HR Management Assignment help on : Performance Management
Theme 1: Performance Management
In order to develop and encourage a self –directed staff, the process of learning through actions was adopted by The Sandals Resorts International. This philosophy has made the Sandals one of the leading resort companies of Caribbean’s as the place is always ready with the extended amenities, innovative ideas and choices which extend the number of choices available with the competitors by a large number. All this is possible because of the experienced, trained and talented management team of Sandals and the support which Sandals has given to its human resource to grow in such a culture. During the training process, Sandals make sure that their training programs facilitate such kind of development in their staff that they realize their potentials and contribute the same confidently for the betterment of the company. A cycle of professional growth is followed at Sandals. This cycle include reflecting, reviewing, correcting and improving on continuous basis. Every individual staff at Sandals is trained to work smarter not harder. The performance of an organization and the management of people working for an organization are directly correlated. Boxall & Purcell’s AMO model of performance management refers to Ability, Motivation and Opportunity (AMO) which also act as the key building blocks of architecture of a HR department in an organization. The application of three conditions of AMO is very crucial for the engagement of employees on individual as well as collective basis for the benefit of the organization. According to AMO model, first of all the selection process should be such that employees with necessary abilities should be selected. Then in order to apply their abilities in the most efficient manner adequate motivation should be provided to them. Motivation can be defined as an action which result in activation of a human behaviour and further the person who is activates the behaviour can direct it for the achievement of predefined goal. Motivation can also be defined as combined actions and processes which lead to awakening of human behaviour and then moulding it in a manner through which pre decided objectives can be fulfilled.Finally there must be an opportunity to engage in discretionary behavior. Opportunity is the invitation to participate and take part, or get involved.
Question 2
Training needs analysis process is a series of activities conducted to determine problems or other issues in the workplace, and to find out whether training is a proper response (Hasan, 2007). The needs analysis is usually the first step taken to bring a change. This is mainly because a needs analysis specifically defines the spread between the current and the desired individual and organizational performances. The Training Need Analysis activity started has been formulated to develop a methodical TNA model for small business communities. The style of management with which the small and medium enterprises work is adequate for small and medium scale operations but can be a big bottleneck for growth in future. Thus, engendering team work and delegation of authority and work is quite essential in them. Managing the human resource in an enterprise is an important function and a manager through proper communication, management and supervision, can achieve it easily. As it is discussed earlier, in small enterprises major functions are concentrated in the hands of the owner or few numbers of managers, so the entire decision making is in their hands. Consequently the success of the organization to a large extent is dependent upon the personal effectiveness of these persons. So to improve the competence of the staff and efficiency of various functions and operations is not sufficient. Even the effectiveness of the owner or manager should be improved. Personal effectiveness included the ability to build and manage a team, to motivate people to work, be open to ideas and feedback and setting up transparent and trustworthy atmospheres within the organization.
Question 3
In order to make work force more competent and effective, training and development of human resource is very important for an organization. Training and development holds importance at two levels; one with people who are new in an organization and second for employees who are already associated with an organization. Getting a candidate who fully matches with the requirements of the job as well as organization is just next to impossible. Thus training and developing skills which are prerequisite for that job becomes quite essential to make a person suitable for the job. An organization can add value to its existing work force through training which an integral part of human resource development activities is. It is the level and quality of training programs which determines the of efficiency, productivity, progress and development of an organization.
Theme 2: Employee Relations
Question 1:
Human Resource department is viewed as an administrative function in most of the organizations and thus in majority cases the need and opportunity to strategically align this department with the organizational plans is generally ignored. Even if the HR department is included while formulating strategies for the organization, the alignment of the department is generally limited to function of forecasting. It has been observed that absence of HR on the strategic planning table is one of the most contributing factors in ignorance of HR department in formulation of strategies for an organization. The general perception which people have about HR department is that HR department is nothing but a group of clerks who can process benefit forms of employees and max to max can keep track of vacations. Apart from ensuring smooth running of these administrative functions no strategic accountability is expected from HR department (Gilford, 1998).Unless and until HR department is able to demonstrate the importance of role which it play in smooth functioning of an organization, in creation of organizational values and return on investment; HR department will never be able to achieve its full potential (Frangos, Fitzenz,2002). Aligning with the organization is very important for HR department in order to get involved with the over-all strategy of an organization. HR can contribute in a big way to the performance of an organization but for that it needs to become interdependent with the rest of the organization. Adoption of a comprehensive approach is very important for this purpose. The ultimate goal is for HR to support an organization through the management of human capital, which is the major subset of the broader organization’s strategy (Freedman, 2004).
Coca-Cola, one of the most recognized brands in the world has demonstrated the benefits of aligning HR strategically through their Engagement plans. Top management has always communicated their plan of action to their staff through Employee Portal, Town Halls, Leadership Road shows, Senior Leader Blogs, Online Polls, Digital signage at the various locations etc. This technique has benefitted the company in a big way. Generally during the times of change when most of the companies fail to go forward, Coca-Cola was able to grow three folds, making records in their revenues and profits.
Question 2:
In my textile industry, line managers are generally not liked by many employees because of their strewed and diplomatic nature. They fail to give instructions clearly which leads to mismanagement of work. People are not aware what is expected out from them and how to achieve the same.
Question 3:
For any organization, management of people is the most integral and important part for any management process. Recognition of human element as a synonym of organization is very crucial to understand the importance of human resource in an organization. An organization which is well managed generally associates its worker with the root source of quality and productivity gains. In present day organizations also, peer pressure is enormous on employees who force them to take certain decisions which proves to be very dangerous for the health of an organization as well as members of that organization. But the fear of being expelled by other employees make honest and true employees reluctant from bringing the true picture in front of concern people. In practical world also, a support from an influential person on certain unexpected decision encourages wrong doing in an organization and brings down the morale of the employees which are of different mindset. Thus any top personnel have ensured that line managers are equipped to manage with fairness and respect. Organizations where there are positive relations between employees and line managers, the level of job satisfaction, commitment and loyalty is relatively high. Physical, financial and human resources are three basic requirements for any organisation. It is the people at work who can make the optimum use of physical and financial resources and this directly depends on their willingness to work.
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