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Importance of developing a human resource plan in strategic human resource management
Importance of developing a human resource plan in strategic human resource management
Importance of developing a human resource plan in strategic human resource management
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Human Resource Management (HRM) is build from numerous sectors within allowing better efficiency levels to be reached my organisations. Some believe that certain topics such as performance management and rewards are the most crucial topics in HRM. In this essay these areas of HRM will be critically analysed to see why they are the most significant in running a successful operation of HRM in organisations.
Performance management is the scheme through which organisations lay down work goals, establish performance standards, allocate and assess work, offer performance reviews, decide upon training and development needs and issue rewards (Briscoe and Claus, 2008). Performance management is a vital tool used in HRM to ensure a similar vision is
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They can use this data to recognise gaps in the organisation. This can then be used to plan the training and development needs; it can find the most appropriate employees for the leadership development programs. Aldi is a well known retailer with over 8,000 stores worldwide; they spot future training needs through an on-going analysis of company performance in key areas at all levels. For example, the company monitors the availability of its products on offer to the customer within its stores. If the level drops below the targeted level of availability then a programme of training on order accuracy would commence. A typical off-the-job training course offered to employees by Aldi is performance reviews. Using this they decide whether further training is required and if so which training programme is the better option. In response Aldi is able to benefit by gaining more motivated staff, greater staff productivity and employees with greater skills and the capability to provide improved customer service (Jean Naylor, …show more content…
As highlighted by Egan (1995) this kind of collaborative development systems works most effectively indicating that performance management is a fundamental aspect of HRM. The process identifies the best candidates in the organisation, and it differentiates them from the rest. This procedure within performance management decreases the personnel expenses and controls them. This was applied to a Dover Grammar School for Girls through careful planning and a strong focus on performance management, which proved to be successful in keeping payroll costs down while not compromising on quality of teaching. The bonuses are paid to only top performers as performance management ensures that they are distinguished from the others (GOV.UK, 2013). Another example is CEMEX UK, a supplier of cement and ready mixed-concrete containing 4,000 employees. This company uses individuals’ rating in their end of year appraisal meetings to determine whether they are entitled to a bonus (Armstrong, MA, 2009). In return motivation for employees’ increases, instability in motivation reduces and personnel expenses also lessen. This further emphasises that performance management is a crucial topic to the successful operation of HRM in
The aim of this report is to evaluate current Human Resource Practices within Steel Co and identify weaknesses that the current model possesses. Performance and Reward management tools available will be evaluated in order to make recommendations on how the Management tools could compliment the system that Steel Co currently employs.
In fact, it is the culture of motivated and empowered entrepreneurial employees that makes Nordstrom’s culture unique (Spector & McCarthy, 2012). There are less rules and procedures for Nordstrom’s sales personnel than in other retail organizations. Their sales clerks also operate with a certain level of autonomy, running their departments almost as if they are private stores (Mello, 2015). This overall strategic approach to HR keeps training costs low, and consequently the cost of turnover is also minimized. This is important, as Nordstrom’s turnover, due to the level of internal competition and entrepreneurialism this type of retail strategy requires, is one of the highest in its market (Mello, 2015). The high turnover rate makes HR planning an important factor in ensuring a stable workforce that can create and maintain ongoing customer relationships (Spector & McCarthy, 2012).
The purpose of this memo is to show the affects of how Albertson’s is trying to implement many strategies in order to try, and compete with its powerhouse competitor Wal-Mart. This memo will contain information on steps Albertson’s is taking to gain back some of the market share that Wal-Mart has swallowed up. It will also describe Albertson’s planned innovations that will be what determines their success. Lastly it will discuss how through IT as well as a successful implementation of satisfying consumers demands, will possibly allow them to compete with the ever so powerful Wal-Mart.
Human Resource Management (HRM) is the administration and control of employees. Its purpose is to ensure that the workers and the employer cultivate a valuable relationship. As a result, the company will record an exceptional performance particularly with regard to employee productivity (Paauwe, 2004). Further, the workers will benefit in terms of job satisfaction and self-development (Paauwe, 2004). Some of the activities involved in managing workers include selection and recruitment, training, development, motivation, and appraisal (Sharma, 2009). This paper aims to analyse the role of human resource management in organisations and its linkage to the wider organizational strategy using Tesco and Harrods as illustrations.
show the amount of vacancies in a job centres, if they can see if they
Performance related pay is a financial reward given to employees whose work is considered to have reached a required standard or is above average. “PRP criteria can relate to the individual employee, to work groups or to the organization as a whole” (Armstrong, 2002). It is fair to provide people with financial rewards as a means of paying them according to their contribution (Armstrong 1993:86). The primary purpose of performance related pay in any organization is to recruit, retain and motivate the workforce. It also helps in focusing employees’ minds on particular goals (Protsik, 1966); communicate to employees an organization’s core values, and change the culture of that organization (Kessler and Purcell, 1991).
it’s all going incredibly well. But, without the challenging work and commitment of its people, it would be a very different story. Precisely why Aldi is dedicated to being the best supermarket employer in Britain. (Matthew Barnes, Jan 2017, www.theguardian.com)
As the economy is affected by the performances of the employees in all firms, the Govt. has been putting further possible effort in designing the best learning options to the firms as per the type of learning needs. This training initiative is very necessary for further development and gaining competitive advantage for Sainsbury’s and it has developed and changed their core values and to make it successful they need specific training facilities for their employees. This cotemporary training will aid the employees to quickly adapt to the changing environment. The training is evaluated concentrating the expectation of customers, competitive position, market condition, and future prospect and adaptability factors.
Section 1: The focus of many managers is most often on the wrong things. They focus on appraisal rather than planning. Performance appraisal is not performance management. Managers often focus on a one-way flow of words (manager to employee) rather than dialogue. Performance management and the end of the year appraisal are often seen as a necessary evil. They don’t realize that if carried out properly, performance management has the potential to fix many of the problems they’re facing.
Performance appraisal is perceived by most as a tool to reward or penalize employees for their good or bad work respectively by the end of a year. This notion is a challenge in itself to deal with. The whole exercise becomes dull for both supervisors and their subordinates and they tend to look at it as an additional responsibility which they have to finish. In the end, there is little or no value addition for either the employee or the organization. There are, however, better ways of looking at and conducting performance appraisals. It can give much needed feedback to both performers and laggards to improve upon and if done properly can even boost their motivation. More importantly, they provide a chance to employees to have a say in their goal setting and thus aligning it with the departmental and organizational goals. Also, the process itself has a value in team making.
Performance management aims to manage and improve individual performance with a vision to improving performance across the entire business. [Walter. M, 1995] defines performance management as the process of ‘Directing and supporting employees to work as effectively and efficiently as possible in line with the needs of the organisation’. It is very important to direct and support employees to work efficiently, and this can only be successful if a well-structured performance management system is put in place. But, nonetheless some organisations don’t get it
Human resource management (HRM) encompasses the activities of acquiring, maintaining, and developing the organization's employees (human resources). "The traditional view of these activities focuses on planning for staffing needs, recruiting and selecting of employees, orienting and training staff, appraising their performance, providing compensations and benefits, and making their career movement and development." HRM involves two aspects:...
There are enormous benefits to implementing regular and systematic performance appraisal system within an organization some of which are increase in employee contribution, knowledge and productivity. This can however, come in form of performance consultation, professional training, performance improvement and adequate feedback system which in turn increases employee contribution and ensures smooth productivity of organizations. In order to gain the most benefit and acceptability from performance appraisals it is recommended that a system is developed in consultation with workers and managers, and clear links are established between appraisals and valued rewards and outcomes (Duraisingham V. and Skinner N. 2005).
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
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.