Human Resource Management Practices: A Comprehensive Report

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Human Resource Management
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Table of Contents
Introduction......................................................................................................................................3
1. Identify the positive and negative aspects of appraisals and the impact of them on the
psychological contract.....................................................................................................................4
2. How can an organizations reward package be enhanced to improve motivation without
increasing an employee's salary?.................................................................................................7
3. Obtain an organizations recruitment and selection policy/procedure and critically discuss the
content of this in light of best practice.......................................................................................10
Conclusion.....................................................................................................................................13
References......................................................................................................................................14
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Introduction
Human Resource department plays an essential role in the performance of the company.
Recruitment of candidates and their training came under the department of human resource.
Appraisals and their impact on firm also depend on the HR department of the company. Impact
of appraisal is explained in the following report. Importance of the reward system and its benefits
are also highlighted in the company. Benefits of reward system over an increase in salary for the
motivation of employees is also elaborated. The recruitment policy of the firm is explained
clearly in the report. Recruitment policy should be effective so efficient employees could be
recruited. Methods of improving recruitment policy are also highlighted in the report.
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1. Identify the positive and negative aspects of appraisals and the impact of them on the
psychological contract.
Performance appraisal is the method of appraising the performance of employees working in an
organization. Assessment of the performance of employees in a month or year is determined by
this performance appraisal. This method has advantages as well as disadvantages. The essay will
focus on both the advantages and disadvantages related to this.
Positive aspects of appraisal are like Documentation, Structure, Feedback, Annual planning,
clarify expectation. Performance appraisal provides information related to employees regarding
their performance in the forms of documents(Cascio, 2015). These documents are very important
for the firm, and it makes documents act as proof for the company as well as for employees. The
file could be maintained regarding employees performance, which can judge the efficiency of
employee and amount of output achieved by that employee. Another one is Structure in which
Data can be presented in the form of structure which can help managers or higher officials of the
company to discuss performance with the employee. This structure is very important as stepwise
analyze off the performance is present in it. Moving to third is the point is Feedback, if the
performance of an employee is not significant in the appraisal then feedback could be given to
employees and the expectation of the firm from the employees can also be explained to its
employees. It helps in understanding employees the goals they should achieve while performing
for the company(Noe, et al., 2015). Further points are Annual Planning in which with the help
of collected data and information of the employee during the performance, it becomes possible
for the company to do annual planning according to the efficiency of employees. This planning
helps in achieving future goals and company can determine its strength as the efficiency of a
company depends on its employee's performance and output they are giving to their company.
Last but not the least is to Clarify expectation and in this process clearly explains about the
expectations the company have from its employees. It creates a vision in the mind of employee
regarding the performance, the company is expecting from employees, and the company also
clarifies the demand they have regarding output from their employees. Clarification is present in
mind of both the company and the employees(Renwick, et al., 2013). The tasks could be
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achieved more effectively by this practice, and both employees and managers can give suitable
profit to their company.
Since it has been discussed regarding the positive aspects, here are a few Negative aspects of
appraisal.Negative experiences are the process if not completed properly then it could be
negative for employees and company also. Hence, it is very important to imply this practice
properly so that a positive experience can be experienced. It could be achieved through proper
training.
Few points to be mentioned here are a time-consuming, stressful workplace, waste of time,
natural biases. Performance appraisal is a very time-consuming process, and it could create a
problem for managers as well as employees. This time is taken to complete this procedure
because information of an employee is collected regarding its performance. Performance of
month or year is required in it. Thus it could be said that this practice is time-consuming for the
company. Secondly, Stressful Workplace leads to Stress created in the firm due to performance
appraisal if the practice is not performed effectively. It could be hectic for both employees and
the company. Thus, proper training should be given to the employees for performing this task
effectively. Stress could be created because employees if get the wrong appraisal, then it could
lower don morale of the employees. The overall environment could be affected due to this, staff
members could not perform properly(Alf, et al., 2013). Proceeding to the third one which is A
waste of time and it results in Whole procedure a total waste of time if not performed properly.
For instance, money is required for performing the performance appraisal. If the department is
not having enough efficiency to practice this, then this money and time would be wasted and the
resources of the company are affected due to this. Significant time is required for analyzing the
performance of the employee and its behaviour, if department performing a task does not be able
to perform this task, then it would lead to waste time of the company as well as of the
employees. Hence the process should be implemented properly, and all the measures should be
taken while implementing or performing the task. Lastly, Natural Biases; have to be removed or
eliminated by the HR department that could take place due to this process(Albrecht, et al., 2015).
Responsibility for achieving this procedure is of the Human Resource department of the
company.
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Moving to further discussion, which is Impact of appraisals on psychological contract; there are
three ways in which psychology of the employees are effected due to appraisal. These are
motivation, demotivation and insecurity. Performance appraisals could act as a motivation
practice for the employee. If the employee is performing well and is productive for the company,
then appraisal will be positive for him. The firm will also provide rewards and incentives to these
type of employees. This makes the employee psychological strong and makes him motivated
towards the company and work. The employee will work with full enthusiasm and motivation for
the company in this case.
On the other hand, if the employee is not performing well and feedback is received regarding the
performance of the employees, then it could lead to creating stress in the mind of the employee.
It could affect its present performance and morale(Paillé, et al., 2014). In this case, it is the
responsibility of the managers or leaders of the company to handle this situation and makes the
employees feel confident for their performance. The employee should itself understand the
requirements for enhancing the performance. Psychological staff should be strong to perform for
the firm. This is the responsibility of the company to provide environment such as employees
feel psychologically strong and confident. Also, the appraisal should be confidential because few
employees feel insecure if they have feedback on the performance, and the appraisal is not
confidential(Kehoe and Wright, 2013).
As a Conclusion; The appraisal could have positive as well as negative for the company. Positive
impacts are documentation, structure, feedback, annual planning. The negative aspects of the
appraisal are also there, which are a negative experience, time-consuming, stressful environment
etc. The impact of appraisal effects on psychological aspects of employees. Thus, the company
should work in such a way that performance appraisal has a positive impact on the psychology of
the employees.
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2. How can an organizations reward package be enhanced to improve motivation without
increasing an employee's salary?
All the benefits offered to employees, including financial profits and other wider facilities came
in organizations reward package. The performance of the employee could be enhanced by the
meaning of the reward package. Firms use this reward package to motivate their employees so
that organizations can get suitable outcomes. The main advantage of the reward system is it is an
attractive system for employees and motivation level could be higher of the employees due to
this practice.
There are different sort of Reward packages to improve motivation without increasing
employee salary. Such as Compensation, time off, recognition employees, catalogue
programs and annual bonus, Employees perform more effective than other employees. These
more productive employees should be given extra facilities in terms of money rather than a
salary. These facilities include incentives, health insurance, accidental claims etc. The deserving
employees if gets these benefits then other employees who are not performing well will get
motivated and will perform for the company. Also, the employee who is getting the profit will
become more loyal to the firm, and it will become more productive for the company. It could be
beneficial as salary is already provided to the employees, but these are the facilities in terms of
money that are making financial stronger excluding of there salary. Thus, employees are
attracted and motivated from these practices as they provide facilities without taking money or
salary but based on the performance of the employee(Messersmith and Wales, 2013). Another
one is Time Off is the practice that is used by companies nowadays on a significant scale. This
time off should be given to employees according to leaves taken or experience of the employee.
Time off should be such that employees are satisfied due to this. Employees if get appropriate
time off then a sense of satisfaction is developed in employees regarding the services of
employees. In this time of the employees can take vacations, which would make them more
enthusiastic when they came back to the workplace. Paid leaves should be increased by the
organization of the employees if they perform better and takes less leaves or offs. The loyalty of
employees for their company is increased due to this practice. Paid leaves are an effective way to
motivate employees, and they came regularly to the office so that they can take paid leave when
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required in the office. Moving to 3rd option, which is recognition employees is the practice that
is economically favourable for the firm, but from the employee's point of view, it could be very
effective. The best way to practice this task is to appraise their employees in front of all the
employees. This way is preferred because employee getting the appraisal would be motivated as
well as other employees also get motivated to achieve this appraisal. Certification related to
employees performance or trophies should be given to the employees who have been recognized
by the authority. Handwritten notes from mangers or higher executives should be given to an
employee who has been recognized(Birasnav, 2014). It is due to the reason that most of the
employees get enthusiastic when people of higher post appreciate their performance. This
recognition is based on the behaviour of employees, there performance and attitude towards the
firm. If the employee stands on all these, then only a particular employee should be recognized,
and the certification or any other appraisal discussed above should be given to him accordingly.
The fourth one is the Catalogue Programs wherein these kinds of programs, points are
collected by the employees, and when these points are collected then prize in terms of money or
gift is given to them. To achieve maximum points, employees performs with full enthusiasm and
motive. These points are given according to the performance of employees and their attitude
towards the company. A certain amount is decided regarding these points and these points when
achieved, then only the next step is taken. All the employees remain eager to achieve this and
perform with full motivation. In this way, employees remain motivated, and the employees in the
organization give their best. This practice is also practised without any increase in salary, and the
program is implemented excluding the salary of the employee. It is an additional offer offered by
the company. The points are in the set on different aspects like output given by the employee, or
a certain point is set on which points will be given to employees(Messersmith and Wales, 2013).
Moving to the last option Annual Bonus is the practice in which a bonus is given to employees
regarding their performance and vacations. The bonus is set according to the performance of the
employee and the policy of the company regarding this. The bonus given to employees is
excluded from the employee's salary and is of additional benefit. The annual bonus is already set
by the company annually. To achieve this employee takes minimum vacations and performs with
more effectiveness. The bonus also varies from various ranges. As, when employees perform
well, but vacations are insignificant quantity then bonus they get is less as compared to the bonus
given to the employee with better performance and fewer vacations. Thus, the overall
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performance of employees is the main factor due to which this could be achieved by the
employees. Bonus is achieved in larger quantity if employees overall performance is good and is
performing regularly by the company. Bonus is the general that reward system in which
employees can get the maximum amount of reward in the form of money because it is generally
on a yearly basis and thus significant money can be achieved from this(Ervin, et al., 2013). As a
conclusion, we can say it can be concluded that the read system can also be more effective if
practised efficiently. It is more beneficial then increase in salary to motivate employees. It could
be done by giving an appropriate bonus, compensation, times of and catalogue programs. The
only thing that should be taken into account while practising is, these services should be
excluded from salary.
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3. Obtain an organizations recruitment and selection policy/procedure and critically
discuss the content of this in light of best practice.
Introduction
The recruitment policy of a firm is the method through which the company hires or selects the
new candidates. Each organization have their methods of recruitments. For achieving suitable
outcomes for the organization, it is essential that this policy should be effective because
recruitment of employees specifies the performance and output of the organization. This essay
will focus on recruitment policy and the methods through which recruitment policy could be
improved by the organization(De Massis, et al., 2013).
The recruitment policy of an organization can be discussed in various ways for the
recruitment of employees. Effectiveness of the recruitment process is determined by the
performance of the selected employees and how the selection procedure is carried out. For
recruiting employees effectively the steps that should be taken by the organization identify the
need for an opening; It is essential to identify the need for the opening by the organization. The
company should identify the need for opening such as post where employees are required or
various departments. Another point is determining selection strategy; such as internally or
externally. The firm should decide the strategy for their organization, such as whether internal
recruitment should be done or external. In internal selection, the candidates are called for an
interview in the company. While in external selection it company goes externally to hire the
candidates. Another discussion here is Review Job Description; Job description should be given
properly, such as post for which candidate is required, qualification and skills required
responsibilities and the salary that should be offered by the company. There are different
selection stages which should be decided. The company should decide the stages for selection
procedures. For example, group discussion, interviews written test etc. These stages should be
decided by the company.While review of the resumes in the company databases; the company
should regularly check out resumes in the database of the company(Meyers, et al.,
2013).Differentshortlisted candidates; from resumes, the candidates should be shortlisted by the
company who are eligible for the given post or vacancy. Post selection, the company proceeds
through the selection process – After candidates are shortlisted next step is to go through the
selection process. The selection process should be such that all the eligible candidates should be
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able to understand them easily, and the company must also become aware of the knowledge and
skills of the employees. Run background checks; candidates who clear all these stages should
provide their background details. These details include previous salary, work experience,
previous companies name etc. The company should check the background of the company
effectively so that they should be aware of the employee's previous performance and attitude
towards work. Make an official letter; offer letter should be provided by the company to selected
candidates mentioning all the important information related to joining such as joining date, salary
offered and the post given to the selected candidate.
It is very important that the recruitment policy for the organization should be very effective. This
effectiveness could be achieved by the selection methods of the company. The HR department of
the company should be efficient for this procedure as the selection and training of employees is
the responsibility of the HR department of the company. Advertisements ineffective way should
be carried out by the company so that more and more people became aware of the recruitment. In
this advertisement, all the details regarding job and company should be maintained(De Massis, et
al., 2013). Candidate sourcing should be boosted up. Employees who are already working also
search for new job opportunities. This kind of employee generally is influenced if a candidate
source of the company is effective. Social media platform should be used for this purpose and
events should be attended by the company. Recruitment efficiency of the company should be
increased for better results. It could be achieved by various procedures as checklist should be
built, email templates should be used. As a conclusion for selecting suitable candidates, it is
essential that the recruitment procedure should be proper. Various steps are there in recruitment
policy, and they should be followed so that appropriate policy could be achieved. If the
recruitment policy is not functioned properly then to make it effective suitable steps should be
taken. These steps include advertising of recruitments; the efficiency of the firm related to the
recruitment procedure should be increased.
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Conclusion
Appraisals given by the company have positive as well as a negative impact. Company is
responsible for this impact. But, these appraisals are very important to be practised so that
employees can become motivated. For motivating employees, only increase in salary is not the
methods, there are various other methods also that can be taken by the firm so that employees
can become motivated. Reward package is such that procedure that is adopted by the company so
that the morale and motivation of the employees became strong, and their loyalty towards the
company could be maintained. Compensation, bonus, turn-off etc. are the reward methods that
can be adopted by the company. Recruitment policy is different for various companies, and it
differentiates the quality of employees among those companies. Various steps of recruitment
policy should be performed, and methods should be adopted by the company to improve this
recruitment policy.
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