HR Practices and Tools for High-Performing Employees

This article discusses how to use HR practices and tools to become a high-performing employee. It covers interesting HR topics such as training, performance management, teamwork, and empowerment. The article also explores the role of an HR manager and how it has changed over time. Finally, it includes a letter to the reader's future self about the importance of HRM in a high-performing organization.

HRM

1. How will you use the knowledge of HR practices and tools you acquired this
semester, to be a satisfied and high-performing employee in the future?
To be a satisfied and the high performing employee, my major focus is going to be on the
competencies, skills and the abilities which are required for the project. I would focus on the
materials, data and the information that is needed in order to work on system facilities in
effective manner. The centralised structure will help in bringing the people together and
collaborate to produce better outputs. My major focus has to be on evaluating the financial risks,
preparing the financial forecast and handling the position analysis in an effective manner. A
coordination with the other team employees, team work, communication could be some of the
basic necessities for me to match the requirements of the project. To work in unity, I also shall be
able to take every precaution, help the people at work, supper personal protective equipment and
immediately report the critical injuries so that the action could be taken soon. According to the
Employee Assistance Program (EAP) it has become easy to work and reach the wide range of
services with better health and wellness. It also ensures the safety and improvement in cultural
differences. The organisations need to work on approaching to diversity and handling the health
and safety in effective manner. The performance management helps in ensuring the activities of
the employees and outputs that contribute to the goals of organisation (Steen et al., 2016). It will
help in providing better feedback to the employees that requires the activities and outputs as
desired. The effectiveness of performance management system could be mapped through
defining the sources and evaluating the criteria of reliability, acceptability, fitting with the
strategy and specificity. The criteria are mainly to fit with the aims at achieving a better
employee behaviour where the mindset is to support the organisation strategy goals and culture.
The validity is measured through minimised contamination, better attributes and behaviours for a

balanced scorecard. The performance improvement need to ensure that the employee’s review is
securely protected with retention only for a specific period that is accessible to employees. One
can drive success and performance management needs to meet the effectiveness in an
organisation. The benefits for the better working employees includes the contribution to
attracting, retaining and motivating the employees. Here, the laws mainly require employers to
provide benefits with creative benefit package (Steen et al., 2016). The defined contribution
plans tend to specify contributions made by the employer and the employees with pension
benefits which are based on accumulating contributions and investment returns. One also need to
address the differences and offer set of alternatives to choose types and amount of benefits. The
employees become aware of the value with high administrative costs and employee selection of
benefits could be helpful in increasing the costs. HRM has been effectively able to help in
improving the standards and functioning in the system, where the focus is on how employees are
examined and recruited depending upon their capabilities and their skills. A proper job analysis
and defined positions help in bringing a change to the organisation.

2. We covered many topics in our HR course this semester. What are some of the
specific topics that you found most interesting? Why? What are you still curious
about?
Some of the topics I found interesting are:
a. Training learning and development which focus on the challenging jobs at Facebook. The
employee development is another major factor with key ingredients in competitiveness
and properly planning the training programs. In this, there is an organisation, person and
task analysis which needs to be done considering the job environment, safety and time
constraints. The training programs clearly teaches about handling the ill-discrimination in
the company (Steen et al., 2016).
b. The management of employee performance helps in ensuring the employee activities and
outputs contributing the organisation goals. The major steps are set for defining the
performance for company divisions and departments with better development of
employee goals, behaviour and actions to achieve the outcomes. The performance of an
employee is effectively measured not through any biased decisions but a combined
feedback from all the employees. This helps in giving a clear image of the work and
efforts, an individual has put in.
c. The human resource management leads to high performance. As per the analysis from the
TELUS reports, the results include the high-level management with reduced carbon
emissions and net cash flow savings. The focus here is mainly on making right decisions
about the organisational structure and human resources. This will help in improving the
outcomes of a high-performance work system with satisfied and engaged workers
focusing on low absenteeism.

d. The teamwork and empowerment help in giving employees a sense of responsibility to
make decisions in different aspects. Along with this, one contributes to high performance
with employee ideas and expertise. The key features are the learning in organisation,
learning culture where the employees are valued (Steen et al., 2016). The job satisfaction
of the employees is important factor which helps in providing complete assistance to
address the issues like the stress, work/life balance. The designed complexities and the
establishment of the clear roles are through reinforcing the shared values and setting a
better satisfactory pay level.
e. To improve the functioning of the system, it is important to maintain good relations
which emphasises on the skills of the managers who can work on handling the conflicts
and focusing on win-win solutions.
The curiosity after analysing all the work is mainly about how the company is able to mark up its
steps of privacy, and try to equalize the work between the employees. It is certainly tough for a
person to develop skills and confidence as there are some people who are not motivated even
after getting a proper training. But still the employees are able to create an environment with
performance to potential. The curiosity is also about how to generate awareness of the cross-
cultural sensitivities among the managers globally and hiring the staff across the geographic
boundaries. The training is done upon the cultures and coordinating to the higher degree of the
cultural control. The integration of mechanisms with requisite skills is a challenge along with
promoting a corporate culture which is same that the local sensitivities that taking care of. The
personnel management also need to focus on the ensuring needs of the workforce as they pertain
immediate concerns should be taken care of.

3. What are your perceptions of what an HR manager/professional does on a day- to-
day basis? Has this perception changed as a result of taking this class? If yes—why?
If no—why not?
According to me, the major role of HR professional is to handle the employment, scheduling the
interviews and taking care of the rewards that has to be given to the employees, at the end of the
year, for the hard work they put in (Steen et al., 2016). Along with this, a proper schedule of the
training and handling activities which include the employee engagement and bringing the people
at work closer enough rather than being competitive. The task is full of effort to analyse the work
and design the jobs which are set in accordance to obtain information with methods of how the
job can be done effectively. The HR management needs to focus on the employees and their
ability to communication, willingness to learn and support from family. All the training and
development programs could improve the cross-cultural preparation for a global assignment. The
performance management applies to the legal requirements where the behaviours are rated, and
performance is measured depending upon the rating. HR also focus on the workplace health and
safety along with identifying the rights and responsibilities of employees. This helps in creating
an environment where individuals feel valued and able to perform according to their potential as
well. The employment equity rights of the women, persons with disabilities and the minority
group rewards and payment are looked over by HR professionals.
The perception has been certainly changed with time and evaluating the factors in the lessons
learnt as it includes learning and development. With this, motivation and efforts are important for
improving the behaviour of human capital along with organisation performance (for quality,
profitability and customer satisfaction) (Steen et al., 2016). The department has to also deal with
different efficiency and commitment to quality to understand the business, the industry and the

competitors. With these lectures, I also understand that the HR needs to focus on ability to profit
without deploying the resources. Here, the evidence is based on collection and using data to
show the HR practices which have major positive influence. The productivity improvement,
outsourcing, mergers and acquisitions and expansion in the global markets is mainly the HR
department work. Th system and processes include the cultural and change steward to develop
and value the culture, with implementing better workplace policies. The credible activists tend to
deliver results with integrity which is considered a major competency for the HR profession. HR
also try to help in increasing the level of team work by bringing the employees closer through
different co-curricular activities. The employment relationship tends to change with alternative
working arrangements, handling the contract workers, temporary workers etc. It is important to
align the HRM processes with the globalised requirements which will help in providing new
markets with millions of new customers. The expansion in the global market advancement in
technology, culture, education, economic and political system affect the international markets of
HRM. Here, workforce planning needs to be done effective with conducting performance
appraisals so that the employees are kept motivated(Steen et al., 2016).

4. Write a letter to your future self about the things you learned in this class that will
be important to you as a happy and successful manager/leader in a large and high-
performing organization in 2025.
Today, I can say that teachers and studies are surely a boon for life as they clearly depict the
individual image of the person and help in progressing in their future. The HRM lessons have
been very effective to me as it helped me to be determined for becoming a successful leader in
the large and high performing organisation. The coordination and tackling with different
problems, at work, are totally different and brings me a setback that human resource
management is certainly important for the employee engagement. Considering myself as a leader
of a project in a company, I look forward to the technology, structure and how to make full use
of resources and opportunities to achieve the organisational goals. The decisions of the
technology, managing the higher sales and the higher profits, innovation and knowledge sharing
factors could lead to great productivity and standards. Hence, it is important for me to contribute
to the high performance with proper employee engagement. A teamwork is important for giving
employees a sense of responsibility and authority to make decisions regarding the different
aspects of product development or customer service. It also helps in contributing to high
performance with fuller use of employee’s ideas and expertise. The knowledge sharing and
learning supports oneself to engage a continuous learning with critical and systemic thinking.
With this, I also focus on monitoring the job satisfaction to hire employees, with helping address
issues like the stress or the work and life balance. It is important to establish clear and
appropriate roles that helps in encouraging social support and reinforcing the shared values to set
a satisfactory level of pay structure and policies. The association of the employee engagement is
with higher profitability, productivity and employee retention (Steen et al., 2016). I have also

learnt that it is important for the manager to focus on performance management, training and
learning to achieve the goals and identify the situational constraints. The evolving concepts are
related to the environmental and the economic concerns that focus on decision making, strategy
and operations with a responsible business. For the young intelligent employees, it is important
to focus on sustainability and integration of personal values and professional goals that will
foster a sense of community to increase the satisfaction and retention of the clients. A proper
processing and computation of the calculations involve reviewing and documentation by the
HRM decisions and practices (Steen et al., 2016). The decision support systems work on helping
managers to solve the problems with expert systems that support decision by incorporating
different decision rules used by the people. When it is about work, an individual has to
coordinate with the job designing, recruitment and selection, training and performance
management. The technology plays a major role in improving the efficiency and effectiveness of
the functions of HRM. The value based commitment is to safe operations where the employers
and the employees tend to share responsibility for a healthy work environment.

References
Steen, S. L., Noe, R. A., Hollenbeck, J. R., Gerhart, B. A., & Wright, P. M. (2016). Human resource
management. McGraw-Hill Education.