By integrating human resources management (HRM) into the Hospital planning process and emphasizing human resources (HR) activities that support the Hospital's mission and goals, hospital departments are able to ensure that the management of HR contributes to mission accomplishment and managers are held accountable for their HRM decisions. Strategic human resources management...strategic alignment...alignment with Hospital mission accomplishment. These are just a few of the terms being used to describe the new, evolving role of HRM. What do these terms really mean? If you were to ask Hospital employees and managers, you would probably get a wide range of answers. So, it's important to establish from the beginning what is really being talked about. HRM alignment means to integrate decisions about people with decisions, about the results that the Hospital is trying to obtain. Although many National Performance Review initiatives, such as downsizing, reorganizing, streamlining, and delegating HR authorities, were meant to improve HR's ability to focus on organizational issues, they have not taken hold as quickly or thoroughly as hoped. Therefore, HR is still doing most of the process work, and its ability to focus on alignment has been limited. However, as HR's role in a company's planning, activities, and decision-making advances -- and it is advancing -- so too will the alignment of human resources management with agency mission accomplishment. One way this is taking place is through Individual Performance and retention. Individual Performance and Retention Memorial Hospital provides their employees with job security, which signal a long-standing commitment to their workforce. However, if Memorial was an employer th... ... middle of paper ... ...ance Evaluation/Appraisal Process Like so many other processes in business, appraisals can be a terrific forum for review, development and communication. This can also be a waste of time for all concerned. Memorial considers PE/A's useful because they're two-way, they're thoughtful, and they offer acknowledgement, support and motivation. HR has found that the employee's feel taken care of, they're being given "quality time" and attention and it's a chance to take a step back and gain some perspective. Here's why they are often meaningless: they're rushed, they're one-way, they refer to things that are no longer relevant, people lie, and the real issues don't get dealt with. Fear, uncertainty, collusion, duplicity, embarrassment, laziness, guilt and sheer incompetence are among the reason why appraisals are often not worth the paper they are written on.
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 appraisals are used administratively whenever they are the basis for a decision about the employee’s work conditions, including promotions, terminations, and rewards. (Gomez-Mejia, 2012, p.223). Performance appraisals compare work performed against measurable objectives that the employee and supervisor agreed to at the beginning of the appraisal period (smallbusiness.chron.com). If the employee does not meet the objectives as agreed upon, this may have a downstream effect on their salary, chances for advancement, and it could lead to termination. The manager plays a critical role in the administrative process of the performance appraisal. When the manager conducts the performance appraisal, it must be thorough, accurate and performed on a timely basis. In a situation where the employee is terminated due to their appraisal and rating, the business might find itself having to defend its validity.
In addition, participant acceptance of the performance appraisal system is perceived to be a crucial element in appraisal effectiveness. Supervisors and subordinates must also have a joint view on the performance appraisal purpose and believe that it is beneficial to them on the individual basis.
Ramlall, S., Welch, T., Walter, J., & Tomlinson, D. (2009). Strategic HRM at the Mayo Clinic: A case study. Journal of Human Resources Education, 3(3), 13-35. Retrieved from http://business.troy.edu/jhre/Articles/PDF/3-3/31.pdf
Finally, the timing of appraisals could be rectified by implementing quarterly performance appraisal instead of annual ones. Having managers meet with employees more frequently may enhance individual performance by giving employees the feedback they need to improve. Also, increased appraisal may result in more accurate evaluations because it is easier to recall specific performance indicators after 3 months versus after 12
Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation, flexibility and competitive advantage. In an organization SHRM means accepting and involving the HR function as a strategic partner in the formulation and implementation of the company's strategies through HR activities such as recruiting, selecting, training and rewarding personnel (Sinha, 2007). This is the effective way of organizing the workforce by the adoption of a specific strategy, where employees' performance can help to achieve the planned organizational targets, such as increasing revenue or improving the profit margin. However, there is no common strategic human resource definition that fits every situation (Lotinggi, 2008). This paper will focus on strategic human resource management at Smarte Carte, Inc. and attempt to make a determination if the company uses SHRM effectively or if there are areas where improvements could be made.
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.
Human Resource Management is defined as the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, 2010). A more detailed definition is given by the Society for Human Resource Management which states that “human resource management is the function within an organization that focuses on recruiting, managing, and providing direction for the people who work in the organization” (Schmidt, 2011). The role that human resource management plays is the most vital in all business organizations. This importance is easily seen in running a health care facility. Human resource in health care is important in improving the overall patient health outcomes and the delivery of health care services.
In summary, appraisal forms are the key instruments used to measure performance. Care and attention are required to ensure that the forms include all the necessary components. More importantly, it is important to remember that one size does not fit all and different components are appropriate based on the purposes of the appraisal. (Aguinis, 2009, p. 143)
One of the most important benefits of having a performance appraisal system in the company is the opportunity to enhance th...
A performance appraisal can be judged in on how well it achieves its strategic objectives. The performance appraisals can help you to adapt performance evaluations to meet company needs. A performance appraisal is needed to help reach company goals and objectives. It is used to help promote from within and to recruit the right candidate applying for a job with the
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.
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
...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.