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

Human Resources Management: Evaluating Job Performance

2318 words - 10 pages

1.0 Introduction
Human resources management is getting more important nowadays as it helps company to accomplish their target, and achieve sustainability and competitive advantage. According to many researchers, most of the successful companies in 21 century are the one who focused on the development of integrated human resource system. Human Resource Management focuses on personnel related areas such as job design, resource planning, performance management system, recruitment, selection, compensations and employee relations (Marquardt 2004, p.2).
Kumar’s 2005 study (cited Newstrom and Davis, 1993) show that a generation ago, appraisal systems tended to emphasize employee traits, ...view middle of the document...

2.0 Performance Appraisal (PA)
2.1 Definition of Performance Appraisal
The term “performance appraisal” refers to the assessment, at regular period of time, of an employee’s performance at work.
Performance appraisal has been defined as the distinct, formal, organizationally sanctioned event, usually occurs once or twice a year, which has clearly stated performance aspects or criteria that are used in the evaluation process. Other than that, it is an evaluation process, where quantitative scores are assigned based on the judged level of the employee’s job performance on the dimensions used, and the scores are shared with the employee being evaluated. (Denisi and Pritchard, 2006)
2.2 Purpose and advantages of the performance appraisal
Understanding the role, objectives, benefits and purpose of PA is important to all employers. Base on Malcolm and Jackson (2002), there is three main purpose of appraisal. First is to measure the extent to which an individual may be awarded a salary increase compared with his or her peers. This is the reward review component. Second, performance review, is to identify any training needs and, if needed, to provide training and development to enable an individual to help the organization to achieve its objectives. Finally, potential review where appraisal is used in reviewing the potential of an employee by attempting to predict work that the employee may be capable of in the future.
Appraisal systems was exist to improve organizational efficiency by ensuring the employees perform to the best of their ability, develop their potential, and earn suitable reward. The appraisal process is all about the direct communication between supervisor and employee. Usually, employee will be given feedback from the supervisor. The feedbacks help to direct the individual to the organization goals. Besides, the employee will know how they are performing and where they could improve from the feedback. Managers identify the strengths and weaknesses of the employees so that new jobs can be designed for the employees.
There is no doubt that, performance appraisal can help to improve the employees’ performance and hence the overall organization performance will increase via productivity, efficiency and customer services. Based on Coyle-Shapiro and Conway (2004), employees who receive developmental program from the organization tend to be more loyal and obligated to repay the organization through high work performance. Moreover, employees who involved in developmental activities would have the perceptions of being value and being part of the organization. Therefore, they will probably reciprocate by way of higher affective commitment to the organization (Lee and Bruvold, 2003). The organization is benefits through identifying quality employees, noting areas for employees’ improvement, and by using the system as a basis for human resource planning.
2.3 Disadvantages of Performance Appraisal
Usually, the main rater of performance...

Find Another Essay On Human Resources Management: Evaluating Job Performance

Job Analysis is Imperative for Human Resources

1044 words - 5 pages their work successfully. Competency models identify and define all the competencies required for the success of a particular position For instance, one job may require great management abilities, talent in teaching others, and the ability to bring out the best and motivate each team member. It is important that organizations adapt and change job duties requirements, this is known as trends in job analysis. Job analysis is important for human

Interview Questions and Job Requirements for a Human Resources Manager

454 words - 2 pages Interview Questions and Job Requirements for a Human Resources Manager1. How will you encourage your team to participate when it comes decision making time and will you try to implement their ideas and suggestions?2. How will you counsel your employees to improve their performance?3. When seeing a complex task through to completion, I ensure that every detail is accounted for.4. When assigned large projects how will you break it down into small

My Job as Human Resources Director of TWK

1217 words - 5 pages In TWK, the filter systems company, I have recently been hired as the Human Resource Director. As a Human Resource Director, my job is to figure and clear out the major issues in the company, which are leading to a downfall of the company’s equity. As investigating the company operations and procedures on a daily base, I have come to the three main issues that I am deeply concerned with. In this essay I will outline and discuss the three main

Human Resources Considerations when evaluating a potential employer

787 words - 3 pages mobility, geographic location, location within competing firms relative to market share, profitability and income potential just to name a few. I also would look at corporate culture, user facilities, whether management is hands-on or believes in departmental autonomy with responsibility to the bottom line. As an outline, these are factors that are very important to me.In order to determine if a potential employer possesses some or all of these

Evaluating a Performance Management System

2080 words - 9 pages . Employee’s quarterly review and update the status of each CAPP objective with supervisors discuss any necessary changes to their objectives and adjust objectives accordingly via the CAPP section of the Company’s electronic performance management system. Employees and supervisors complete the final review of CAPP objectives during the following annual employee performance evaluation. Completed CAPP objectives are maintained by Human Resources in

Human Resources Management

3740 words - 15 pages employees quit. This exodus resulted in a brain drain that damaged morale as well as firm's ability to maintain existing services and create new ones (Datamonitor, 2004).3.2.3EMPLOYEE DEVELOPMENTAs an intellectual service provider, employee commitment and intellectual resource management are key to Capgemini's success. Legge (1995) stated that human resources are a valuable and effective source of competitive advantage, thus investment will act as a

Human Resources Management

1489 words - 6 pages People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other

Human Resources Management

1540 words - 6 pages CultureMotivationReward managementRecruitment and selectionHuman resource developmentGroups and teamsPsychological contract:Introduction:'The Psychological Contract' is an increasingly relevant aspect of workplace relationships and wider human behaviour, especially in organization. We will explain 题目要求and the issues responsible of it .Theory:In management, economics and HR (human resources) the term 'the

Human Resources Management Trends

670 words - 3 pages HR Trends in Management Running head: HUMAN RESOURCES MANAGEMENT TRENDSHuman Resources Management TrendsFatema YunkerUniversity of Phoenix / MGT431INTRODUCTIONThe business environment and how Human Resource Management (HR) is changing is part of future organizations success. There are different things such as technology, e-business, globalization, ethics and diversity that are major components to the changing HR scene. This paper will look at

Startegic Human Resources Management

706 words - 3 pages innovation.Strategic human resource management has been defined as ' the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation and flexibility '. Strategic HR means accepting the HR function as a strategic partner in the formulation of the company's strategies as well as in the implementation of those strategies through HR activities such as

International Human Resources Management

3285 words - 13 pages strategy of the organization.In today's world of expanding markets and disappearing boundaries, developing a comprehensive set of IHRM policies aligned with the strategy of the company has become an important concern for the large multi-national companies. Formally,International Human Resources Management is the systematic planning and coordination of the fundamental organizational processes of job and work design, staffing, training and

Similar Essays

Human Resources: Performance Management Essay

1562 words - 7 pages Performance Management One of the most important resources of any organization is its employees, the human resource. This makes it very important that these resources are properly managed; so that they thrive and grow along with the organization. People stream defines performance management as “A process for establishing a shared workforce understanding about what is to be achieved at an organizational level. It is about aligning the

Human Resources And Performance Management Plan

1525 words - 7 pages Human resources: Human resource is the motors of any organization. As a matter of fact, organizations would not exist without human resources. However, it is important to recognize that people have different capabilities and hence their contributions to the success of an organization vary. Performance appraisal is a significant slice of the performance management. The history of performance appraisal is quite brief. its roots in the early 20th

Performance Appraisals At Hitachi Mgt 431: Human Resources Management

1120 words - 4 pages appraisal process should be changed in any way? If so, how?5.What kind of impact has the performance appraisal process made on your job?This survey was then handed out for completion to three employees at HAP-LA. These employees were chosen based on their department, position and length of time at HAP-LA.Kathleen ShimadaKathleen is currently the Administrative Coordinator in the Administration department. Her responsibilities include creating and

Human Resource Management: Human Resources, The Law, And Job Analysis Sexual Harassment Policy

1108 words - 4 pages demeaning to another person, demoralizes the integrity of the employment relationship (Francisco, 2005).Any supervisor or manager, who becomes aware of possible sexual or other unlawful harassment, will promptly advise the Manager of Human Resources or any member of management who will handle the matter in a timely and confidential manner (Francisco, 2005).Any employee who wants to report an incident of sexual or other unlawful harassment should