BUS 1101 Unit 8 Written Assignment There are several aspects involved in human resource management. The topics we will focus on are: recruitment of personnel, training and development function, and performance appraisal. We will also examine how these topics are related and how they fit into human resource management.
Recruitment of Personnel The recruitment process is a vital part of hiring. Recruitment essentially is the search for candidates to fill a vacancy. Recruitment can be done in many ways but it is best to gear the recruitment process towards what will work best for the business. Posting a job opening and holding or attending a hiring fair are both examples of recruiting tactics. The goal of the recruitment process is to create …show more content…
Performance appraisals are typically conducted at regular intervals, depending on the business they may happen annually or semi-annually. Rebecca Knight of the Harvard Business Review has a few tips for giving an effective performance appraisal. First, set expectations early so that employees know how they will be evaluated and what the goals are. Second, lay the groundwork. This step includes gathering any notes regarding the employee that were taken during appraisal timeframe. Knight also suggests having the employee submit a few of their recent accomplishments in the workplace so that there will be a positive light to kick off the appraisal process. Third, managers need to set a tone. Knight suggests avoiding the “criticism sandwich” which involves providing a compliment, critique, and then another compliment because it can be confusing for some employees. Be blunt and honest, and do not sugarcoat the negatives. Fourth, the manager should constructively coach the employee by letting them know of anything they should stop doing, things they should start doing, and anything positive that they should continue doing. Finally, and most importantly, managers must hold their ground. Knight states that if an employee meets their goals and they are to be rated on a scale from one to five, they are a three. If the employee only meets their goals, they are doing what is expected of them so they are an average …show more content…
Often times, performance appraisals are tied with a raise or bonus of some sort. This helps ensure that employees are motivated to perform at higher standards time and time again rather than maintaining mediocre work performance. Generally speaking, the more positive the performance appraisal, the bigger raise/bonus an employee will receive.
How do all the Elements of Human Resource Management Fit Together? Human resource management can be viewed as the spider web that entangles a company’s workforce. HR departments are involved in employee’s work lives from the recruitment and selection process, to the training and development, performance reviews, and the compensation
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.
Performance appraisal is a process of analyzing and recording information of an employee’s performance pertaining to his or her present, and to make the employee realize how their performance has been during the rating period. It can be used as a communicating tool performance expectation to employees. I chose this topic to describe the importance of Appraising Performance in employee’s career development, managers, and to the company. Another reason is to explain the benefits of having a performance appraisal system and how this system can have a significant impact in the company. The primary reason for having a performance appraisal program is to evaluate the employees’ performance, improve the company’s morale and motivate the employees. It helps the company to identify its strength and training needs. In addition to monitoring employee’s performance, it is important that the employees understand their expected role and their functions in the company.
One of the least favorite job functions a supervisor must take on is performance appraisals of their subordinates. This task usually involves the employee completing a self-evaluation and the supervisor completing an evaluation of the employee. Then, both people meet to discuss the overall results. A performance appraisal is the evaluation of an employee’s performance and provides opportunity to correct deficiencies by establishing performance standards for the employee. Typically, this can require the employee to receive training, feedback, and possibly incentives which establishes positive reinforcement.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
There are enormous benefits to implementing regular and systematic performance appraisal system within an organization some of which are increase in employee contribution, knowledge and productivity. This can however, come in form of performance consultation, professional training, performance improvement and adequate feedback system which in turn increases employee contribution and ensures smooth productivity of organizations. In order to gain the most benefit and acceptability from performance appraisals it is recommended that a system is developed in consultation with workers and managers, and clear links are established between appraisals and valued rewards and outcomes (Duraisingham V. and Skinner N. 2005).
Appraisal is the evaluation of the worth, quality, or merit. In the organizational context, performance appraisal is a systematic evaluation of personnel by superiors or others familiar with their performance. Performance appraisal is also described as merit rating in which one individual is ranked as better or worse in comparison to others. The basic purpose in this merit ranking is to ascertain an employee’s eligibility for promotion. However, performance appraisal is more comprehensive term for such activities because its use extends beyond ascertaining eligibility for promotion. Such activities may be training and development, salary increase, discharge, etc. besides promotion.
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
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
Human resources help senior management to identify the manpower requirements in order to meet the organization long term goals. Middle management uses human resources to monitor and analyze the recruitment, and compensation of employees. Operational management uses human resources to track the recruitment and placement of employees. This paper will take a look at the overall progression of human resources, its impact within an organization and current trends related to human resources.
Performance appraisal is act as a tool to assist in the employees’ behavior reinforcement. A performance appraisal activity was carried out in the Cavendish Hotel. It is a formal conversation between the appraiser and appraisee – the divisional manager and the front office manager. Hutchinson (2013, p.119) explains that performance appraisal is dynamic process that requires appraiser to observe and review appraisee past actions; to pose judgement on the appraisee performance; to provide feedback and design adequate training to develop employees’ skills and strengths. The purpose of performance appraisal is to manage the employees’ performance in order to achieve high levels of organizational performance.
Although performance is a major objective at top organizations, successfully addressing poor performance is also a key focus. Although many employees feel or dread performance appraisals they are directed to enforce clarity with individual employees day-to-day work-load, performance appraisals develops responsibility while making employees accountable for performance expectations, reinforces future career planning, helps the organization with determining training needs, and provides a stem of documentation for legality purposes. Performance management in detail is much broader than many employers, and employees assume and necessitates so much more. Proficient appraisals should represent a summary of on-going dialogue. Focusing only on an annual performance evaluation leads to misrepresentation of the performance management process in its
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
...organizational annual pay and grading reviews, Performance appraisals generally review each individual's performance against objectives and standards for the trading year, agreed at the previous appraisal meeting. Performance appraisals are also essential for career and succession planning - for individuals, crucial jobs, and for the organization as a whole. Performance appraisals are important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. Performance appraisals provide a formal, recorded, regular review of an individual's performance, and a plan for future development.
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.