Contemporary issues in performance appraisals important of interview techniques

Contemporary issues in performance appraisals important of interview techniques

Performance appraisal is an evaluation process through which managers evaluate, compare and provide feedback on employee performance to effectively manage human resources in an organization.

Performance management can be defined as a systematic process for improving organizational performance by developing performance of individuals and teams. Performance management is the system through which organization set work goals, determine performance standards, assign and evaluate work, provide performance feedback. Furthermore determine training and development needs and rewards. Often companies train their employees on methods of effective conducting appraisals part of the process is also to train them on effective interview techniques. This is the stage that things may go wrong for the manager and subordinate due to poor preparation and planning of the appraisal.

Some issues and challenges in conducting appraisal interviews how to resolve them and move forward include: -

Prepare for the meeting is vital: Familiarity of the person’s job description, evidence you have. Review your expectations of the person examples are task, roles, amount of work and dead lines acceptable and are they realistic and reasonable. A person’s performance can be affected by lack of support direction, unclear objectives and task 

At the Meeting. Tell the appraisee: why we are meeting of things that have gone wrong, concerns of situations not improved overtime and that we are here to discuss the problems and improve them

Establish if the Employee knows what is expected from them: have copies of job description determine if they know what is expected from their jobs compare with the job description.

Create awareness of the objectives and standards of work: that you agreed during probation or otherwise at staff development meetings.

Conduct the session proactively and positively: Don’t make it sound like a interrogation or fault finding mission.

These are just a few tips on how to effective conduct a effective appraisal interview there are many more. This why some companies regularly conduct training on appraisal systems, Jaldeen(2016) suggested that world class organizations such as google, Microsoft and Accenture constantly review and improve appraisal systems     

References :

Armstrong, M. (2012)Armstrong Handbook of Human Resource Management Practice,12^thedition.

Heathfield, S., (2016). Performance Management Process Checklist Step-by-step to a Performance Management System. https://www.thebalance.com/performance-management-process-checklist-1918852 accessed on 8th Dec 2017 at 5.00 PM

 

Jaldeen, R.M, (2016) Megatrends; Human Resources Management 2020, Published by The

Training Partnership. Series 1, Volume 1, 2016. Available as download online and downloadable http://seniormanagersforum.blogspot.com. Accessed on 08^th Dec 2017 at 5.20 PM

 

 

 

Critical Review of Maslow’s hierarchy

Critical Review of Maslow’s hierarchy



Maslow’s hierarchy of needs is a motivational theory in psychology comprising a five tier model of human needs, often depicted as hierarchical levels within a pyramid.

Maslow (1943, 1954) stated that people are motivated to achieve certain needs and that some needs take precedence over others. Our most basic need is for physical survival, and this will be the first thing that motivates our behavior. Once that level is fulfilled the next level up is what motivates us, and so on.

The most significant restriction of Maslow’s theory concerns his methodology. Maslow formulated the uniqueness of self-actualized individuals from undertaking a qualitative methd called biographical analysis.

He looked at the biographies and writings of 18 people he identified as being self-actualized. From these sources, he developed a list of qualities that seemed characteristic of this specific group of people, as opposed to humanity in general.

From a scientific perspective, there are numerous problems with this particular approach. Frist, it could be argued that biographical analysis as a method is extremely subjective as it is based entirely on the opinion of the researcher. Personal opinion is always prone to bias, which reduces the validity of any data obtained. Therefore Maslow’s operational definition of self-actualization must not be blindly accepted as scientific fact.

Although Maslow (1970) did study self-actualized females, such as Eleanor Roosevelt and Mother Teresa, they comprised a small proportion of his sample. This makes it difficult to generalize his theory to females and individuals from lower social classes or different ethnicity. Thus questioning the population validity of Maslow’s findings.

 Furthermore, it is extremely difficult to empirically test Maslow’s concept of self-actualization in a way that casual relationships can be established.

Another criticism concerns Maslow’s assumption that the lower needs must be satisfied before a person can achieve their potential and self-actualize. This is not always the case, and therefore Maslow’s hierarchy or needs in some aspects has been falsified.

 

 

References

Armstrong, M. and Stephen Taylor (2014) Armstrong Handbook of Human Resource Management Practice, 13^th edition. 

http://www.studymode.com/essays/Critical-Analysis-Od-Maslow's-Hierarchy-Of-306273.html Accessed 29 Nov 2017 at 3.55pm  

http://194.81.189.19/ojs/index.php/step/article/viewFile/274/400   Accessed 29 Nov 2017 4.00PM

https://www.scribd.com/document/26611898/Critical-Analysis-of-the-Maslow Accessed 29 Nov 2017

https://www.scribd.com/document/44303357/8703989-Maslows-Hierarchy-of-Needs-a-Critical-Analysis

 

 

 

Talent Management

Talent Management

Talent Management is the development of  ensuring that the organizations has the talented people it needs to accomplish its business goals .It involves the strategic management of the flow of talent through an organization by creating and maintaining a talent pipeline.

Talent management is a useful term when it describes as organization ‘s commitment to hire manage, develop and retained employees. It comprises all of the work processes and systems that are related to retaining and developing a superior workforce.

Talent management is a business strategy that organization will enable to retain their top talented employees. Just like employee involvement  or employee recognition. It is the status business strategy that will ensure the attraction of talent with competition with other employees.

When you tell a prospective employee that you are dedicated to a talent management strategy that will ensure that he or she will have the opportunity to develop professionally, you attract the best talent.

The people involved there are different , the view is that everyone opinion about who should be involved. On the one hand there is the view that you must pay more attention to the best, while on the other,  the view is that everyone has talent and it is not just about the favorite few. Lles and Preece (2010:248) have identified three main perspective: 1 Exclusive people- key people with high performance and or potential irrespective of position. 2 Exclusive position – the right people in the strategically critical job. 3 Inclusive people every one in the organization it seen as actually or potentially, talented, given opportunity and direction. The first two perspective, or a combination of the two, are the most common.

Many organizations focus on the elite. For example, Microsoft UK is most concerns with its ”A list” the top 10%  of performance, regardless of role and level while six continents targets executives below board level and high – potential individual, as the two carders are lightly to provide their leaders of tomorrow.

 

Reference:

Armstrong, M. and Stephen Taylor (2014) Armstrong Handbook of Human Resource Management Practice, 13^th edition.  

www.thebalance.com/what-is-talent-management-really-1919221 Accessed on 22nd November 2017 at 1.36 p.m.

 

Employee Relations

Employee Relations

The terms ‘employee relations’ refers to a company efforts to manage relationship between employers and employees. An organization with a good employee relations program provides fair and consistent treatments to all employees.

Employee relations program are typically part of a human resource strategy designed to ensure the most effective use of people to accomplish the organization’s mission . Human resource strategies are deliberate plans companies use to help them gain and maintain a competitive edge in the market place. Employee relations programs focus on issues affecting employees  , such as pay and benefits ,supporting work-life balance ,and safe working conditions .

One of the most effective ways for a company to ensure good employee relations is to adopt a human resource strategy that places a high value on employees as stakeholders in the business .Stakeholders are people who are committed ,financially or otherwise ,to a company and are affected by its success or failure .When employees are treated as more than just paid laborers ,but as actual stakeholders with the power to affect outcomes ,they feel more valued for the job they do .

Today Most of the companies practice ‘employee relations ‘ as proper manner for a example Nestle they practice and promotes a continuous improvement of the working conditions , giving special attention to the following labor priorities and make sure good employee relations :

·         Respect the right of employees

·         Offer competitive wages and benefits

·         Treat every employee with dignity and without any tolerance

·         Employees to assure a safe and healthy work place and working environment respectful of their family lives

Conclusion

The most important part of any business is its people . No business can run effectively without them .But people don’t work in a vacuum; employers need to manage relationship in the workplace to keep the business functioning smoothly , avoid problems , and make sure employees are performing at their best .So without good relationship with employee between employers defiantly there will be huge issues.

References :

http://study.com/academy/lesson/what-is-employee-relations-definition-lesson-quiz.html  Accessed on 14 Nov 2017 3.00PM

http://www.nestle.com/asset-library/documents/library/documents/people/employee-relations-policy-en.pdf Accessed on 14 Nov 2017 at 4.00 PM

https://www.cipd.co.uk/knowledge/fundamentals/relations/employees/factsheet Accessed on 15 Nov 2017 at 4.16 PM

 

 

 

 

 

 

Emerging Trends in Learning and Development - blog 03

Emerging Trends in Learning and Development (Strategic )

Competency is based on learning systems focus on front –end analysis to determine the desired knowledge ,skills, abilities, and behaviors necessary for all type of job performance.  

Such systems emphasize the use of assessments to determine the level of competence again desired outcomes ,and focus learning and development efforts on helping the individual determine a learning path ,identifying the learning experiences that help the individual attain the desired competencies . The instructional design methodology known as Analysis , design , development , implementation , and evaluation coupled with stakeholder input , learning experience review ,  and support systems make the system robust , efficient and effective .

 learning is a methodology that breaks traditional models and allows employees to learn at their own pace. It has gained popularity with educational institutions, referred to as “adaptive teaching,” where a teacher will gather information on individual students to learn what they need to do to improve their learning. In the workforce,  learning is conducted similarly. Employees can be monitored individually and in real time to determine what learning approach will best suit their needs. It has advantages for younger generations entering the workforce that have expectations around flexibility and interaction.  learning can be effective at improving efficiency, as well as employee engagement and retention since it allows employees to build confidence and overall expertise. Companies may want to consider breaking traditional learning methods

Although learning is one of the most mature areas of talent management, it is also one of the most innovative. With recent technology advancements and the rapid adoption of social collaboration, learning and development has come a long way. Yet making a decision to improve a learning management program and invest in a learning management solution is often a daunting challenge.

 Most of the organizations  adopting continues development by educating and encouraging the  employees  to be  success  and  develop  the organization.

 

References

https://www.bayt.com/en/specialties/q/149008/what-are-the-emerging-trends-of-human-resource-management/ Accessed on 08 November 2017 at 12.30pm

https://en.wikipedia.org/wiki/Competency-based_learning Accessed on 08 November 2017 at 11.30am

http://www.ijsrp.org/research-paper-0315/ijsrp-p3952.pdf Accessed on 08 November 2017 at 1.30pm

 

  

 

 

Current Trends in Human Resource Management - Blog 02

Current Trends in Human Resource Management



 

The world of work is quickly changing. As a part of business, Human Resource Management (HRM) must be prepared to deal with sound effects of changing world of work. For the HR people it means understanding the implications of globalization, work-force diversity, changing skill requirements, corporate downsizing, continuous improvement initiatives, re-engineering, the contingent work force, decentralized work sites and employee involvement for which all and more have the financial implication to organization. Let alone on the employee side where engagement, satisfaction, motivation, retention, absenteeism, turnover have to be checked. As a rule human resource management has to venture into new trends in order to remain relevant corporate development partner. Look at the one  new trends as bellows;

Work-force Diversity

“work force diversity is a work force consisting of a broad mix of workers from different racial and ethnic background of different ages and genders, and of different domestic and national cultures’’

In the past HRM was considerably simpler because our work force was strikingly homogeneous. Where diversity flourishes, the potential benefits from better creativity and decision making and greater innovation can be accrued to help increase organization’s competitiveness. One means of achieving that is through the organization’s benefits package. This includes HRM offering that fall under the heading of the family friendly organization.   

According to Google's 2017 Diversity Report Shows Progress Hiring Women, Little Change for Minority Workers

The updated workforce data shows that women make up 31% of all employees at Google. Twenty percent of Google tech workers are women, up from 17% three years ago. And women hold one in four leadership roles at the company. 

Progress for increasing representation for racial and ethnic minorities among Google’s workforce has been slower.

While Google released summary stats about women in its global workforce, the race data is based on its EEO-1 Report which includes only its U.S. employees.

The number of Black U.S. employees remained stagnant over the past year at 2% of the total workforce and 1% of tech workers. The number of Hispanic and Latinx employees also saw little change, increasing from 3% to 4% over the last year

Diversity among new hires at the company was relatively flat as well.

In 2016 women were 21% of the hires in tech roles while Black and Hispanic or Latinx candidates made up 3% and 4% of all new hires, respectively.

Google’s overall workforce is 56% White, 35% Asian, 4% two or more races, 4% Hispanic or Latinx, 2% Black and less than 1% American Indian or Alaskan Native, and Native Hawaiian or Pacific Islander. On its report, Google groups the last two categories together under the heading “Other.”

According to an Equal Employment Opportunity Commission report on diversity in the tech industry, tech firms hire a larger share of White, Asian, and male employees than the private sector overall.

Black and Hispanic or Latinx workers make up 14.4% and 13.9% of the private workforce overall, respectively. In the tech sector as a whole they are 7.4% and 8% of employees.

Women are also underrepresented, making up just 36% of tech employees compared to 48% of all workers.

Human resources the management of an organization’s policies and procedures relating to its employees has historically been seen as a somewhat insular task. But with the rise of globalization, Work force diversity, the world is becoming a smaller place. Business, even small ones, are now connected across cultural and geographic boundaries. As a result, global trends are affecting human resources management within organizations of all sizes.

References

http://www.grin.com/en/e-book/196467/human-resource-management-in-the-context-of-a-global-company      Accessed on 31^st Oct, 2017 at 10.02 AM

https://www.linkedin.com/pulse/15-current-trends-human-resource-management-rutaihwa-aristides-andrew  Accessed on 31st Oct, 2017 at 11.58 AM

http://fortune.com/2017/06/29/google-2017-diversity-report Accessed on 01st Nov , 2017 at 9.22 AM

People and Organizations: Principles and Practice in Global Contexts

 "People and Organizations: Principles and Practice in Global Contexts" (Human Resource Management)

 Human resource management is concerned with all aspects of how people are engaged and managed in organization. It covers activities such as, strategic Human Resource Management (HRM), human principal management, knowledge management, corporate social responsibility, organization development, resourcing, learning and development, performance and reward management, employee relations, employee wellbeing and the provision of employee services.

Currently many of the public private companies are following ,implementing of new strategic techniques of Human Resource Managements practically  

Roles of Human Resource

•      HR Planning

 Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization.

•      Recruitment & Selection

 Recruitment is a core function of human resource management. It is the first step of appointment. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or unpaid trainee roles.

•      Performance Management

 Performance management is the current buzzword and is the need in the current times of cut throat competition and the organizational battle for leadership. Performance management is a much broader and a complicated function of HR, as it encompasses activities such as joint goal setting, continuous progress review and frequent communication, feedback and coaching for improved performance, implementation of employee development programmes and rewarding achievements.

 

Reference/Bibliography

Armstrong, M. (2012) Armstrong’s Handbook of Human Resource Management Practice, 12th edition.

https://en.wikipedia.org/wiki/Recruitmrnt Accessed on 24th  Oct, 2017 at 2.00 pm.

Managementstudyguide.com/perfomsnce-management.htm Accessed on 24^th Oct,2017 at 4.00pm

 

B.Mohammed Raheem
Reg No : 7591

ESOFT Metro Campus,

Kandy