Human Resource Management - Sample Assignment
Added on 2021-05-27
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Running head: HUMAN RESOURCE MANAGEMENTHUMAN RESOURCE MANAGEMENTName of the Student:Name of the University:Author note:
1HUMAN RESOURCE MANAGEMENTIntroduction In the modern globalized era, it is considerably undemanding to achieve accessibility tothe competition’s technological, expertise, knowledge and products. With regards to internet andtechnological advances as well as product differentiation is no longer considered as afundamental competitive improvement in most business sectors. As a result, certain significantquestion has been arising related to the efforts businesses are making in order to become moresuccessful than the others. Organizations with enthusiastic, motivated and expertise employeesserving exceptional service to their clients have the possibility to surpass in the competitiveindustry and further become competitively advantageous (Rummler & Brache, 2012). It has beennoted that only individuals can execute things effectively and produce a sustainable competitivebenefit and gains. Performance management systems are regarded as the essential tools in orderto transform the talent as well as the level of expertise of employees and motivation into thedomain of strategic business development. The concept of performance management is known asan enduring process of recognizing, categorizing, evaluating and enhancing the level ofperformance in organizations by associating the rate of performance of each individual as well asobjectives to the overall missions and objectives of the organization (Gruman & Saks, 2011).The report aims to evaluate the performance management process and further provide anunderstanding of the way performance management process acknowledges and supportsemployees. In addition to this, the paper will shed light on three significant performancesappraisal methods namely self-evaluation forms, psychological ability and 360 degree feedbackby analysing the role and importance of rating scale within an organization. Discussion
2HUMAN RESOURCE MANAGEMENTRole of Performance Management Process in OrganizationsThe concept of performance management is regarded as a communication process by whichmangers, supervisors and employees perform together in order to strategize, plan, administer andreview the performance objectives as well as overall contribution of an employee to theorganization. The role of performance management can further be defined as an essential andfundamental part of any transformation procedures as it aims to evaluate the way effective plansand strategies are executed within the business process of an organization (Trkman, 2010). As aresult, an appropriate review of what comprises good performance and the way variousdimensions of high and improved performance level can be evaluated and is critical to preciseframework of an effective performance management process. A well-structured efficient conceptof performance management process entails six significant components namely organizationalgoals as well as objectives that is regarded as way of strategic planning, individual employeesperformance and development, employee performance evaluation, performance assessment,enduring review and induction along with recognition and rewards system (Walker, Damanpour& Devece, 2010). However, it is significant to note that few organizations have beenimplementing their existing performance methods in effective ways. In several businessenterprises, performance management refers that managers and supervisors must conform to theHR departments appeal and fill the gaps of tedious, ineffective review forms. In order to execute the performance management process in a more proficient andeffective, managers must learn to excel the procedures and further apply it consistently. Forexample, the Federal Competency Assessment Tool Management (FCAT-M) evaluates whetherand to the degree to which managers in an organization possess specific expertise andcompetencies (Bouskila-Yam & Kluger, 2011). However, one of these proficiencies is known as
3HUMAN RESOURCE MANAGEMENTthe Understanding Performance Management Process and Practices. It has been noted that amanager equipped with such proficiencies will have the ability to focus on employeeperformance and efforts on attaining organizational as well as individual goals and objectives.An effective Performance Management process functions as a systematic process of: Planning work and establishing expectations Persistently administering performance Enhancing the performance aptitude Periodically rating or evaluating performanceRecognizing and rewarding good performance Planning work and establishing expectations- Manager must aim to meet and organizediscussion with employees in order to create the organizational performance aims andobjectives. Supervisors or managers should effectively establish evaluative purposes thatsupport the enterprise’s tactical and operational plans and further confer with theworkforce while establishing these goals (Dusterhoff, Cunningham & MacGregor, 2014).However, it is in this stage, the manager obtains an opportunity in order to provideexplanation to employees the way performance has a direct influence the way businessand operations will attain goals. Persistently administering performance- Supervisors must focus on examining thedevelopment and progress not only when there has been a development appraisal due buton an enduring basis throughout the timeframe of the appraisal (Thurston Jr & McNall,2010). Effective supervision provides managers with an opportunity to make a coursecorrection or make modifications to the timeline so that employees will generate the
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