PremiumSoft Company. PremiumSoft’s team consisted of employees who were research and development-oriented (Boxal, 2012). The recruits were hired based on the amount of work available. Each team had a supervisor, a few senior developers, and junior developers who formulated the project’s timeline. The director set the strategic goals; supervisors identified the essential aspects of development in projects and news products, managers, and leaders planned on developing and managing products. A senior developer has the market knowledge, incorporating new technology and programming. Junior developers are engaged in coding. The supervisors had the responsibility of ensuring the quality and timely delivery of the products.

PremiumSoft had a growth road map for a period of three to four years (Wood and Memes, 2011). A road map helps the company to plan and ensure the successful implementation of the developed product. The company had a database that is enabled to connect to most common databases through a single software. PremiumSoft wanted to add support for MongoDB and extra database support in the future.

PremiumSoft recruitment for new talents was through the university job application portal (Shin and Konrad, 2017). The company used the portal to post job vacancies, and the candidates responded by sending their resumes. Computer science degree graduates with projects relevant to the projects have high grades and good in the company products’ programming language. The director of the PremiumSoft preferred new graduates because their salaries were low compared to the experienced develops and flexible to learn the new languages.

Proper selection and screening of the new employees in PremiumSoft Company. The director considered some factors like willingness to learn, problem-solving skills, suitable to the culture, and can think logically. Good communication skills were an added advantage, and most of the project involves sharing among members and teamwork.

Compensation and benefits to the employees. The PremiumSoft Company matched the average salary level of the employees to the one in the market. The unique benefits and bonuses include annual leave of sixteen days, birthday leave, medical allowances, and an annual physical. The company also gave a scholarship to employees interested in further studies and payments for unused leave days. The company also provided for physical exercises like sports and a team lunch.

Learning and developments of the projects .in production of the product, the team has dealt with the system enhancements and fixing bugs in the development process. The employees were assigned to fix errors and bugs in the phase they created since they had a good understanding of the product. The company hired new people for new projects and retained the old ones on the project they designed. Each team member was informed about the product to make sure they understood the product, hence increasing professions. The team worked together on different projects to increase diversity in the handling of various features. PremiumSoft allows flexibility in learning new skills and deciding the language to use in their project development.

Training and opportunities for career growth. The new recruiters were assumed to learn the job skills without a unique program, and they were promoted if they showered a consistently good performance to senior developers—the employment opportunities and promotions dependent on the growth of the company.

PremiumSoft had cash appraisal benefits to the employees who performed well. The team leaders kept performance information for each member. The promotion technique involved both performance and knowledge level in obtaining the highest qualified candidate.

Employee’s perspectives on the PremiumSoft. Different generations had different views on a couple of aspects of the company on salaries. Millennials assumed high value on self-valuation, and they think the company depends on them much (Boxal, 2012). PremiumSoft focused on the nature of the job, the wages, and additional benefits.

In conclusion, building a high-performance culture in the workplace is not easy. It requires effort, time, and often quite a bit of money. PremiumSoft company needs to overhaul feedback systems, hire and lay off some employees, and spend a lot of resources on improving employee’s performance.

 

 

 

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