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HR Existing Challenges and Trends

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Discuss existing trends and challenges in HR management:

a. Discuss how a complete performance management system differs from the use of annual performance appraisals.

b. Discuss the advantages of managing turnover in organizations.

c. Examine contemporary safety and health management issues in the workplace.

d. Also, include a discussion of future trends and challenges in HR management.

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The attached is 2,000 words with proper citings, references and formatting.


This paper will discuss the existing trends and challenges facing Human Resources Management today. The paper will address performance management systems and how they differ from annual performance appraisals; the advantages of managing turnover; contemporary safety and health management issues in the workplace and future trends and challenges that Human Resources management will be dealing with upcoming.
Performance Management Systems

How do they differ from annual performance appraisals?

"The goal of a performance management system is to help boost employee performance and, ultimately, the productivity of the business." (All Business 2009) A performance management system is generally in place to help the employee better understand his or her job expectations. Performance appraisals offer this but appraisals are offered annually where a management system can be addressed more often, as goals are set in increments.

The system is just that, a system. The system consists of writing job descriptions that are clear and understandable. The employee selection process should be streamlined to make for a smooth process. The system will assist in outline performance standards and what effects poor and good standards have on the employee and the company overall. The system will also assist in training and education. Untrained and undereducated employees are not what companies need. With a performance system, discussions are done more often, generally quarterly, whereas appraisals are done annually. What was discussed in January 2008 is most likely forgotten in January of 2009. By meeting quarterly, the employee can know if he or she is meeting his or her goals and if he or she is not, the manager can discuss options for success.

The system also provides for advancement opportunities for employees and when the time comes for an employee to leave, the system wants to know why, as if the company has poor management or if the employee is leaving for another reason.

Performance appraisals are just that: appraisals. An employee sits down with his or her manager annually and they discuss the employee's job performance and areas where he or she can improve. Goals are set but often not met because managers change positions as do employees. What was set most likely will not be met. The system will ensure that goals are met through the constant revisiting of the subject.

"Performance appraisal systems don't work as traditionally practiced in organizations. Both the people who do performance appraisals and the people who receive performance appraisals, despise the process. Management needs need to provide feedback and measure and reward contribution. There is a better way." (Heathfield, M. 2008) Heathfield is correct. The better way is through a performance management system.

Advantages of Managing Turnover in Organizations

"During the past decade, employee turnover has become a very serious problem for organizations. Managing retention and keeping the turnover rate below target and industry norms is one of the most challenging issues facing business. All indications point toward the issue compounding ...

Solution Summary

The solution addresses the current trends and challenges that effect HR