Strategic human resource management incorporates providing ways to help all employees grow for both themselves and the company. One way management helps individuals succeed is through conducting performance appraisals. A performance appraisal is used to evaluate an employee, by the form of communication, on how he or she is performing their job and establishing a plan for improvement. Performance appraisals are used for many reasons, but the main goal should be to promote a healthy change in an employee’s behavior and performance. Increasing an employee’s personal growth benefits both the individual and the organization. Other uses of performance evaluations are for promotions, pay increases, and personal goal achievements. A meaningful performance …show more content…
Effective feedback is time consuming, can be both positive and negative, and is most efficient when it sparks a behavioral change in an individual. Customized, qualitative feedback, such as the multi-rater assessment method, though more difficult and time consuming to generate, is more helpful in improving performance (Garbett, Hardy, Manley, Titchen, & McCormack, 2007). The effectiveness of this method depends on the willingness of the individuals participating in completing the questionnaires. The individuals participating in the assessment must be willing to be honest and direct when completing the surveys. Biased and uninformative feedback provide a non-effective performance appraisal and promotes zero positive behavioral change in the employee. Participants are able to remain completely anonymous, if they feel more comfortable, in order to provide a more honest and accurate evaluation. It is suggested to have a total of ten or more questionnaires conducted in order to create an impact on the employee by providing potent and useful feedback (Hensel, 2010). This number of participants and questionnaires will ensure accurate and useful information regarding the performance of the individual. Performing a performance appraisal does more for the employee being evaluated than the person completing the …show more content…
These suggestions include thorough preparation, suitability, and anonymity (Garbett, et al., 2007). Human resource management is responsible for nearly all three areas. A thorough preparation involves informing all individuals participating in the assessment of the purpose and importance of the assessment. Without this explanation, participants may feel uneasy about providing too much information in their questionnaire. Many individuals would also suffer from not wanting to provide any negative comments on or about the employee. Providing examples of previous effective criticism and feedback would give those members, who have never been involved in providing feedback for another individual, a better understanding of what is required and expected of them. The suitability of the assessment involves the gathering of information needed to reflect what is convenient and appropriate to the colleagues one is working with (Garbett, et al., 2007). Collecting feedback that is both manageable and able to be discussed will help provide a more suitable assessment. Participants may add comments or opinions that would not be worth discussing as it is not directly related to the employee’s job performance. The human resource management team would be required to differentiate between what information is useful to the employee’s performance versus what information is not. The
In the workplace feedback is given among employees or from leaders to employees. A performance review is an example of how employers can provide constructive feedback to their employees to help them identify their strengths and weaknesses to assist them to improve and develop the necessary skills to be successful within the organization. For information on how to provide better feedback, please visit: http://www.dummies.com/how-to/content/giving-constructive-feedback.html
There is an array of key components and factors involved in making an organization a successful business. One of those elements consists on evaluating employee’s performance; this sole component is critical in determining how effective is the organization’s productivity and which are the necessary steps to ensure proper functioning. “The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically the employee's supervisor, can sit down and have a lengthy face-to-face discussion about all aspects of the job” (Joseph, 2016). Employees’ performance assessment serves as an instrument to gather important information as to which areas of the job description are being performed according to standards
Armstrong ( 2010) defined Strategic Human Resource Management (SHRM) as “an approach to making decisions on the intentions and plans of the organisation in the shape of the policies, programmes and practices concerning the employment relationship, resourcing, learning and development, performance management , rewards and employee relationships,” ( p. 115). There is a paradigm shift from a functional role to a tactical one through the strategic management process. SHRM is very important to the effectiveness of my learning organisation because it ensures that the needs of the learning community are met and provides the opportunity for instructional leaders to “add value to the learning community” (Introduction to Human Resource Management, 2012, p.6) while achieving the goals and objectives of the institution.
The purpose of this essay is to determine whether measuring employee performance is all pros and no cons. Performance appraisal is considered as an important management tool in many countries (Milliman, Nason, Zhu & Ciery, 2002). According to Kazan and Gumus (2013), “Kaplan and Norton (2001) define the performance assessment as "a planned tool which is integrating the success of individual at a given task, his attitude and behaviors at work, his moral conditions and characteristics, and assessing employee's contributions to the success of the organization".” In other words, employee’s weak and strong points, trainings needed, future predictions can be recognized by performance appraisal (Milliman et al., 2002). There are a lot of different performance measurement systems. Lam and Schaubroeck (1999) stated that there are traditional performance appraisal and a more current one called TQM (Total Quality Management). From traditional perspective, appraisal is measuring individual results rather than the overall system. It is assumed that individual is capable and responsible to influence the way things are done in a company. On the other hand, TQM stressed the importance of system rather than individuals.
Employee performance evaluations and how they are handled can be important in influencing an employee’s behavior.
Performance reviews are a part of career development; they act as a regular appraisal of an employee’s tendencies in a company. The aims of reviews are to not only give feedback on performance but also to facilitate communication between workers and executives. Reviews as a whole are beneficial as they identify employee training needs and provide an opportunity for individual growth and change. In addition, performance reviews allow the employee to discuss their own perception of their performance, in addition to, their boss’. Performance reviews allow one to receive feedback both personally and career-wise, as generally employee’s tend to like to know how they’re doing overall; appraisals help improve the future.
If performance appraisals are not done correctly, they create a negative experience for the employee and possibly the supervisor. This creates a very stressful environment that can bleed into the workforce and wreak havoc on moral. Appraisals are time consuming and can be overwhelming if a supervisor has numerous employees, so if not done correctly they will be a huge waste of time. The performance appraisals are very subjective, and can be heavily influenced from biases and rater errors (Dressler, 2014). The performance appraisal need to be part of a performance management system which the organization establishes to achieve their strategic
Strategic Human Resource Management Strategic human resource management is the procedure of relating the human resource function with the planned objectives of the organization in order to enhance performance. In simpler words, Strategic Human Resource Management is a different way of running an entire organization. Human Resource focuses on the objectives that will be achieved and how the right people can be placed on the right positions to maximize those accomplishments. Secondly, SHRM focuses on entire systems when solving organizational issues rather than individual methods.
Therefore, it is suggested that employers participate in two types of appraisals: supervisors rating employees and employee self-rating. These should each be conducted annually, one at mid-year and the other at year-end. The former assessment should be in narrative form, while the latter assessment should be in the form of a likert scale. These assessments should be reasoned, transparent, consistent, objective, reliable, valid, and relatively structured for ease of use. It should also consider the avoidance of wrongful discharge or discrimination claims in the case of employee termination. Again, both appraisals should fundamentally focus on the duties detailed in the job description.
In conclusion, a performance appraisal can enhance your relationship with employees, improve overall performance for your organization, and enhance employee-manager communication a bonus for customer and work relationships. Performance appraisal is important to help with assessing the employee job performance and being aware of the strengths and weaknesses of the employee. It’s a way of knowing if training was effective at the onset of the first year of employment. With job appraisals in place guarantees the employer made the right decision in hiring the
In the fields of management and business, Strategic Human Resource Management (SHRM) has been a powerful and influential tool in order to motivate employees to perform productively. (Ejim, Esther, 2013). According to Armstrong (2011), SHRM refers to the way that the company use to approach their strategic goals through people with a combination of human resource policy and practices. The purpose of SHRM is to produce strategic capability that the organisation must ensure such that employees are skilled, committed, and well-motivated in order to achieve a sustainable competitive advantage, (Armstrong, 2011). Particularly, the organisation must be able to carefully plan strategic human resource ideas, aimed to increase the productivity.
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
The performance method can be used to evaluate the effectiveness of employee at work through performance appraisals
Performance appraisal is the method of evaluating the behavior of the employees in a workplace, normally included both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishments of the tasks that make up an individual’s job. Performance is measured in terms of the results. Thus, performance appraisal is the process of assessing the performance or progress of the employees, or a group of employees on the given job, as well as his potential for organization to evaluate contribution, personality and potential of individual employees. In other words, performance appraisal includes the comparison of performance scales of different individuals holding similar areas of work responsibilities and relate to determination of worth of the scales for the achievement of the organizational objective.
The aim of this study is to understand the basis of Strategic Human Resource Management with background knowledge from human resource management and strategic management. The study covers the definition of strategic human resource management, its importance, framework, roles and the development and implantation of human resource management and finally an assessment on HR strategies and their application in an organisation.