BUS 1101 Unit 8 Written Assignment
There are several aspects involved in human resource management. The topics we will focus on are: recruitment of personnel, training and development function, and performance appraisal. We will also examine how these topics are related and how they fit into human resource management.
Recruitment of Personnel
The recruitment process is a vital part of hiring. Recruitment essentially is the search for candidates to fill a vacancy. Recruitment can be done in many ways but it is best to gear the recruitment process towards what will work best for the business. Posting a job opening and holding or attending a hiring fair are both examples of recruiting tactics. The goal of the recruitment process is to create
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a pool of eligible candidates for the hiring process. How is the recruitment function related to the selection function? Recruitment occurs before the selection function. As I stated above, the goal of the recruitment process is to create a pool of eligible candidates to choose from. The selection process involves many other aspects like reviewing applications/resumes, interviewing, and pre-hire assessments. The selection process is where a business will determine which candidate/s are the best fit for their opening and organization. Training and Development Per an article published by Inc., the training and development process is ‘the formal, ongoing efforts that are made within organizations to improve the performance and self-fulfillment of their employees through a variety of educational methods and programs,” (Training and Development, n.d.). Training and development not only occurs after the initial hiring of a new employee, but it continues as that employee stays with the company. Businesses must be able to adapt to changes in their industries to remain profitable just as their training and development tactics must go along with the changes to ensure a successful workforce. Performance Appraisal A performance appraisal is essentially an evaluation of an employee’s work.
Performance appraisals are typically conducted at regular intervals, depending on the business they may happen annually or semi-annually. Rebecca Knight of the Harvard Business Review has a few tips for giving an effective performance appraisal. First, set expectations early so that employees know how they will be evaluated and what the goals are. Second, lay the groundwork. This step includes gathering any notes regarding the employee that were taken during appraisal timeframe. Knight also suggests having the employee submit a few of their recent accomplishments in the workplace so that there will be a positive light to kick off the appraisal process. Third, managers need to set a tone. Knight suggests avoiding the “criticism sandwich” which involves providing a compliment, critique, and then another compliment because it can be confusing for some employees. Be blunt and honest, and do not sugarcoat the negatives. Fourth, the manager should constructively coach the employee by letting them know of anything they should stop doing, things they should start doing, and anything positive that they should continue doing. Finally, and most importantly, managers must hold their ground. Knight states that if an employee meets their goals and they are to be rated on a scale from one to five, they are a three. If the employee only meets their goals, they are doing what is expected of them so they are an average …show more content…
employee. If the employee exceeds their goals, they should be given a higher score that coincides with being an above average employee (Knight, 2011). What is the relationship between performance appraisal and compensation?
Often times, performance appraisals are tied with a raise or bonus of some sort. This helps ensure that employees are motivated to perform at higher standards time and time again rather than maintaining mediocre work performance. Generally speaking, the more positive the performance appraisal, the bigger raise/bonus an employee will receive.
How do all the Elements of Human Resource Management Fit Together?
Human resource management can be viewed as the spider web that entangles a company’s workforce. HR departments are involved in employee’s work lives from the recruitment and selection process, to the training and development, performance reviews, and the compensation
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Finally, the timing of appraisals could be rectified by implementing quarterly performance appraisal instead of annual ones. Having managers meet with employees more frequently may enhance individual performance by giving employees the feedback they need to improve. Also, increased appraisal may result in more accurate evaluations because it is easier to recall specific performance indicators after 3 months versus after 12
Every employee receives performance appraisal as part of his duty. It is the responsibility of the manager to see that such appraisal does not affect the morale of the employee and leave him discouraged or disgruntled.
ager or by the job holder’s superior. The performance appraisal gives the managers the chance to reward employees and to thank them for doing a good job. Appraisal normally takes place once or twice a year. In some organisations it happens every month every three months. The more often it is done the better.
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.
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:...
One of the most significant and valuable aspects of human resource management is its control of the recruitment and selection of candidates. Human resources is at the forefront of determining what kind of candidates an organization wishes to add to its workforce, hence they are impacting organizational performance before people even step through the door. Therefore, it is observed that by developing recruitment strategies human resource managers seek to attract the finest possible pool of applicants, encompassing the best most talented individuals as a result of a carefully selected recruitment strategy, the more thorough and complex the recruitment process the higher quality the
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Although performance is a major objective at top organizations, successfully addressing poor performance is also a key focus. Although many employees feel or dread performance appraisals they are directed to enforce clarity with individual employees day-to-day work-load, performance appraisals develops responsibility while making employees accountable for performance expectations, reinforces future career planning, helps the organization with determining training needs, and provides a stem of documentation for legality purposes. Performance management in detail is much broader than many employers, and employees assume and necessitates so much more. Proficient appraisals should represent a summary of on-going dialogue. Focusing only on an annual performance evaluation leads to misrepresentation of the performance management process in its
Human Resources is an important department with in many larger companies and one that is greatly needed for such functions as; hiring, firing, insurance, and public relations. While in the past Human Resources has been able to operate with little friction from any outside influences, it would seem over the years some new challenges for this department have complicated their fairly standard sets of operations. These challenges while difficult to deal with are may not be enough to break down the functioning capacity of human resource departments, but challenges that are being faced by Human Resources because of technology, economic relations, and job descriptions are changing at a much more rapid pace than they once did. These ever changing conditions in business is creating a great deal of strain and challenge for representatives in Human Resources because it is forcing them to find new ways to do things at less cost that will be able to keep up with the ever growing changes and demands of the economy.
...organizational annual pay and grading reviews, Performance appraisals generally review each individual's performance against objectives and standards for the trading year, agreed at the previous appraisal meeting. Performance appraisals are also essential for career and succession planning - for individuals, crucial jobs, and for the organization as a whole. Performance appraisals are important for staff motivation, attitude and behavior development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff. Performance appraisals provide a formal, recorded, regular review of an individual's performance, and a plan for future development.
Human resources management (HRM) has been an object of study and reflection at both theoretical and practical levels Human resource management deals with a lot of employee-related activities in the organizations. HR managers are obligated to find talented employees with the specific skills to perform specific jobs and help ensure that employees are fairly paid and looked after during work period. HR management usually performs a variety of these activities throughout an average week.
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.
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.
Recruitment refers to the process of finding possible candidates for a job or function, undertaken by recruiters. It may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Either way it may involve advertising, commonly in the recruitment section of a newspaper or in a newspaper dedicated to job adverts. Employment agencies will often advertise jobs in their windows. Posts can also be advertised at a job center
Recruitment refers to those activities that an organization tries to attract people for applying a job in the organization. From these activities, chances will be given for people to apply jobs from there organization. An effective recruitment should have a right person in the right place at the right time; the main way to attract applicants can be listed as follows, walk-ins, employee referrals, advertising, websites, professional associations, educational associations, professional agencies, E-recruitment and world-of-mouth. Applicants can get some recruit informations form different ways; employees will provide a job description for those who are interested.