...INTRODUCTION Communicating performance appraisal The South West region office Alex Scally runs the region office in an informal way, her style of management seems to be close to a team builder style but with some differences, her management style seems works within her team, she applies high doses of intuition to evaluate associates performance when the performance appraisal process, actually she does not believes that the performance appraisal process would provide valuable information. In somehow, the South West office is acting in a decentralized manner, autonomy must not be confused with anarchy. The organization establishes the procedures to follow for the entire company, these procedures are transmitted for the managers who would be acted as chain-transmission between the top management of the employees, the procedures are the distinction signal between an organization and a particulars or group of people. The South West region office through its Regional manager is out of the standardized processes within the organization, the communication of the procedures of performance appraisal have not been transmitted to the employees on that region. In my little experience, in some organizations the process of performance appraisal are not taken seriously by the managers, this may occur due to the unclear communication about the objectives of the process and the valuable that it would be displayed. Regarding the performance appraisal process, the benefits listed...
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...HR Strategy and Organizational Performance [Name of Writer] [Name of Institution] HR Strategy and Organizational Performance Introduction Human resource management is in the selection of policy and techniques related to human resource management agency. Taken together, these techniques and preferences are messages to employees, managers and interested persons abroad about the value of the agency placed on human resources. Unfortunately, international managers have had to adopt sensible policies in the field of organization for fixing the responsibility and cost control. First, employers continue to place administrative employees, Professional, scientific and technical through the civil service systems for important positions. The state of relatively high positions, security, payment and benefits that go with these positions are considered essential for productivity and long-term retention of these employees. This includes preventive education through programs for employee wellness and treatment plans by employee health. Second, employers have attempted to put caps on benefit costs and legal liability risks by increasing the use of working mechanisms secondary (such as employment contract or contingent) to pair the changing job titles. While the phenomenon of the working contingent recognized as characteristic of the modern workforce, the precise number of contingent workers are in dispute between staff and managers economists. Estimates ranging from 2 percent to 16 percent...
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...to present Human Resource Initiatives around: Performance Evaluations, Team Evaluation and Implementing Succession Planning. 1 A Performance Evaluation is the means by employee performance is documented and assessed. The evaluation is based on pre-determined criteria. For example a manager would sit down with an employee and discuss clear goals for the current position they hold. Pre-determined criteria would give specific, measurable goals. Like the receptionist will return all messages with 48 hours of receiving them. The manager would have a system in place to ensure they could determine if all messages were returned within the 48 hours. Another area could be company citizenship. Company citizenship is what has the employee done inside the company that aligns with a companies corporate citizenship goals. This could be volunteering to conduct a Lunch & Learn meeting, or helping to plan an employee appreciation event. Accomplishments could be evaluated by listing all of the things the employee accomplished during the previous year. An accomplishment is usually something that goes above and beyond current job responsibilities. And lastly, Future Improvement is what an employee is doing to better themselves. This could be signing up for a course, pursuing a degree or designation. 2 Performance Evaluations are used to manager and align all of an organization's resources in order to achieve highest possible performance. 3 Benefits for the employee: -Greater...
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...HR functions that support an organisation's performance. Human resources is an important asset to any organisation. HR professionals contribute to the planning and strategy of the business they are part of. They follow an organisation's vision and have a responsibility in delivering the best results for the business. Human resources is a complex department with various functions. I would like to discuss three of the functions what impact they have on a business's performance. The first one I would like to discuss is recruitment. According to Leatherbarrow et al (2010, cited Beardwell et al 2007, p190) "the recruitment and selection process is concerned with identifying, attracting and choosing suitable people to meet an organisation's human resource requirements". It focuses on the strategic gaps in the organisation and then tries to meet those needs in the labour market. If an organisation consists of talented and motivated people it automatically boosts the organisation's performance. HR professionals who take care of recruitment also make sure that the hired workforce meets the financial allowances. It is more beneficial for the company to train and to help employees to develop rather than just employing new staff, in this way the business is financially better of and helps the existing talent to reach their full potential as well. Another important activity in organisation would be learning and talent development. According to the CIPD's 2013 Learning and Talent development...
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...reward the job, but don't always incite the employees who are willing and able to go above and beyond to want to actually want to do so. There are many ways to accomplish this and one of those ways is by implementing the the resources and abilities of HR. Corporations are looking for new ways to improve employee performance as well as remain competitive. Pay for performance is one method some businesses are utilizing to improve employee performance. Performance-based compensation exists when compensation is tied directly to that portion of an individual’s performance that can be effectively measured. There are a number of ways in which this may be accomplished and a number of examples as well how it is applied. One popular pay for performance structure is the merit pay system. In the merit pay system an employee is paid a higher rate within their respective salary range, based on her/his achievements or high level of performance. Another performance structure is the Rating Scale. For each performance factor, an employee is assigned a position on the scale in relation to that factor. Performance factors are the key duties and responsibilities of particular position. If the performance factor is 12 for example, the performance factor could be “ability to meet deadlines” and an employee could earn the position of “2” on the rating scale. The scale can be numeric, ranging from one thru five, with one representing “well below expectations” and five representing “well above expectations...
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...1. What, according to you, are some of the signs of a troubled employee that you have noticed? Changes in employee behavior can signify that an individual may have a personal problem that is interfering with their work performance. There are “red flags” in an employee’s behavior that can be used as indicators. There is usually no single event, but rather a noticeable pattern of change in the employee’s behavior, attitude or work activity. Individually, these signs may seem harmless enough but taken together they may represent a serious problem. It is important to avoid ignoring the initial indicators. These are some of the signs that might help you identify an employee who has a problem. Work Related Unable to concentrate on work and complete the given task/activities on time. Errors in the task completed Making excuses for substandard work Procrastination, inability to concentrate Self Major changes in personal appearance, attitude or behavior Problems with family, friends, co-workers, legal issues, financial issues Heightened anxiety, overly defensive 2. Have you come across any such individual/s at your organisations? YES 3. How have you handled the situation? A ONCE-to-be valuable and productive employee unexpectedly starts turning in less than an acceptable worker. More often than not, the root cause of such dramatic behavioural change is troubles - either personal or professional. Most employees develop some...
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...How Human Resource Management Practices affects Employee Performance. Principle Author: ALI SADIQ Ali.sadiq.ch@live.com MS Student Other Authors: TAHIRA JABEEN, HASHIR KHAN, ABDUL BASIT, WAQAS ASLAM MS Students COMSATS INSTITUTE OF INFORMATION TECHNOLOGY, LAHORE CAMPUS CHAPERT 1 Abstract Human Resource is the most important asset for any organization and it is the resource of achieving competitive advantage. Managing human resources is very challenging as compared to managing technology or capital and for its effective management, organization requires effective HRM system. HRM system should be backed up by strong HRM practices. HRM practices refer to organizational activities directed at managing the group of human resources and ensuring that the resources are employed towards the fulfillment of organizational goals. The purpose of this study is to explore contribution of Human Resource Management (HRM) practices including selection, training, career planning, compensation, performance appraisal, job definition and employee participation on perceived employee performance. We describe why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance. Our hope is that this research forum will help advance research on the link between HRM and organizational performance. We identify key unresolved questions in need of future study and make several suggestions intended to help researchers...
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...Chapter One 01 Introduction 1 Introduction In recent years, the Garments sector has emerged as the biggest earner of foreign currency in Bangladesh. Over the last years, Ready Made Garments (RMG) sector experienced impressive growth rates and specifically knitwear products are in high demand by the USA and European markets. The sector contributes significantly to the GDP. It also provides employment to around 4.2 million Bangladeshis. In the field of Industrialization garment industry is a promising step for economy of Bangladesh. In the 1980s, there were only 50 factories employing only a few thousand people. Currently, there are 4490 manufacturing units. The RMG sector contributes around 76 percent to the total export earnings. This sector also contributes around 13 percent to the GDP, which was only around 3 percent in 1991. Of the estimated 4.2 million people employed in this sector, about 50 percent of them are women from rural areas. The garment sector is the largest employer of women in Bangladesh. The garment sector has provided employment opportunities to women from the rural areas that previously did not have any opportunity to be part of the formal workforce. This has given women the chance to be financially independent and have a voice in the family because now they contribute financially. The country’s garments industry grew by more than 15 percent on average during last 15 years. The foreign exchange earrings and employment generation of...
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...Online Hiring Tools Are Changing Recruiting Techniques In chapter 6 and the articles assigned, it is discussed how to select employees and what is the process of this selection. The article that I have chosen from The New York Times talks about how companies struggle in order to get employees, that is of course that are well qualified. In the article the writer gives us an insight to what is like to be in an HR department that now uses the web in order to find their employees and how frustrating it can be to get all these resumes that do not match the position you are trying to fulfill. Opower (company featured in this article) struggled to narrow down their choices and actually ending up hiring the applicants, although they did use some sort of incentive the people working in HR to do their best with compensations ex. 1000 dollars to the referring employee of the referral being hired. Compensation or retribution is one of the 7 c's that where mentioned in one of the outside readings, which talked about how to hire great employees and keep their performance being outstanding at their new job. What I noticed in the article is that Opower focused more on hiring personnel and making sure it performed well one they had a job by putting them to work as much as they could. But the root problem is that they were not considering the right criteria to hire them like being competent capable most important compatible to the new environment because if an outside star can not adjust...
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...Fortune 500 is based upon profit not equality. Also the case study about Xerox shows me that they as an organization increased employee diversity which in return increases performance. Management may have improved by Xerox managerial workplace but what about the product line, R&D or even transportation or distribution center. Equality should be across the board not just among management. Discuss how the concepts of reasonable accommodation and undue hardship underpin the application of ADA principles. Reasonable accommodation is based on case law that the accommodation cannot harm the financial health of the company but conversely an accommodation is required to perform the job not creating the job. For example, do you have to stand to work on an assembly line? If a person is in a wheelchair but can do the manual labor based on finger dexterity is accommodation required. I would think so, the job can be performed but a modification to raise the wheelchair may be an easily designed product within the budget of the company. Conversely, lowering the entire or part of the assembly line would be unreasonable due to the costs. Reasonable and unreasonable are going to be part of the HR duties within the company. The company is going to have to make decision and are going to require the expertise of HR in insuring federal compliance. Each case will have to be determined on its own...
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...it is perceived as fair (Miller, 2014, p. 1). When a company is creating a compensation strategy there are four components that should be reviewed in order for the company to be competitive in the global economy. The four components are; as stated by Henderson, (2006), “1) the work that must be performed by some work unit or individual, 2) the kinds and levels of knowledge and skill required, 3) the quality of people needed to promote organizational success, and 4) the rewards the organization can offer to its members that promote a work culture that ensures accomplishment of organizational strategy” (p. 5). In order for the compensation strategy to be effective, the process needs to create a clear link between the job description, performance evaluation, internal salary comparison and the external salary survey. A good starting point in creating a compensation strategy is to create a job description for each position within the company. A job description can be defined as a written statement that completely and accurately describes the job activities the employee will perform. The information that is used to write a job description comes from the job analysis, which is a more detailed statement that describes the process of performing a particular job function, from start to finish. The job description will allow the employee to view the required tasks involved, and the knowledge and...
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...The process of job analysis helps in identifying the worth of specific job, utilizing the human talent in the best possible manner, eliminating unneeded jobs and setting realistic performance measurement standards. Where to place the employees in order to best utilize their skills and talent? How to determine the need of new employees in the organization? How to eliminate unneeded jobs? How to set realistic performance measurement standards? How to identify the jobs and prepare a plan to fill them? One of the main purposes of conducting job analysis is to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization (analysis process, 2012). An effective analysis of a particular job helps human resources maintain the right quality of employees, measure their performance on realistic standards, assess their training and development needs and increase their productivity. The first step in the job analysis process is to determine its need and desired and output (personal manager, 11/10). Second step is who will conduct the job analysis: The second most important step in the process of job analysis is to decide who will conduct it and for most companies they prefer having it performed by their own human resource department while other companies tend to hire job analysis consultants. The next step is to decide the way in which job analysis process needs to be conducted and having a planned approach of how to carry the...
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...Performance Management Plan Taylor HRM/531 May 19, 2014 Performance Management Plan Performance Management Plan Performance Management Plan For Commercial Construction Business Located in Detroit Michigan, relocating to Arizona Employees 650 but will increase by 20% Company revenue is 10,000,000 Commercial Construction is planning on opening a new location in Arizona, creating a performance management plan would be the best thing for the company to do since they are opening a new office in a new city. For this plan I will I will mention the success of the company and some of the key components that made the organization successful. The HR department will provides some of the keys parts for the managers to understand the business and policies and procedures that will be enforced with their help. The managers for the company will also be responsible for the performance feedback, employee aptitude levels and all other parts that involve the organization when dealing with the customers. With commercial construction the performance management plan will be used and a key reference that will be used as a key guideline for all of their system support and the success of the business. Commercial Construction will deliver the service that's the Arizona community has been missing. The company has a revenue of 10,000,000 with a turnover ratio of 20%, with these type of numbers the company has a good chance to survive in the market of Arizona. And bring some good jobs to...
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...14 Brief Employee Performances Introduction I choose to do this week’s brief on Using HRIS to observe Employee Performances. According to Human Resources Information System (Kavanagh, Thite, Johnson, 2012), an HRIS system should help in the process of Performance Management. This process should include performance planning, observing performance, and providing positive and corrective feedback, and developing periodic performance summaries. Companies use these performance reviews, and employees provide performance, and in exchange employers provide rewards, which are distributed via payroll systems. Should all feedback be positive, or negative? Should rewards be given for employee performance? Should companies get rid of the performance reviews? I found a recent article that makes these arguments. Results As I first read through the article, I thought that the reader was as I was before taking this HRIS course. I was ignorant to the benefits of HRIS systems. I continued to read and found that my thoughts were true. According to Samuel A. Culbert, Get Rid of Performance Reviews, (2012), performance reviews destroys morale, kills teamwork, and hurts the bottom line. According to HRIS (2012), performance data is used for promotions, lay offs, assignment to training programs, developmental assignments, training and development, and staffing. It’s not to kill moral, teamwork and the company’s bottom line. Culbert says that although performance reviews are to enlighten...
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...r4rrervhe general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; description of a job; development of performance appraisals, selection systems, promotion criteria, training needs assessment, legal defense of selection processes, and compensation plans.[2] In the fields of human resources (HR) and industrial psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation.[3] The field of vocational rehabilitation uses job analysis to determine the physical requirements of a job to determine whether an individual who has suffered some diminished capacity is capable of performing the job with, or without, some accommodation. Professionals developing certification exams use job analysis (often called something slightly different, such as "task analysis" or "work analysis") to determine the elements of the domain which must be sampled in order to create a content valid exam. When a job analysis is conducted for the purpose of valuing the job (i.e., determining the appropriate compensation for incumbents) this is called "job evaluation." Job analysis aims to answer questions such as: Why does the job exist? What physical and mental activities does the worker undertake? When is the job to be performed? Where is the job to be performed? How does the worker...
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