Human Resource Management Report: Appraisal, Recruitment, Rewards

This report delves into core Human Resource Management (HRM) concepts, examining the positive and negative impacts of performance appraisals and their effect on the psychological contract between employers and employees. It explores organizational recruitment and selection policies, proc...Read More

Introduction to Human
Resource Management &
Learning and Talent
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
Positive and negative impacts during appraisal and effect of them on psychological contract. .1
Positive and negative impacts of appraisal.................................................................................3
Organisational recruitment & selection policies and procedures together with content of best
practice........................................................................................................................................3
Utility of reward packages by company for inflating motivation without increasing the
salaries.........................................................................................................................................5
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Every organization have HRM department to which use to manage resources for effective
business environment (Alfes and et. al., 2013). The main purpose of HRM in organization is to
recruit employees, hiring the best candidate and deploying the employees as per the requirement
of each department. HRM is responsible for implementing policies for benefit of company as
well as employees. The term HRM was used in early 1900s, which elaborate the working culture
of organization. The main objective of Human resource department is to minimize the resources
and generate profit for organization in long run. In other words, HR manger is responsible for
tanning and development for employees to improve their efficiency while performing their task.
Positive and negative impacts during appraisal and effect of them on psychological contract
Performance appraisal is structured process, in which employees performance is been
evaluated by the HR of an organization against the set standards by the supervisor (Budhwar and
Debrah, 2013). Performance Appraisal include job performance, quality of work, output of
individual, attitude toward work, cooperation among team members etc. It can be describe as
performance rating technique which is carried out to identify the ability and skills of employees
for future growth and profitably. The main purpose of the appraisal is to promote employees on
the basis of performance competence. To determine the requirement for training and
development programme for employees if they not performing as per the requirement of
company. T also provide the information regarding the confirmation of each employees when
they are hired on probationary basis and after the completion of their term. Performance
appraisal take decision regarding the hike in salaries of employees and it also look after their
incentives. It also give insight to employees of their performance and where they stand among
their 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 basic
requirement of mission and vision of company (Chelladurai and Kerwin, 2017). Performance
standards are established through job assigned to employees or with operational manual provided
by organization. These kind of standers can be change as per the needs and requirement of the
company. It include every aspect of organization from attendance to the sales goals. If some
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employees passes the standers as per the company it may create problems among team members
and on their morale.
Employee communication: Performance standers are not enough for a successful
venture. Communication is an important factor for any company and managers should clearly
communicate these standers to their employees (Huselid and Becker, 2011). Organization
distribute 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 that
every individual must meet the minimum requirement for eligibility for promotions in the
company.
Measuring employees performance: Company employees regularly check the
employees performance and evaluate their appraisal on the basis of collected information. Sales
goals of employee must be reviewed on the monthly basis and attendance and punctuality must
be reviews on the daily basis. Because performance of the worker directly effect the company
goal and objective (Renwick, Redman and Maguire, 2013).
Employees feedback: Employee feedback help the company to understand the
employees capabilities and his skills. HR manger should personally meet the employees and
provide feedback in the areas where employees and his team need to improve. This will increase
the company efficiency and employees will et motivate to perform better in future. Make sure
that all the feedback should not be bias and communicate the employees in a professional and in
proper manner.
Compare employees metric: Making a standers metric of performance is important
because it help in keeping the track of employees task. Every organization and their employees
are different in every aspect (Marchington and et. al., 2016). It is important to compare to
evaluate the performance of every employees with their collogues, because it clarifies about
employees ability of completing task with others team members.
Action plan development: Company should set a future plan for performance appraisal
and set goals for employees and taken action where it should be needed for betterment of
organization. Without aim or objective company can not generate profit and employees will no
understand the actual target which they have to achieve.
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Positive and negative impacts of appraisal
Positive impact: Performance appraisal provide a formal document of employees in a
particular time period. It is paper which provide detail knowledge about employee job
responsibility and his educational qualification. The process create structure for manger where
performance of employees can be discussed. And it also provide feedback of employees and
clarify the goals which has to accomplished by individual (López-Nicolás and Meroño-Cerdán,
2011). Appraisal clarifies the expectation of company and employee have to work hard to meet
those obstructives.
Negative impact: It create a negative experience if the appraisal are not given properly
and on time. It is time consuming process because evaluating each employees performance takes
time for mangers. Sometime appraisals are bias because it involves human. Supervisor can
provide more benefits to his favourite employees rather than other team members. Other negative
impact is that if appraisal is not dome properly that it is a waste of time of employees as well as
of organization.
Psychological contract: It is an unwritten understanding and false obligation generate
among employer and his employees regarding the task which have to be performed by the
respective employers. If the organization is large, it will difficult to mange the psychological
contract and have lot of grievances among employees (Messersmith and et. al., 2011). This
include various factors such as employees commitment, job roles and responsibility and working
environment. It is very often in appraisal that psychological contract may effect the organization
and employees. The performance appraisal is done by supervisor and can be naturally bias
among employees with develop misunderstanding between employees.
Thus, it is essential for organisation to effectively consider all these measures in order to
operate organisational performance in well effective manner.
Organisational recruitment & selection policies and procedures together with content of best
practice
Recruitment is a process of finding the appropriate candidate to fill up the vacant job
position in an organization. It is a process which determine the job vacancy, figure out the job
requirement, reviewing application of candidate, screening, shortlist and selecting the right
candidates. In order to increase the efficiency of hiring and selecting employees HR manager is
require to follow the best practise. This will help to reduce the cost of the company while
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recruiting the employees. It also ensure the progress and competency while recruiting the
employees. Recruiting process is first most step in creating effective resource base. Here are
some steps which help the HR while recruiting the candidates.
Recruiting planning: It is the initial step in recruiting process, where job vaccines are
analysed by HR and include job specification, experience of candidate in required field,
educational qualification and certain skills which are essential for selection (Schermerhorn and
et. al., 2014). In this process there main role of HR manger is provide guidelines to the
candidates about job specification, job description and job evaluation for effective recruiting
process. It is mandatory for attracting more and more applicants for interview should be pre
planned. And the applicants must be qualified the given criteria of organization.
Recruiting strategy: It is a second step in recruiting and selection process, where
blueprint is made for hiring the best fit employee in an organization. After the completion of job
description and other formalities, the next process is to pan which strategy will be suitable of
recruiting the candidate in company. While preparing the strategy HR team should consider the
important factors such as type of recruiting style, because it clarifies the HR team about the
procedure of selecting the employees. Geographical area is also important for company for
recruiting the employees.
Searching the right candidate: It is difficult to find out the right candidate for the job.
It depend upon the job requirement of the company. Searching involves inviting more and more
candidates for interview. This search may be done internally and externally for fulfilling the
recruitment of company. Internal search may include promotion, transfer of employees within
the organization and employees referrals are the factors which can be used by the HR for
selecting. In other hand, external source include advertising, promotion of job portals and
campus recruitment (Rubery and Urwin, 2011). These kind of searches are costly and time
consuming and HR should make proper use of resources and find out the best fit employees for
organization.
Screening and short-listing: Screening began after completing the process of finding
the accurate employee for an organization. It is a process of filtering the candidates for further
selection. Screening is a internal part of recruiting process which clear under qualified candidates
which are not fit for the job. While screening the candidates the HR looks at their resume and
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overall background is checked before qualifying the applicant. Screening can be done on
telephonic as well as on video conferencing after the employees clear the screening process.
Evaluating and control: It is the last step in in recruiting process where candidate is
selected and effectiveness is been calculated. It has bee cleared that recruitment is an costly
method so HR should use proper tool and technique while hiring new employees in the company.
Evaluating includes the salaries of employees and cost of advertisement for interview. Many
recruiting agencies are also involved in selection process, their cost are also involved as expense
for the organization.
From the above statement, it has been concluded that with help of mentioned practices
company can easily find out the best suitable employee for their vacant job. HR should manage
the resources which are provide by the company in efficient way because recruiting and selecting
is costly and time consuming process (Sheehan, 2014). HR department should make sure that
candidate should be well aware about the organization culture which will develop strong bonding
between employees and his team members. HR practices include different responsibility like
keeping the track of employees and maintain the proper data base to save time and cost of
company in future. There should be proper HR data system and HRM department should have
enough knowledge regarding the system. Practices also include privacy and job security for an
employee. While selecting the new candidate for job HR should ensure that personnel
information of candidates must be safe and make sure that it cannot be accessed by wrong
people.
Utility of reward packages by company for inflating motivation without increasing the salaries
It is not always correct that employees are only motivated by financial incentives because
money attract jerk and it is not the sole motivator. Employees have their own motivators, some
employees are motivated by incentives and bonus and other on appraisal. It totally depends upon
the employees background and culture. There are various methods in which employee can be
motivated with out increasing their salaries. Recognition and attention is factor by which
employees can be motivated without monetary benefits (Sheehan, 2014). Company should
provide recognition on the hard work done by the employees. In most of the company manger do
not give enough recognition to employees as they do not get the same. Manager of team should
be giver and facilitate with the attention and rewards on workers efforts. Another method for
reward package is one on one coaching, because it is necessary to guide new employees for their
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better growth. Proper guidance given to candidate will increase the effectiveness of work and
employees will feel that have some importance in company and it is not required any monetary
benefits.
Good work environment create healthy relation between employees and their superiors in
an organization. It is very hard to find out the work environment in companies nowadays. Work
environment include their working area, communication with team members and ethics. If all
these are effectively used in the company, there in not much requirement of increasing the
salaries , employees will feel motivated and they will work effectively to complete their task.
Other reward package is on the spot praise, because key here is timing. If the manger appraise
the employees on their hard work on the spot it will impact lot more than money benefits of
employees. Do not allow time to snatch the positive impact of appraising the employees because
time is important and it should be delivered effectively. Social gathering can be one of the
important reward package for an employee. Company should schedule off-site events where
employees can work interact with other people which impact on positive work environment. This
will increase the moral and self-confidence of individual and this does not require to increase the
salary of employees. Stress management can be a way in which employee can avail different
kinds of books. Company should make sure each employees should avail the services which will
encourage them to complete their task without hike in their salaries.
Company should use gags and gimmicks as awards to inspire the employees
performance. Awards and recognition is priceless and and value is associate with that. Some
employees need recognition rather than money (Sparrow, Brewster and Chung, 2016). It is more
satisfactory than Monterey benefits and also have longer impact on the minds of customers.
Time off can be crucial factor in reward package, because employees get stress and frustrated
doing the same job on the daily basis. If employee is working hard , manager can allow them late
arrivals, extend lunch periods and work from home in the case of emergency. These extra
facilities which provide ease for employees and will sustain longer in the same organization
without any hike in salary of employees.
Leadership roles can be effective way for rewarding employees working in company. HR
manger should provide leadership roles for their performance which motivate and energise the
employees for work and better performance. Engage the employees in incentives process,
because it create goals for employees and they will work hard to complete their task, it include
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incentives. It will not only increase the business for the company but it will also communicate
the importance of employees in organization. Another factor of reward package, is to stay
connected with employees. Staying connected with employees will allow team member to
understand each other effectively and improve their work capabilities.
There are different range of reward package with the help of which organization can
effectively able to motivate their employees without increasing their salaries. Some of that
include making formative and positive relationship with employees. As with the help of this
company can effectively able to increase sense of belongingness among employees which
simultaneously lead towards making an increase in their performance level and productivity of
organization (Sheehan, 2014). In addition with this, company by providing non monetary
benefits such as, flexible time, time off, gym membership, retirement matching, training and
development courses to increase their level of skills and knowledge as to further increase their
future opportunities and any other form of non monetary assistance can effectively able to make
an increase in their motivation level that further allow them to increase their overall level of
productivity. In addition with this, it is also essential of organisation to consider that they never
criticize any employee and consider each employee perspective as to make them feel important
part of organisation. Along with this, it is essential for company to provide recognition and small
rewards to their employees in addition with by throwing company parties organisation can
effectively able to motivate their employees. This will take company to make an simultaneous
increase in employees motivation level. It will automatically lead towards increase in
productivity and performance efficiency of organisation.
Thus, by considering all these measures company can effectively able to increase their as
well as employees productivity and profitability level that further lead towards increase in their
revenue and overall rate of return. Therefore, by undertaking number of techniques company can
efficiently increase motivation level within employees and can further lead them towards more
prospective growth. In addition with this, it also allow organization to significantly make and
increase in their workforce performance through which company can effectively able to increase
their overall rate of productivity. Thus, it is essential for organisation to effectively consider all
these factors in well defined manner as to make an increase in the motivation level of employees
without even make an increase in their salaries. This will effectively aid organisation to
significantly increase performance and loyalty within employees with the help of which
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company can increase their as well as employees performance level margin and can further
initiate organisational goals and objectives towards more growth prospective.
CONCLUSION
As per the above mentioned report it has been concluded that, it is HR department hold
the numerous set of responsibilities towards recruiting and selecting well effective and potential
candidates. In addition with this, it is also essential for company to undertake negative and
positive impact of appraisals for future growth of organisation. Rewarding employees on the
basis of their hard-work and performance becomes essential in order to facilitate them to work in
a manner such that organisational goals and objectives can be attained within the stipulated
course of time. Further, it has been acknowledged that there are various techniques through
which morale as well as productivity of staff can be enhanced to make them work for the growth
and development of corporation in long term. These are ascertained to be gags, gimmicks, good
working environment, recognition, attention, on-the-spot praise, off-site events and so on.
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REFERENCES
Books and journals
Alfes and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
López-Nicolás, C. and Meroño-Cerdán, Á. L., 2011. Strategic knowledge management,
innovation and performance. International journal of information management. 31(6).
pp.502-509.
Marchington and et. al., 2016. Human resource management at work. Kogan Page Publishers.
Messersmith, J. G. and et. al., 2011. Unlocking the black box: exploring the link between high-
performance work systems and performance. Journal of Applied Psychology. 96(6).
pp.1105.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Rubery, J. and Urwin, P., 2011. Bringing the employer back in: why social care needs a standard
employment relationship. Human Resource Management Journal. 21(2). pp.122-137.
Schermerhorn and et. al., 2014. Management: Foundations and Applications (2nd Asia-Pacific
Edition). John Wiley & Sons.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
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