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

Kpmg: Four Functional Areas Of Human Resources Management

2056 words - 9 pages

Performance Management
Performance management is defined as the partnership of two individuals reaching for a mutual goal, exceptional performance. They are the employee and the supervisor.
Although most companies have different strategic goals to achieve; they need to make sure that not only are the goals of the company are followed through, but the performance of each individual employee is recognized. The company also has to ensure their supervisors are willing to push their subordinates to their fullest potential in whatever their career goals may be.
KPMG ensures that their goals and expectations within the company are met by stressing their strategic culture through what they call, ...view middle of the document...

If they are initially recognized the first day of recruitment, then continued to be through career development and performance appraisals, this evidently ensures that the relationship between supervisor and employee is strong. If relationships are strong then that translates to a strong company.
Lastly the fourth strategic pillar is called, Community Leadership, and this is achieved through giving employees the chance to give back to their community. KPMG allows each individual employee flexibility to donate to any charity organizations of their choice. Employees are then growing and aligning themselves with KPMG’s goal of continuous improvement. This is a clear example of how companies that are being an advocate for change is essential to gain loyalty from employees, especially if they encouraged to be community leaders.
So how does KPMG measure these unique expectations through performance appraisals? They do this by a series of methods, both narratively and formally. Initially, every employee is assigned with a performance manager per department. KPMG’s employees have joint tasks assigned with different supervisors in which they call, engagement managers; whom identifies what is the purpose of the engagement, what are the roles given, and what are the tasks needed to complete. At the end of each individual’s task, they provide verbal feedback to the employee on what went well (or what did not go well), and in what ways can they improve efficiency for the company. This is a practice of narrative forms, which is mandatory for a productive two-way conversation between supervisors and employees. Having narrative appraisals rids the issue of ineffective communication since this provides a more personal level of employee appreciation.
KPMG provides a handful of ways to appraise formally to employees. Above all, it is important for KPMG to set expectations even to their performance managers. Ideally, they need to identify emerging themes (which are defined as specific expectations of each role) in the employees’ performance such as: strengths that will be rewarded and development areas (weaknesses) that need to be corrected – reasons why they are not achieving the goals they have set out for themselves, or even noticing a decreased amount of motivation. Performance managers are also expected to be role-models of what “good performance” looks like by providing every day examples, even if they are minimal. Since there is usually a large number of employees present with several roles given to them, this is difficult for most of KPMG’s performance managers to maintain formally.
Since the performance manager is unrealistically in charge of a pool of employees’ performance appraisals, it is expected of the employees to do self-assessments as well. This is to ensure both the supervisor’s feedback is correctly appraised (no bias, halo effect, central tendency, or leniency) and the employee’s appraisal is not inflated. When the employee is rating...

Find Another Essay On KPMG: Four Functional Areas of Human Resources Management

Functional Areas of M&S and KFH

7828 words - 31 pages , personal selling and public relations. Advertisement can also be used via the media, which are intended to inform or influence and use the power of persuasion to the people who receive them. This could increase the amount of people who shop at Marks and Spencer; this could also help to meet the objective of increasing sales. The human resources function involves the management of people. The hiring department is responsible for hiring

The Impact Of Human Resources Management Globally

1316 words - 5 pages In dynamic, global competitive markets, successful organizations are likely to be staffed with managers capable of adapting to constantly evolving roles, and with the capacity to achieve and sustain optimal levels of performance. The global market place has currently impacted the practice of human resources management in the United States and will continue in the next ten years. Labor laws, wage disparities, intense

Forthcoming Challenges of Human Resources Management

1591 words - 6 pages Society for Human Resource Management (SHRM). The mission of this organization is to offer sustained professional development opportunities, promote national networking, and to in general improvement the concerns of a business that they identify in the state of evolution. For the purpose of this essay, this author will examine the existing and forthcoming challenges that Human Resources management will encounter. This author believes that Human

Human Resources Management

3740 words - 15 pages years)12REFERENCES13BIBLIOGRAPHY16APPENDICES181.INTRODUCTIONCapGemini is one of the world's largest management and IT consulting firms. It offers its services in the management consulting, systems transformation and information systems management areas worldwide. The company is headquartered in Paris,France and employs about 60,000 people. The company's businesses are divided into four core areas: consulting, technology, outsourcing and local

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

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

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

Human Resources: Performance Management

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 management

580 words - 2 pages Human resources managementEmployee relations activities are those whose objective is to create an atmosphere of trust, respect and cooperation. The typically objective is to provide an atmosphere in which all employees can perform their jobs to the best of their abilities and creatively contribute to the organization.All Human resources decisions should by goal - directed. Consequently, employee relations activities should be designed and

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 - 878 words

878 words - 4 pages Human resources and labor relations are critical factors in the operation of any organization. Managing organizations often means the difference between success and failure of an enterprise. Managing human resources in today's complex organizational, legal and economic environment requires professionals with special skills and knowledge in such areas as employee selection, training, appraisal and motivation, compensation and employee benefits

Similar Essays

Functional Areas Of A Business Essay

1060 words - 4 pages Functional Areas of a Business Subject: Roles and activities of each functional area Finance- the department is responsible for taking care of the budgets for the individual retail outlets this is to ensure that they aren't over spending. They keep financial records of all of their payments which they have made to their suppliers, also the payments that the customers have made to them from their customers. This

Functional Areas Of A Company Essay

2934 words - 12 pages Functional Areas of a Company Companies can achieve their corporative objectives only when the various functions of the company work together. There are four major functional areas in a company namely the MARKETING, FINANCE, HUMAN RESOURCES & PRODUCTION, but there are other businesses like Lewisham College that have other functional areas such as LEARNERS SERVICES & GENERAL STUDIES. All the functions set up their own

Effective Management Of Human Resources Essay

929 words - 4 pages Numerous researchers have recognized effective management of human resources internationally as a major determinant of success or failure in international business (Tung, 1984; Dowling, 1999). A definite link exists between an organization’s strategic human resource management and its business success or failure (Hays, 1971; Tayeb, 2005). Businesses have learned success often depends on forming strategic alliances but successful managing of

How Do The Main Functional Areas Of A Business Interact And Contribute To Its Effective Management?

1664 words - 7 pages area that interacts and contributes to effective management. I.S store information from all functional areas. Information and plans on financial, marketing, human resources, production areas are all stored. I.S links all the functional areas and contributes to effective management because all the information is important to the strategy and objectives of the business. Management information systems (MIS) use all the information to be able to give