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Introduction to Human Resource Management : Doc

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Added on  2021-02-21

Introduction to Human Resource Management : Doc

   Added on 2021-02-21

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Table of ContentsINTRODUCTION...........................................................................................................................1Positive and negative impacts during appraisal and effect of them on psychological contract..1Positive and negative impacts of appraisal.................................................................................3Organisational recruitment & selection policies and procedures together with content of bestpractice........................................................................................................................................3Utility of reward packages by company for inflating motivation without increasing thesalaries.........................................................................................................................................5CONCLUSION ...............................................................................................................................8REFERENCES................................................................................................................................9
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INTRODUCTIONEvery organization have HRM department to which use to manage resources for effectivebusiness environment (Alfes and et. al., 2013). The main purpose of HRM in organization is torecruit employees, hiring the best candidate and deploying the employees as per the requirementof each department. HRM is responsible for implementing policies for benefit of company aswell as employees. The term HRM was used in early 1900s, which elaborate the working cultureof organization. The main objective of Human resource department is to minimize the resourcesand generate profit for organization in long run. In other words, HR manger is responsible fortanning and development for employees to improve their efficiency while performing their task. Positive and negative impacts during appraisal and effect of them on psychological contractPerformance appraisal is structured process, in which employees performance is beenevaluated by the HR of an organization against the set standards by the supervisor (Budhwar andDebrah, 2013). Performance Appraisal include job performance, quality of work, output ofindividual, attitude toward work, cooperation among team members etc. It can be describe asperformance rating technique which is carried out to identify the ability and skills of employeesfor future growth and profitably. The main purpose of the appraisal is to promote employees onthe basis of performance competence. To determine the requirement for training anddevelopment programme for employees if they not performing as per the requirement ofcompany. T also provide the information regarding the confirmation of each employees whenthey are hired on probationary basis and after the completion of their term. Performanceappraisal take decision regarding the hike in salaries of employees and it also look after theirincentives. It also give insight to employees of their performance and where they stand amongtheir team members. Performance appraisal have 6 process in which are discussed below.Establish performance standards: Performance standards are not impulsive in nature,these performance standers are important at every job position because it it fulfil basicrequirement of mission and vision of company (Chelladurai and Kerwin, 2017). Performancestandards are established through job assigned to employees or with operational manual providedby organization. These kind of standers can be change as per the needs and requirement of thecompany. It include every aspect of organization from attendance to the sales goals. If some1
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employees passes the standers as per the company it may create problems among team membersand on their morale.Employee communication: Performance standers are not enough for a successfulventure. Communication is an important factor for any company and managers should clearlycommunicate these standers to their employees (Huselid and Becker, 2011). Organizationdistribute the hand written manuals, but there should be sessions on company main objective.There should be regular meetings and reviewing programme for employees, that explain thatevery individual must meet the minimum requirement for eligibility for promotions in thecompany.Measuring employees performance: Company employees regularly check theemployees performance and evaluate their appraisal on the basis of collected information. Salesgoals of employee must be reviewed on the monthly basis and attendance and punctuality mustbe reviews on the daily basis. Because performance of the worker directly effect the companygoal and objective (Renwick, Redman and Maguire, 2013).Employees feedback: Employee feedback help the company to understand theemployees capabilities and his skills. HR manger should personally meet the employees andprovide feedback in the areas where employees and his team need to improve. This will increasethe company efficiency and employees will et motivate to perform better in future. Make surethat all the feedback should not be bias and communicate the employees in a professional and inproper manner.Compare employees metric: Making a standers metric of performance is importantbecause it help in keeping the track of employees task. Every organization and their employeesare different in every aspect (Marchington and et. al., 2016). It is important to compare toevaluate the performance of every employees with their collogues, because it clarifies aboutemployees ability of completing task with others team members.Action plan development: Company should set a future plan for performance appraisaland set goals for employees and taken action where it should be needed for betterment oforganization. Without aim or objective company can not generate profit and employees will nounderstand the actual target which they have to achieve. 2
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