What are some advantages and disadvantages of various types of performance appraisal systems? (i.e., MBO, graphic rating scale, forced distribution, ranking, 360, etc.,) Which one of these methods would you say is the most effective at helping the organization attain their objectives.
What are employee/labor relations? What is human resources' (HR) role in maintaining effective working relationships with unions? How can HR develop proactive policies that reduce the likelihood of union organization?
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Many employers perform appraisals simply because they feel obligated to do so; others just so they have a formal documentation in the employee's file for legal protection. Organizations which value the performance appraisal as a tool to help improve employees both professional and personally understands the importance of a performance appraisal and develops management strategies to fine tune them.
It is not only important to discuss with the employee once a year or semi-annually, but rather to give continuous feedback to the employee. The performance evaluation should be an on-going tool. Employees who feel their employer has a vested interest in them to become successful will see that employee's moral and motivation improve.
Advantages of MBO: MBO provides goal setting, empowerment and increases job satisfaction. It also provides for better communication, clarity of goals, and can ensure that the organization's goals are linked to the objectives of the employee thus meeting goals.
Disadvantages of MBO: It compares employees as to the perfect employee versus the average, versus the below average. Goals are the driver of the outcomes versus a working plan; buy-in is more by leadership and not subordinates; the context of which the goals are set in is where the leader tells you your goals and expects you to meet them.
Advantages of a graphic rating ...
The pros and cons of tactics threats are determined for Human Resource Management.
Human Resources: Here are two suggestions used in the solution of this assignment. The HRM must develop a pay for performance system and also address issues with Diversity in the Work Place. Diversity in the workplace has become of the utmost importance as more and more companies are becoming global. Understanding others differences is essential to the business.
What are some of the HRM strategies we should consider when developing the workforce, and conducting performance management, to enhance organizational productivity? As an example, what does your current (or previous) organization due to promote a "learning environment" within the workplace?
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Here are some highlights from the document solutions:
As companies now look at compensation, many are no longer giving the standard 2-3% annual raise. Rather they are now looking at an associate's performance and the scorecard has now become the major defining factor in raises.
There are many different methods as to how one can be paid. It can be the standard annual raise, comp-time for salaried workers and pay for performance.
Pay for performance is just one of many ways that an employer can increase productivity. Pay for performance is a plan that has a balanced scorecard with an emphasis on metrics, characteristics, and computer skills that an associate must show proficiency in order to determine if the associate qualifies for raise. Human Resource managers are called upon to take the goals of the company and assess a number to them whereby managers will be able to rate their associates in order to see if they qualify for a raise. This scorecard also helps to assist in where additional training may be needed.
Diversity has become one of the major focuses for enhancing organizational productivity. Associates want to work in an environment where they feel valued and empowered to contribute to the company with their expertise and ideas for the company's success. Diversity cannot be excluded from any company especially since the world has gone global and the workforce make up is of all nationalities, ethnicities, genders and disabilities just to name a few. Diversity policies are now part of a company's mission statement.
Diversity is defined as a strategy for Human Resources productivity in the Handbook of Workplace Diversity. Here are some of the characteristics: (1) increase the numerical representation, of historically excluded groups; (2) empower a diverse workforce once it is in place to participate fully in organizational decision making; and (3) ensure the inclusion of a diverse workforce in every aspect of organizational life (Kossek & Lobel, 1996). The business case for HR diversity strategies links recruitment, selection, development and retention of a diverse workforce to business goals, labor market shifts, globalization and competitive advantage (Yakura, 1996).