Human Resource Management: Key Elements and Contemporary Approach to Performance Appraisal

Running Head: HUMAN RESOURCE MANAGEMENT
Essay
Human Resource Management
Australia
4/26/2018

HUMAN RESOURCE MANAGEMENT 1
Human resource management
Key elements of the human resource practices in any organization are the human resources
and the operating systems. The management aims to get an effective co-ordination of
operating systems and human resources. This management of human resources is practiced
by the HR management team of the organization. Management practises many activities in
order to maintain this co-ordination between the human resources and operating systems.
During these practices the job satisfaction of employees is very important to get the most
efficient output of the employees. One of these practices, appraisal of the employee
performance, is an activity of much importance. Since employees play a vital role for the
company in determining its survival (Szlavicz, Berber & Lekovic 2014). This appraisal is
associated with the responsibilities and roles of the employees, to make them perform at their
highest level of efficiency and effectiveness. The effectiveness and efficiency of the
employees has been improves as a result of constructive performance appraisal.
Organizations use different appraisal methods and approaches of their respective advantages
and disadvantages.
While working as a HR director I used the contemporary approach, for the performance
appraisal of the employees, which was associated with the employees as individuals. I used
this performance appraisal as the contribution to the development and motivation to the
employees as well as a human resources planning activity. This appraisal, in a contemporary
approach, emphasized the employees that they have lot of potentials which can be explored
and expanded. In terms of roles and responsibilities, to perform at the highest efficiency of
individuals work competencies, this performance appraisal was more constructive. This
appraisal involved two key elements, named as, ratees and raters. These elements were

HUMAN RESOURCE MANAGEMENT 2
essential to conduct the appraisal but both of these elements needed to refer to the same
vision and mission of the respective organization. The whole activity of rates and raters was
supervised by the board of directors. As a HR director I had to conduct these activities but the
supervision was needed from all the members of board of director. Therefore, I selected the
member of board of directors as the “Appraiser” for this appraisal as their designation itself
would create the psychological motivation to the employees.
The measurement of an appraisal can be categorised into three different activities as
measuring Traits, Behaviours and Results (Ahmad & Bujang 2013). In my appraisal
programme I had used the second one that is the behaviour. This method of measurement, in
an appraisal programme, is known as Behaviourally Anchored Rating Scale method. This
method was initially designed to analyse the benefits of both quantitative and qualitative data
of the employees for their assessment in the performance appraisal programme. BARS
compare the performance of an individual against the specific elements of the behaviour
which are anchored in the form of numerical ratings on a scale (HRZ 2018).
Performance appraisal is defined as a continuous process in which all the raters will judge the
rate their ratees. Although raters review the performance quarterly, ratees will be observed
consistently for the entire working period (Cintron & Flaniken 2018). As an HR director I
had selected the HR executives as the raters and the 400 employees working the organization
as the ratees for this appraisal. The evaluation of the ratees should be on the basis of some
specified standards for the better understanding the evaluating statement to the raters and
articulated for the people (Paul et al. 2014). These standards are important for several reasons
like; to achieve the goal of the organization, to motivate the individual or a team for efficient
performance, and these standards can also be used to weight and measure the performance
impact of the employee. In this process monitoring of the employees was done on a timely
basis. This monitoring is important to ensure that the impact and enhancement in the