Every organization whether operating for profit or for some other ends has a mission, a clearly defined purpose for its existence. An organization must have some strategic plan and an appropriate (complimenting) structure in order to achieve its long term goals and objectives. Strategic planning involves identifying and evaluating the organization's goals and determining what strategies and resources are needed to accomplish these goals.
The organization depends on having the people with the right skills, attitudes and capabilities to effectively reach its goals. HR strategy is concerned with designing and implementing programs, processes and initiatives to attract develop and retain such people (human resources).
Once a potential employee has been recruited, it is not enough to merely introduce him/her to the organization (orientation) and allow him/ her to perform her job in a static manner i.e. not creating an environment were the employee may further grow and add to his/her knowledge and skills thus being able to add value to the organization.
Training is giving employees the knowledge, skills and attitudes needed to perform their job.
Development is the continuous process of acquiring the knowledge, skills and attitudes that will be needed to cope with changes in job demand or to tackle a job with greater authority and responsibility.
Performance management is a process of defining desired outcomes linked with performance standards for a specified period of time and comparing them to actual results, it is a formal structured meeting were employer and employee compare the employee's performance with what was initially expected from him/her.
Training and development methods may vary (e.g. on the job, machi...
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...in the main sources of competition, together they then discuss how to tackle such issues. In a specific situation the two agreed that more advertising was essential and that it should be accompanied by additional sourcing abroad and a further specialization in the higher property market.
Human resources are an organizations most valuable asset. Today the rate of change is greater than ever and organizations must be flexible and adaptive in order to absorb and manage such change. Also downsizing has become popular; this involves having fewer people to do the same work and leads to empowerment. Therefore whether the organization's direction is determined by the environment or by its strategic choice the correct execution of performance management which leads to effective training and development is imperative for organizations to survive and compete in today's world.
According to Rue and Byars (2010), “orientation is not a one-time obligation, but an ongoing process” (p. 207). Training of employees can also be defined by this statement. Having an effective orientation and training plan is essential to the success of new employees and the organization as a whole. Ineffective training and orientation creates dissatisfaction with new employees which reduces morale and increases turnover (Giangreco, Sebastiano, & Peccei, 2009). The first step to successful entry of the new employee is planning the orientation.
A strategic plan is a tool that delivers guidance in achieving a mission or goal with maximum proficiency and control for an organization. Strategic planning is used to transform and revitalize organizations. The plan helps provide an inclusive understanding of opportunities and challenges both internally and externally for the organization. The plan delivers an assessment of the strengths and limitations that are realistic within the company. A well-developed strategic plan will offer a comprehensive approach and empowerment for the stakeholders involved. It is an opportunity for learning and understanding priorities that will drive the business to succeed. Jones (2010), describes how in health care organizations, strategic plans characteristically concentrate on operational and organizational goals such as when to obtain new technology, how to meet competitive challenges, and what staffing, tools, or facilities are needed to ensure organizational survival. The mission and value statements are significant in determining the quality of a strategic initiative. Forcing the organization to look toward the future creates proactive objectives in which both short-term and long-terms plans and goals are necessary in order to succeed.
‘If you can’t measure it, you can’t management it’, [Dan vesset and Brian, M. 2009]. Performance management is concerned with the measurement of results and with studying progress to achieving objectives base on the results. Managing performance can tell you what you’re doing well in, and also reveal areas where you need to make adjustments. Measuring performance tells you how far you’ve gone achieving your ultimate
If asked what strategic planning is one could interpret it as simply a road map that can guide the organization in the right direction. It is very unlikely that an organization would know which direction to take without a sense of direction. Managers are faced every day with decisions that have a major impact on the direction the organization must take, therefore, strategic planning can play an important role in guiding managers in the right direction. In other words strategic planning is a tool that management can use to give them a sense of direction that will guide them in doing a better job and to ensure that all the members of the organization are working toward the same goals
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
When beginning a new job, there are countless new things that a person has to adjust to. From new projects and clients to a new boss to something as simple as where the coffee maker is located, a new job always means that there is a lot to learn. No matter how much experience a person has, no one can ever know every policy of a new workplace the moment they walk in the door, and a company certainly cannot expect new employees to perform at their best if they are just thrown into a new huge project without even being trained on the material. In addition, adjusting to a new work environment is one of the biggest factors related to success in the workplace, so it is important for new employees to become acquainted with their fellow coworkers to help them feel comfortable in the unfamiliar environment.
Strategic planning implies establishing in advance what an individual or organization wants to achieve within a specified timeframe and deriving ways on how to achieve that. A strategic plan is basically a course of action that is used to attain desired results. It means anticipating the future and having measures on how to grow into the future. Technology is a macroeconomic factor that is rapidly growing and changing. Technology has had positive effects all over across the globe to business organization and to individuals.
Performance management is a process that guarantees an organisation and all of its available resources are working collectively and effectively towards achieving the organisation’s mission or goal. Performance management affords an understanding of what drives an individuals, and even organisations, performance at all levels. An understanding of performance management allows for the identification and minimisation of unproductive areas of an organisation, as well as an ability to predict future performance. It is a powerful tool that can be used by managers at all levels of an organisation to help improve a company’s productivity.
The objective of this report is to determine if a successful performance management system can offer anything to the learning and development process in an organisation. The report will examine the concepts of performance management and the implications it has on learning and development. It will focus on the major issues surrounding the learning and development process and outline the contributions performance management has to offer.
Skills development aims at creating a workforce, empowered with necessary skills , upgraded knowledge and required qualification which will help them to increase their competitiveness and gain decent employment in dynamic global market.
Performance management is used for the basis of promotion, reduction in force purposes (talent management), gives transparency of what an organization is looking for, merit increases, and lastly it provides protection against lawsuits for unlawful termination by keeping written documentation. Performance evaluations are advantageous to both the organization and the employee. A leading advantage of performance evaluations is it gives the employee an opportunity to create and achieve smart goals. Although performance evaluations primary function is to measure whether an employee is a good fit or a bad fit for the organization, its function is so much a broader. Performance management is tool purposely used to motivate employees to examine themselves and determine if they have selected the profession that is best for them; consequently the feedback an employee receives from their superior supports them with increase their knowledge and
Strategic planning is an organizational process in which it looks towards developing and sustaining success or balance in its ever changing environment.
Strategic Planning is looking at where you are now, knowing where you want to be in the future and planning the steps to get you there.
Strategic planning is the continuous and systematic process of guiding members of an organization to make decisions about its future, develop the necessary procedures and operations to achieve that future, and determine how success will be achieved.
Performance management is a continuous process that creates a working culture to encourage employees to improve their work performance and reach their full potential during their stay of employment. Performance Management also provides strategic direction, develop competency in employees and instill organization value. This paper will identify methods and affects that performance management plan has on the organization and their employees.