Strategic human resource management incorporates providing ways to help all employees grow for both themselves and the company. One way management helps individuals succeed is through conducting performance appraisals. A performance appraisal is used to evaluate an employee, by the form of communication, on how he or she is performing their job and establishing a plan for improvement. Performance appraisals are used for many reasons, but the main goal should be to promote a healthy change in an employee’s behavior and performance. Increasing an employee’s personal growth benefits both the individual and the organization. Other uses of performance evaluations are for promotions, pay increases, and personal goal achievements. A meaningful performance …show more content…
Effective feedback is time consuming, can be both positive and negative, and is most efficient when it sparks a behavioral change in an individual. Customized, qualitative feedback, such as the multi-rater assessment method, though more difficult and time consuming to generate, is more helpful in improving performance (Garbett, Hardy, Manley, Titchen, & McCormack, 2007). The effectiveness of this method depends on the willingness of the individuals participating in completing the questionnaires. The individuals participating in the assessment must be willing to be honest and direct when completing the surveys. Biased and uninformative feedback provide a non-effective performance appraisal and promotes zero positive behavioral change in the employee. Participants are able to remain completely anonymous, if they feel more comfortable, in order to provide a more honest and accurate evaluation. It is suggested to have a total of ten or more questionnaires conducted in order to create an impact on the employee by providing potent and useful feedback (Hensel, 2010). This number of participants and questionnaires will ensure accurate and useful information regarding the performance of the individual. Performing a performance appraisal does more for the employee being evaluated than the person completing the …show more content…
These suggestions include thorough preparation, suitability, and anonymity (Garbett, et al., 2007). Human resource management is responsible for nearly all three areas. A thorough preparation involves informing all individuals participating in the assessment of the purpose and importance of the assessment. Without this explanation, participants may feel uneasy about providing too much information in their questionnaire. Many individuals would also suffer from not wanting to provide any negative comments on or about the employee. Providing examples of previous effective criticism and feedback would give those members, who have never been involved in providing feedback for another individual, a better understanding of what is required and expected of them. The suitability of the assessment involves the gathering of information needed to reflect what is convenient and appropriate to the colleagues one is working with (Garbett, et al., 2007). Collecting feedback that is both manageable and able to be discussed will help provide a more suitable assessment. Participants may add comments or opinions that would not be worth discussing as it is not directly related to the employee’s job performance. The human resource management team would be required to differentiate between what information is useful to the employee’s performance versus what information is not. The
Ever dreaded the annual performance review? Once a year companies try to evaluate their workforce with a standard form containing generalities that are supposed to define whether each employee was successful over the previous year. The grading systems, one-way communication, and lack of collaborative effort create a dreaded process for all parties involved. To combat this loathsome process, Michelle Neely Martinez, in her article “Rewards given the right way”, explores a new design for performance appraisals that promotes open conversation regarding company and personal goals, avoids the negative reactions caused by constructive criticism, and creates positive evaluation of employees’ strengths and weaknesses to inspire “development and improvement.” (p. 2)
In the workplace feedback is given among employees or from leaders to employees. A performance review is an example of how employers can provide constructive feedback to their employees to help them identify their strengths and weaknesses to assist them to improve and develop the necessary skills to be successful within the organization. For information on how to provide better feedback, please visit: http://www.dummies.com/how-to/content/giving-constructive-feedback.html
In the fields of management and business, Strategic Human Resource Management (SHRM) has been a powerful and influential tool in order to motivate employees to perform productively. (Ejim, Esther, 2013). According to Armstrong (2011), SHRM refers to the way that the company use to approach their strategic goals through people with a combination of human resource policy and practices. The purpose of SHRM is to produce strategic capability that the organisation must ensure such that employees are skilled, committed, and well-motivated in order to achieve a sustainable competitive advantage, (Armstrong, 2011). Particularly, the organisation must be able to carefully plan strategic human resource ideas, aimed to increase the productivity.
The purpose of this essay is to determine whether measuring employee performance is all pros and no cons. Performance appraisal is considered as an important management tool in many countries (Milliman, Nason, Zhu & Ciery, 2002). According to Kazan and Gumus (2013), “Kaplan and Norton (2001) define the performance assessment as "a planned tool which is integrating the success of individual at a given task, his attitude and behaviors at work, his moral conditions and characteristics, and assessing employee's contributions to the success of the organization".” In other words, employee’s weak and strong points, trainings needed, future predictions can be recognized by performance appraisal (Milliman et al., 2002). There are a lot of different performance measurement systems. Lam and Schaubroeck (1999) stated that there are traditional performance appraisal and a more current one called TQM (Total Quality Management). From traditional perspective, appraisal is measuring individual results rather than the overall system. It is assumed that individual is capable and responsible to influence the way things are done in a company. On the other hand, TQM stressed the importance of system rather than individuals.
Performance appraisal is perceived by most as a tool to reward or penalize employees for their good or bad work respectively by the end of a year. This notion is a challenge in itself to deal with. The whole exercise becomes dull for both supervisors and their subordinates and they tend to look at it as an additional responsibility which they have to finish. In the end, there is little or no value addition for either the employee or the organization. There are, however, better ways of looking at and conducting performance appraisals. It can give much needed feedback to both performers and laggards to improve upon and if done properly can even boost their motivation. More importantly, they provide a chance to employees to have a say in their goal setting and thus aligning it with the departmental and organizational goals. Also, the process itself has a value in team making.
Employee performance evaluations and how they are handled can be important in influencing an employee’s behavior.
Strategic Human Resource Management Strategic human resource management is the procedure of relating the human resource function with the planned objectives of the organization in order to enhance performance. In simpler words, Strategic Human Resource Management is a different way of running an entire organization. Human Resource focuses on the objectives that will be achieved and how the right people can be placed on the right positions to maximize those accomplishments. Secondly, SHRM focuses on entire systems when solving organizational issues rather than individual methods.
Performance reviews are a part of career development; they act as a regular appraisal of an employee’s tendencies in a company. The aims of reviews are to not only give feedback on performance but also to facilitate communication between workers and executives. Reviews as a whole are beneficial as they identify employee training needs and provide an opportunity for individual growth and change. In addition, performance reviews allow the employee to discuss their own perception of their performance, in addition to, their boss’. Performance reviews allow one to receive feedback both personally and career-wise, as generally employee’s tend to like to know how they’re doing overall; appraisals help improve the future.
If performance appraisals are not done correctly, they create a negative experience for the employee and possibly the supervisor. This creates a very stressful environment that can bleed into the workforce and wreak havoc on moral. Appraisals are time consuming and can be overwhelming if a supervisor has numerous employees, so if not done correctly they will be a huge waste of time. The performance appraisals are very subjective, and can be heavily influenced from biases and rater errors (Dressler, 2014). The performance appraisal need to be part of a performance management system which the organization establishes to achieve their strategic
Prior to any development, management should take note of what exactly they want to achieve with their performance appraisal system (goals), what properties they want their appraisal systems to possess (characteristics), how they wish to execute the performance appraisal (method), and how they will use the data collected to achieve said goals (feedback). It is also pertinent that effective performance management systems clearly communicate expectations, distribute performance information to employees, determine areas of strength as well as areas in need of development, and document performance for personnel records.
In conclusion, a performance appraisal can enhance your relationship with employees, improve overall performance for your organization, and enhance employee-manager communication a bonus for customer and work relationships. Performance appraisal is important to help with assessing the employee job performance and being aware of the strengths and weaknesses of the employee. It’s a way of knowing if training was effective at the onset of the first year of employment. With job appraisals in place guarantees the employer made the right decision in hiring the
Performance appraisal is the method of evaluating the behavior of the employees in a workplace, normally included both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishments of the tasks that make up an individual’s job. Performance is measured in terms of the results. Thus, performance appraisal is the process of assessing the performance or progress of the employees, or a group of employees on the given job, as well as his potential for organization to evaluate contribution, personality and potential of individual employees. In other words, performance appraisal includes the comparison of performance scales of different individuals holding similar areas of work responsibilities and relate to determination of worth of the scales for the achievement of the organizational objective.
The aim of this study is to understand the basis of Strategic Human Resource Management with background knowledge from human resource management and strategic management. The study covers the definition of strategic human resource management, its importance, framework, roles and the development and implantation of human resource management and finally an assessment on HR strategies and their application in an organisation.
Organization is a group of people brought to gather to achieve specific goals. Goals can be achieved if team member are performing well. Performance is the results of activities given to the employees in an organization to be achieved within specific period of time. Evaluating the current performance of employees against past performances and organizational standards is known as Performance Appraisal (Dessler, 2005). Furthermore performance appraisal helps the company know how individual employees are performing and how to improve their performance thus improving the performance of the company (Grubb, 2007). A performance appraisal is propose in which the performance management system in an organizations set work goals, determine performance standards, provide performance feedback, determine training and development needs and distribute rewards as well as evaluating an employee’s job performance during a period of time. The performance of team member is much more than appraising individuals’ works, it is managing the business, so the performance of an employee is influences by the performance of an organization. It is target to achieve the best results for the planned strategic by managing activities of employees. There are many different opinions on the performance appraisals, some organizations do performance appraisals without any aim just follow others., where some organizations do performance appraisals to make sure they have a record of a piece of paper in the employee’s file – they are careless about do corrective action. But successful organizations understand the importance of combining performance appraisals into their performance management process and strategy plan as the success of any organizatio...
There are several reasons organizations initiate performance evaluations, however the standard purpose for performance evaluations is to discuss performance expectations; not only from the employers perspective but to engage in a formal collaboration where the employee and the manager are both able to provide feedback in a formal discourse. There are many different processes an organization should follow when developing its performance evaluation tool; in addition essential characteristics that must accompany an effective performance appraisal process. I will discuss in detail the intent of a performance evaluation, the process an organization should follow in using its performance evaluation tool, along with the characteristics of an effective