Human Resource Management: Individual Performance Measurement in CERA

Running head: HUMAN RESOURCE MANGEMENT
HUMAN RESOURCE MANGEMENT
Name of the student
Name of University
Author note

1HUMAN RESOURCE MANGEMENT
Executive Summary
The aim of this paper is to analyze the human resource scenario of a hypothetical
company where the task of the assignment is to solve the individual performance
measurement structure of the company. Firstly, it will try to identify the problems associated
with the company starting from the basic structure of the company to the process of earning
incentives. Then, it will identify the problems focusing on the current limitations of the tool
and try to provide better alternatives. Lastly, the paper shall provide a conclusion for the
improvement in the human resource management of the organization.

2HUMAN RESOURCE MANGEMENT
Table of Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................4
Limitations of CERA’s individual performance measurement..............................................4
Importance of individual performance measurement............................................................4
Limitations of Individual Performance Management............................................................5
Evident Limitations of Individual Performance Measurement in CERA..............................6
2 Alternative management approaches for CERA.................................................................9
Balanced Scorecard System...................................................................................................9
Individual Reward and Recognition.....................................................................................11
Conclusion................................................................................................................................12
REFERENCES.........................................................................................................................13

3HUMAN RESOURCE MANGEMENT
Introduction
Every organization runs its daily business with the help of several elements. One of
the key factors is the human resource. Human Resource managers have a tough task to
appoint the right candidates to the required job and to provide the employees their right
compensation in terms of quality and quantity of output. Measurement of output is an integral
task of every concerned Human Resource Manager. On the other hand, it is important to align
the output of the employees with the requirement of the organization. Keeping the employees
content with fair remuneration and appreciation is also important s this will help the company
to sustain in the long run as finding efficient employees is not an easy task. The managers on
the other hand must be unbiased towards factors such as background, nationality, age,
ethnicity, caste, creed and so on. As the customers of a company can represent any
background it is the role of the human resource manager to recruit employees who can fulfill
the needs of the customer directly or indirectly in the business (Collings, Wood&Szamosi,
2018).
The concerned case study is related to the performance of the Human Resource of
Civil Engineering and Research Associate, an Engineering Based Organization in
Australia. The Human Resource Manager of the Company is Israel Tobin and is addressing
the problems and asking for probable solutions to the problem. As, the case is highly related
to the employee’s individual performance measurement, it shall first discuss the process, the
scenario currently prevailing in the company. Then it will provide an insight into the case
study.
Individual Performance Measurement maybe defined as a process which involves
collection, analysis and reporting the collected information related to the performance of