Foundations of Human Resources: Performance Appraisals, Employee Teasing, and Work-Life Balance

Foundations of Human
Resource

Table of content
MAIN BODY..............................................................................................................................................3
1. Important to undertake performance appraisals and suitably reward performance at this
organization and types of performance appraisals, and employee benefit and compensation schemes
would work best for organization............................................................................................................3
2. Problems at the organization around employee’s teasing one another and HRM strategies and
functions would deal effectively with this behavior before it turns into bullying....................................5
3. Employee well-being, work-life balance projects important in the workplace and suggestion of what
might be suitable for the organization’s employees and justify your recommendations..........................7
4. Recommendations for each of the above*, explanation of HR interventions should be measured and
goals could be set so the HR intervention’s success can be measured.....................................................9
REFERENCES......................................................................................................................................12

MAIN BODY
1. Important to undertake performance appraisals and suitably reward performance at this
organization and types of performance appraisals, and employee benefit and
compensation schemes would work best for organization
Importance of performance appraisals and performance rewards
Involvement of different performance appraisals is useful for organizations. And it requires in
profit and nonprofit organization as well. Performance appraisals assist in communicating with
employees on how they are performing in their role, areas that gives benefits in future growth
and provide an agreement on new objectives and creating a plan to meet the set objectives (Lollo
and O’Rourke, 2020). It is important to undertake quality performance appraisals here at
Inclusive Future Education Australia (IFEA) as research suggests that when conducted well,
performance appraisals can increase job satisfaction, organizational commitment, and decrease
employee turnover. Individual who decide to build their career in IFEA industry almost people
prefer to get performance appraisal, also not only in this industry on the other hand multiple
industry prefer this term to build career in where they get performance appraisal.
As IFEA has indicated some of their staff haven’t maintained the skills required to
service their current roles. I believe implementation and involvement of performance
appraisals at IFEA will assist the human resource manager and the employees in knowing the
level of their current skills and areas for professional development. This is going to be a
positive influence to create a positive bond between management and employees and
improve the communication within the organization.
Within IFEA industry its important term to involve performance appraisal because it has
power to influence experts performance and develop efficiency in education distribution.
Stone lists quite a few appraisal systems to consider before implementation, these include,
ranking, grading, graphic scales, critical incidents, behaviorally anchored rating scales,
behavior observation scales, essay description, management by objectives, the balanced
scorecard, and assessment centers.

As part of the performance appraisals, it is important IFEA include suitable rewards
based on performance which is useful or beneficial for work culture long term sustainability.
It is important to include a form of reward whether it can be financial or non-financial
rewards as a result of the employees meeting the objectives set during their performance
appraisals. Rewards have been proven to increase motivation amongst employees, improve
job satisfaction, entice potential employees as part of the employee value proposition and
increase an employee’s commitment to the organization. Involvement of rewards, other
essential benefits also part of performance appraisal in organization play effective role in
growth and expansion of higher consistency.
Performance appraisal suggestion
I consider that the most suitable performance appraisal system for our organization is the
management by objectives method. Now that IFEA has established their organizations goals,
each manager can sit down with the employee’s individually to establish their personal
objectives. A benefit of this method is that employees can communicate their own goals and set
their own targets and timeframes in which they can be achieved Regular performance appraisals
will ensure the necessary skills are maintained and IFEA do not find themselves in a position
where hiring is required because of staff lacking skills.
Once objectives and targets have been set, continuous monitoring is required to ensure they are
being met and any necessary adjustments are made. From here, managers can evaluate
performance, provide feedback and determine if the employee is eligible for the additional
compensation associated with meeting their targets (Dundon and Rafferty, 2018).
Employee benefits and compensation scheme suggestion
To coincide with the performance appraisal method of management by objective, I believe it
would be appropriate that we first look at introducing low-cost benefits to across the board to all
our employees. Within IFEA organization employee benefits and compensation scheme
suggestion mainly includes provide monetary values in specific time and engage continuously
increment which helps to encourage individual for their performance effectiveness.