This website uses cookies to ensure you have the best experience. Learn more

Performance Management And Industrial Relations Essay

2034 words - 8 pages

Performance Management: DefinitionPerformance Management is a process requiring participation from both managers and employees that functions on agreed terms instead of top-down instructions. For it to be comprehensive and efficient at the same time, it requires a joint and continuous dialoque aimed at improving the terms between the two parties concerned. Some of the areas that performance management that works on are acceptance of objectives, skills and competencies to perform the job and supplementation through training programs to meet known shortcomings in them. It is therefore, a process that brings together organizational, functional, divisional and personal objectives under a shared responsibility framework. This process is about a thorough understanding of the day-to-day events that the employees do so as to make the best possible use of their abilities, enabling their performance and long-term growth while aligning their contribution with the goals of the organization.[1]Performance Measurement: RationaleIn the latter half of 1980's, Performance management came to the fore with the arrival of Strategic Human Resource Management (SHRM). It served to introduce a unified approach to the management and development of employees and marked a paradigm shift in the decentralization of this responsibility to the line managers. Previously, the management of performance was carried out annually in most establishments by HRM but the advent of performance management recognized that it ought to be carried on a continuous basis by line managers. This reflected the changed thought processes in corporate culture which demanded that core values and processes drive the change in alignment of employees towards It paralleled the 'new' thinking on corporate culture, driven by core values and the need for processes that would help to change behaviour and align employees to corporate values and goals.Industrial Relations: DefinitionIndustrial relations refers to an integrated relationship between the workers, management and the government in the areas of supervision, planning and allocation of resources while considering safety of all employees. According to Dunlop theory, the system consists of three agents - management organizations, workers and formal/informal ways they are organized and government agencies. These actors and their organizations form part of an environment - defined in terms of technology, labor and goods markets and the effects of power's distribution within society [2].Industrial relations in India post independence has largely evolved with the development of trade unions in the organized sector. For the purposes of this paper, the period has been split into four intervals of industrial relations development and the precursors to performance management, if any, in those points of time have been studied.Evolution of Industrial Relations in India and Impact on Performance ManagementIn the 1960sThis period in Indian history was marked by the...

Find Another Essay On Performance Management and Industrial Relations

Performance and Career Management Essay

1391 words - 6 pages Performance and Career Management Performance and Career Management � � � Performance appraisal is an important tool for managers and employees. Although appraisals can be subjective, well assembled appraisals encourage remuneration for employees based upon their merit and performance. Performance appraisals are used to improve employees' efforts by helping them to realize and use their full potential when carrying out the

Coaching and Performance Management Essay

3445 words - 14 pages reinforce a performance-based organization. Besides benchmarking and delivering an individual goal setting practices for an individual performance evaluation for their relevance to CTS as a best practice to use through the organization (CTS, 2005). Performance Management By definition performance management is taking an integrated, goal-oriented approach to assigning, training, assessing, and rewarding employees’ performance. In order for the

INDUSTRIAL RELATIONS IN SINGAPORE: HISTORY, CURRENT DEVELOPMENT AND FUTURE CHALLENGES

2223 words - 9 pages industrial relations in Singapore and its future challenges. Finally, it will provide recommendation for Singapore to form a new strategy in its industrial relations system. II. The Brief History of Industrial Relations in Singapore The story of Singapore’s labor management can be traced back in 1959 when Singapore became self-governing state. The labor condition at that time was turbulent with many strikes and work stoppages. The People’s

Industrial Relations Between the Union, State, Miners, and Police

2157 words - 9 pages During the 1980s, Trade Unions encountered significant challenges and losses, this occurred against a backdrop of rapid expansion and influence. Before the 1979 conservative election victory it was distinctively voluntarist, with minor legislative intervention. (Gallie et al, 1996).Two strikes in particular, the miners’ strike and the News International industrial dispute changed the face of Industrial Relations in the UK. The conduct and

Remuneration and Performance Management System

1926 words - 8 pages Working Papers, 101, 1-45. Beaumont, P., & Harris, R. (2003). Internal wage structures and organisational performance. British Journal of Industrial Relations, 41 (1), 53070). Bowie, N. (1998). A kantian theory of meaningful work. Journal of Business Ethics 17, 1083–1092. Hibbs, D., & Locking, H. (2000). Wage dispersion and productive efficiency: Evidence for Sweden. Journal of Labor Economics 18, 755–782. Kraft, K. (1994). Wage differentials

Performance and Career Management Paper

1005 words - 4 pages performance, the employee will be given direct guidelines on how to improve performance. After reviewing the tasks that equate to positive performance, the employee will provide us with an explanation of what management expects from him. If all steps are clear, we will ask the employee to sign a document describing what is expected of him and a date for a new evaluation will be set no later than 2 months after the first feedback session.Reaching

Scientific Management And Human Relations Movement

3052 words - 12 pages Scientific Management and Human Relations Movement “Getting things done through people”, according to Mary Parker Follet (1941) is management. Management is said to have no fixed definition, but different authorities on management have different views on it. There are many theories on management. The Classical Theory comprising Scientific Management of Taylor, Administrative Management of Fayol, Bureaucratic Organization of Weber. The Neo

Human Relations Movement and Scientific Management

1678 words - 7 pages MANAGEMENT EASSY ONEThis essay will discuss the application of two schools of management thought which are Human Relations Movement and Scientific Management to improve effectiveness at a clothes store in Hong Kong. In particular, the profitably and work efficiency will be considered. This essay is in 3 sections. The first section will provide a briefly description of the clothes store. The second section will talk about the management thought

Human Resource Management and Labor Relations

1743 words - 7 pages Human Resource Management and Labor Relations The role of today’s Human Resource Manager (HRM) is much more involved than in the past. Human Resources (HR) has ordinarily been referred to as Personnel. Formerly, the manager in this field, whether it was referred to Personnel or HR, held a narrow margin of responsibilities. Today’s HRM has the unique role of looking out for the interests of both the employee and employer. Technology

The Role of the State in Employment Relations: A Comparative Analysis on of China’s and Japan’s Industrial Relations Frameworks

2090 words - 9 pages ://swopec.hhs.se/eijswp/papers/eijswp0205.pdf>. Nakamura, M. (1993). “Japanese industrial relations in an international business environment.” North American Journal of Economics & Finance, vol. 4, no. 2, pp. 225-251, viewed 03 April 2014, . Ngo, H., Lau, C., & Foley, S. (2008). “Strategic human resource management, firm performance, and employee relations climate in China.” Human Resource

Organizational Change, Learning and Performance Management

751 words - 3 pages Organizational Change, Learning and Performance management Presently, organizations have become a complex phenomenon, which requires numerous functions and strategies to manage the human resources. In today’s world there is a great need for organizational change and learning from time to time because of increasing globalization and technological advances. Proper plans and policies should be framed for implementing organizational change (Allen

Similar Essays

Human Resources Management (Hrm) And Industrial Relations

2453 words - 10 pages Executive SummaryEmployment Relations encompasses the varied methods and processes of people management, including human resources management (HRM) and industrial relations. The Employment Relations field includes rules, attitudes, customs, practices, policies and behavior in and around the employment relationship. The main 'actors' in the field are employees and the organizations, employers and their associations, and the state and its

Industrial Relations To Human Resource Management: Disparity And Similarity

1002 words - 5 pages Introduction Human resources are the main drivers for today’s organization in managing employees as strategic plan as company’s objective (Haslinda 2009). Variety notion related with theory, perceptivity and understanding of human resource evolution from Industrial Relations (IR) tradition to Human Resource Management (HRM) has transpired to the present day. IR was considerably have two main division: labor management and mutual negotiation

Performance Management And Rewards Essay

3468 words - 14 pages factor is the inputs which is a category of employees who offer their skills, knowledge and competence. The second factor is the human resources who have a role of transforming the inputs into outcomes. The third factor is the output and this is dependent on the work behavior of the inputs and the human resource. Management of the employee’s performance includes: work planning and setting expectations; performance monitors; developing and

Performance And Reward Management Essay

3189 words - 13 pages contemplate which areas to focus more efforts so as to develop professionally. Aguinis, Gottfredson, & Joo (2012, p. 105) define performance management as the provision of information concerning an employee’s past conduct with respect to the stated goals and standards of behavior and results. The objective of performance feedback is to help the employee improve individual as well as team performance, employee engagement and motivation and ultimately job