Determine the HRM’s role in the performance management process and explain how to ensure the process aligns with the organization’s strategic plan.
The business and technology environment is constantly changing. Human resources are one of the bigger roles that take place when it comes to processing management performances. The business world is always evolving and shifting so that Human Resource workers can improve management and development functioning. Currently, the Human Resource structure concentrates on employee organizational development, skill development, employee relations, and employee promotions. Human resource managers roles enhance civil performance systems, managing alliances between workers, training on work ethics, and documenting performance reviews. (Bell, N.D.)
Human Resource Management is important when it comes to performance management aligning with the strategic plans of the organization because it determines on how the company is leading. These functions are essential when it comes to strongly meeting these goals. The strategic plan of Human Resource Management is required to diagnose the demands of the company, recruit for their needs, and advance in planning for developing retention of these assets. When HR is acquainted with the goals of the organization, they are able to plan to have the right people for the positions in facilitating a sleek transaction. Using these plans also gives them the benefit to help with the right performance standards that are set for each employer.
References:
Bell, E. N.D. What role does the HR department play in Performance Evaluation? Chron.com. Retrieved from http://smallbusiness.chron.com/role-hr-department-play-performance-evaluation-44928.html
Differentiate between the trait, behavioral, and results-based performance appraisal systems, providing an example where each would be most applicable.
Trait: Handling a trait based on evaluation enables the organization to look at a specific personality trait that can build up unit cohesion, strengthen moral and positive work situations. Some traits that are looked at in this category of appraisal include dependability, initiative, leadership, reliability, and even approachability. The biggest disadvantage to using a trait evaluation system as a standard for performing judgment is the fact that results are often biased for this system. It is best to use a specific trait for the appraisal system in positions where it is needed to shape and preserve team morals or in a situation where building coherence would make loyal workforces.
Behavioral: Using a behavioral appraisal organization gives it the chance to calculate the workers behaviorally. By doing this, it enables them to measure what the workers do against what the employees should be doing to finish the job. In order to use this system, the Human Resource department must have settled performance criteria to analyze the employee’s work ethics too. Using this appraisal system offers genuine results for performing well. The most negative part of using behavior to observe performance systems is the elimination of particular evaluation criteria such as contributions to meetings, interaction, and optimism.
Results: Based on the appraisal system, the results are focused on picking out the subject that detects the subject used in forms of appraisal systems by observing the job and performing skills. Individuals are looked upon based on their quantifiable outcomes that result in their performance. Appraising this form looks at performing in ways of a customer, financial, internal/operations and growth or learning. Using this as a performance evaluation can come up with its own downfalls for example; not being able to account any external facts that could hurt the employees’ results. (Griffin, n.d)
References:
Griffin, D. (n.d.). Types of Employee Appraisal Systems | Chron.com. Retrieved from http://smallbusiness.chron.com/types-employee-appraisal-systems-1908.html
Identify best-suited appraisal for the Maersk Customer Service – CARE Business Partner.
Maersk Customer Service best appraisal system is using the CARE Business Partner appraisal system. In this position, the employee can be accountable for all customer contacts, this requires that some traits are controlled by the employee. Using this system can assure that customers will be satisfied as long as it remains at the high and interaction among departments that can be aided in an easy-going manner. The personality aspect that this accomplice is guided with areas for further building work relationships, unit cohesion, and advancing the company’s morale. These factors assist in meeting the Human Resource company’s plan and better their expectations.
References:
Griffin, D. (n.d.). Types of Employee Appraisal Systems | Chron.com. Retrieved from http://smallbusiness.chron.com/types-employee-appraisal-systems-1908.html
Identify and describe a variety of performance rating scales that can be used in organizations including graphical scales, letter scales, and numeric scales.
Performance management systems are used in rating scales through time organizations to apprise workers level of performance. Behaviorally anchored rating scales (BARS) focuses on certain behaviors that show levels of performing and is used as mentioned to HR as to multiple behavioral amplitudes to employes. Then, there are the five or seven level performance management scales that is the most commonly passed down evaluation scale. The five-level performance management scales administer better convenience to differ employees by contributing two levels to higher performing levels. These types of levels consist of more satisfactory levels and less satisfactory levels, they can also subtract occupancies of results to concentrate more on the core.
References:
Performance Management: Which performance rating scale is best, and what should an employer consider in adopting a performance rating scale? (2014, October 21). Retrieved from https://www.shrm.org/ResourcesAndTools/tools-and-samples/hr-qa/Pages/whattodowhendevelopingperfratescales.aspx