Where performance appraisal fails to work as well as it should, lack of support from the top levels of management is often cited as a major contributing reason. Opposition may be based on political motives, or more simply, on ignorance or disbelief in the effectiveness of the performance appraisal process. It is crucial that top management believe in the value of appraisal and expresses their visible commitment to it. Top managers are powerful role models for other managers and employees. As a manager, it’s essential to be aware of the following common errors when rating your staff as part of their performance appraisal. Six common mistakes in performance appraisal are: 1. Fear of Failure There is a stubborn suspicion among many appraisers that a poor appraisal result tends to reflect badly upon them also, since they are usually the employee’s supervisor. Many appraisers have a vested interest in making their Continue reading
HRM Functions
Comprehensive Human Resource Strategy
Human Resource Management plays an important role in the enhancing the performance of employees in the organization. The efficient HRM policies are being designed in an organization to enhance the performance level to its maximum. Human resource management (HRM) is the process of linking the human resource functions with the strategic objectives of the organization in order to improve performance. We may call in the way that human resource management holds the central live blood role in any organization. An important aspect of an organization’s business focus and direction towards achieving high levels of competency and competitiveness would depend very much upon their human resource management practices to contribute effectively towards profitability, quality, and other goals in line with the mission and vision of the company. A comprehensive Human Resource Strategy plays a vital role in the achievement of an organization’s overall strategic objectives and visibly illustrates that the human Continue reading
Strategic Human Resources Planning (SHRP) Process
Human Resource Management (HRM) and Strategic Human Resources Management (SHRM) Human resource management (HRM) is that part of management process which makes, enhances, manages and develops the human element of the enterprise measuring their resourcefulness in terms of talents, abilities, total skills, creative, knowledge, and potentialities for effectively contributing to the organizational objectives. Human resources are precious and a source of competitive advantage. Human resources may be tapped most effective by mutually standard policies which promote promise and foster an inclination in employees to act flexibly in the interests of the adaptive organization’s pursuit of excellence. Human resource policies can be joined with planned business and used to reinforce appropriate culture. Human resources play a critical role in enabling the organization to effectively deal with the external environment challenges. The human resource management has been accepted as a strategic partner in the formulation of organization’s strategies and in the implementation Continue reading
Employee Benefits and Compensation
Benefits and compensation in workplace offers a labor friendly condition to the workers to ensure that they give fully their potential. Compensation is an approach that is systematic to ensure that employees are provided with monetary value in exchange of the work performed. The purposes that the compensation is able to achieve include recruitment, job performance and job satisfaction. While benefits are a kind of compensation, that are given to employees in additional to what they get as wages and salaries. People during the pre-industrial era treated workplace and home place as one place, which change significantly with emergence of the machines and factory. Industrialization thus brought socioeconomic hierarchical that was accompanied with gender role stereotypes. This means that men were the one who were able to access the paid jobs while the women worked at home. The quality of the family was affected very much by the socio-economic hierarchy Continue reading
Performance Appraisal
Organizations are run and steered by people. It is through people that goals are set and objectives realized. The performance of an organization is thus dependent upon the sum total of the performance of its members. According to Peter Drucker, “An organization is like a tune; it is not constituted by individual sounds but by their synthesis.” The success of an organization will therefore depend on its ability to measure accurately the performance of its members and use it objectively to optimize them as a vital resource. The performance of an employee is his resultant behavior on the task which can be observed and evaluated. It refers to the contribution made by an individual in the accomplishment of organizational objectives. Performance can be measured by some combination of quantity, quality, time and cost. People do not learn unless they are given feedback on the result of their action. For learning Continue reading
Different Employee Training and Development Methods
Every organization needs well-adjusted, trained and experienced people to perform its activities. As jobs in today’s dynamic organizations have become more complex, the importance of employee education has increased. Employee training is a learning experience, it seeks a relatively permanent change in employees that improves job performance. Training involves changing skills, knowledge, attitudes, or behavior. This may means changing what employee know, how they work, or their attitudes toward their jobs, coworkers, managers, and the organization. Managers, with HRM assistance, decide when employees need training and what form that training should take. On-the-Job Training Methods 1. Job instructions: It is received directly on the job, and so it is often called “on-the-job” training (OJT). It is used primarily to teach an employee how to do their current jobs. A trainer, supervisor, or coworker serves as the instructor. OJT includes several steps: The trainee receives an overview of the job, its Continue reading