HRM: Goal Setting and Employee Performance Appraisal

HRM

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
CASE 1: GOAL SETTING..............................................................................................................1
1...................................................................................................................................................1
2...................................................................................................................................................1
3...................................................................................................................................................1
4. .................................................................................................................................................2
CASE 1: MARY COREY’S CASE.................................................................................................2
1...................................................................................................................................................2
2...................................................................................................................................................2
3...................................................................................................................................................2
4...................................................................................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Human Resource Management (HRM) is a role within venture which has been designed
for boosting employee's performance so that individual can achieve their strategic goals and
objectives. HRM is related with management of people within business enterprise and focuses on
different practices. This document has been prepared by reviewing two case scenarios where
different HRM practices will be taken into consideration.
CASE 1: GOAL SETTING
1.
Brook is manager at Financial Security Investments. There exist different brokers as well
who focuses on increasing the clients so that they get more of the investment and able to develop
sound relationship with clients. However, Brooks is not happy as Leslie who has joined a year
later after he did have been made vice president for strategic division. Brooks is not happy with
the appraisal process. Brokers are also not satisfied because Baskin also made her own team and
made strong relationship with top management team and start dealing into big projects. Top
management team has only seen this and put her ahead over Brooks. Therefore, the performance
appraisal which firm is using is not upto the mark as employee's are getting dissatisfied and it
can lead into high employee turnover (Edgar and Geare, 2005).
2.
According to Francis and D'Annunzio‐Green (2005), manager of cited venture need to
have 360 degree appraisal process in their organization so that employee performance can be
judged by taking necessary feedback from superior, subordinates and peers. Moreover, Edgar and
Geare (2005) argued that the behaviour of manager is also not good as priority is given to women
as compared to men and the efficiency is not judged on basis of performance. Brooks manager
only said that “she is just really good” without giving any further information. Brooks is senior
then Baskin and therefore, citted firm should not discriminate employee's on basis of designation
3.
Goal setting table
Team leader Motivates team members, keep them engaged
and committed towards their work