Performance Appraisal can be described as a formal process of assessment and evaluation of the employees on an individual as well as group level. The word “formal” is crucial, as it is important that the managers or supervisors review the worker or individual on a periodic basis. Even though, PA is only an element of performance management, it is very crucial for the success of performance management as it directly relates to the strategic plan set by the organisation. Managers may choose from among a number of performance appraisal methods. The type of performance appraisal system used depends on its purpose. If the major emphasis is on selecting people for promotion, training, and merit pay increases, a traditional method of performance appraisal, such as rating scales, may be appropriate. Collaborative methods, including input from the employees themselves, may prove to be more suitable for developing employees. 1. 360-Degree Feedback Evaluation Continue reading
HRM Concepts
Workers Participation In Management – Definition, Features, Objectives, and Importance
Workers participation in management is an essential ingredient of Industrial democracy. The concept of workers participation in management is based on Human Relations approach to Management which brought about a new set of values to labor and management. Traditionally the concept of Workers Participation in Management refers to participation of non-managerial employees in the decision-making process of the organization. Workers’ participation is also known as ‘labour participation’ or ‘employee participation’ in management. In Germany it is known as co-determination while in Yugoslavia it is known as self-management. The International Labour Organization has been encouraging member nations to promote the scheme of Workers’ Participation in Management. Workers’ participation in management implies mental and emotional involvement of workers in the management of Enterprise. It is considered as a mechanism where workers have a say in the decision-making. Definitions of Workers Participation In Management According to Keith Davis, Participation refers to the mental Continue reading
Importance of Work-Life Flexibility
Over the past decade, the phrase work-life balance has been commonplace but in recent years, the term workplace flexibility has been gaining more popularity. Work-life flexibility is becoming more and more common these days as some employees, especially millennials and other younger workers, prefer work-life flexibility and not work-life balance. Work-life balance basically implies that staff members should not be totally consumed by work responsibilities. Business organizations that have adopted this workplace ideal tend to have generous, albeit still clear, vacation policies. Such companies encourage their staff members to work the normal 9-5 work schedule with very little flexibility. In addition, they discourage workaholics. On the other hand, work-life flexibility entails providing employees with flexible work arrangements or flexible schedules that allow them to have some flexibility so that they can easily manage the increasing overlap of life and work. With work-life flexibility, employees would be able to have flexible Continue reading
Uses of Performance Appraisal
Performance Appraisal (PA) can be described as a formal process of assessment and evaluation of the employees on an individual as well as group level. The word “formal” is crucial, as it is important that the managers or supervisors review the worker or individual on a periodic basis. Even though, performance appraisal is only an element of performance management, it is very crucial for the success of performance management as it directly relates to the strategic plan set by the organisation. It is critical to evaluate team performance in many organisations where teams exist but performance appraisal in most companies concentrates on individuals. As emphasized, achievements, objectives and strategic plans set for development can be examined and evaluated by an effective performance appraisal system. Although performance appraisal is somewhat considered as negative, unpopular and managers try to avoid the efficiency it provides. Not many Employers like conducting performance appraisal and Continue reading
Consequences of Stress
As is pointed out in the introducing comments on stress, stress is not automatically bad for individual employees or their organizational performance. It is the dysfunctional aspects of the high level of stress that should be and are a major concern for contemporary society in general and for effective human resource management in particular. Distress experienced by individuals has negative consequences for them, their families and for the organizations they serve. The consequences of stress can be studied under three general categories : Consequences for the Individual Stress shows itself in a number of ways. An individual who is experiencing stress may develop the following symptoms : 1. Physiological Symptoms. In the initial stages, the major concern of stress was directed at physiological symptoms. The reason was that this topic was researched by specialists in the health and medical sciences. According to the researchers high degrees of stress are typically Continue reading
Best Fit and Best Practice Approaches in Strategic HRM
The concepts of ‘best fit’ and ‘best practice’ are two well known approaches to human resource management. The ‘best fit’ perspective claims that HR strategy become more and more efficient when it is linked to its environment of the business. It explores the close link between strategic management and HRM by assessing the extend to which there is a vertical integration between an organizations business strategy and its HRM policies and practices. ‘Best practice’ approach claims that certain ‘best’ human resource practices would result in enhanced organizational performance, manifested in improved employee attitude, lower level of absenteeism and turnover, higher level of skills for higher productivity, enhanced quality and efficiency. That is why the ‘best practice’ model is also referred as high commitment models. Best Fit Approach The best-fit model is considered as a variant from precedent models of Harvard, Michigan and York and is called “matching model” for HRM. Continue reading