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  • HRD, Performance And Reward Management

    In order to ensure that employees not only effectively, but also comprehensively carry out their duties, each and every organization should have an effective performance management system. This system should encompass regular meetings between the human resource department, the line managers and the employees. Additionally, the system should incorporate performance appraisals and ways on how to manage underperformance. The performance management system should define all the practices that drive the decision pertaining performance. Other important aspects that should be encompassed in the system include; remuneration, promotion, transfer, termination and disciplinary procedures.

    In order to run an organization effectively; an organization’s human resource department should incorporate best practices in its performance management. Firstly, an organization’s performance management should have a policy that clearly outlines why, how, what when the performance is done. Additionally, an effective human resource department should carry out thorough training of its human resource, line managers and all other staff members concerning all the aspects of the system application. This will ensure that they full understand how the organization is run thus leading to an increase in productivity. Moreover, this will ensure that a problem that may arise at a specific stage is pointed out in time. Also, a good human resource department should that the set goals are in line with the organization’s strategies. The advantage of this is that the organization will ensure that the performance of the institution is measured on a timely basis so that, and the bottlenecks reviewed. This will ensure that any issue that may affect the organization is pointed out in time and corrected in good time. Therefore, the performance of the organization at the end of the period will be in line with the set goals.

    On top of that, a good human resource management should have a well written performance agreement that is drawn from the goals of the organization. These agreements should be drawn in a session with the line managers as early as possible, preferably, at the beginning of a new performance year. On top of that, the human resource should ensure that the individual performance agreements encompass performance measures that are derived from the employees’ job descriptions, from the top management of the organization to individual workers. Moreover, an effective human resource department should ensure that the line managers have sufficient resources to enable workers that they lead to effectively carry out their individual duties with minimal difficulty. Also, a good human resource management should keep records on the performance of all the workers in the organization for future references, for instance, when a promotion is needed in case of a vacancy.

    In addition to that, an effective human resource should ensure that the employees of the organization are coached on a regular basis. This practice is advantageous in that the employees are mentored to effectively carry out their duties. The employees of an organization should also be given an adequate warning in case of a mistake. There should be a clear procedure on how a dispute is handled. Such warnings should on date and time, and should also be mutual. Additionally, an effective human resource management should ensure that the performance review exercise involves not only the line managers, but also the employees of the organization. Both the line managers and the employees should be given an opportunity to air their views on how the organization has fared on and what rating they think best reflects the performance of the organization.

    Question 2

    Integrating the human resource development function with the performance management function will not only play a vital role in the productivity of an organization, but also ensure its smooth running. This will in turn increase the competitiveness of a firm. This is due to the fact that effective capacity management will be important in developing skills and competencies of its workers which will thus lead to increase in productivity. Additionally, incorporating performance management function with human resource development function will not only increase individual performance, but also team performance. Also, the organizational and functional aspects of the organization of the organization will also be greatly bolstered through this integration. Precisely, the integration of the performance management and the human resource development will create a clear framework that will not only spell out how the management works, but also the employees.

    Firstly, incorporating the performance management with the development of both individual and team skills will increase the productive working relationships. This is largely because, by developing the workers’ skills, their skills will be greatly improved to increase productivity, and by effectively managing their performance, productivity levels will be greatly bolstered. The human resource department should form structures that support the effective functioning of the performance management system. Such structures include; a performance appraisal, a clear disciplinary process and a performance management policy. Furthermore, incorporating the performance management with the human management development system will ensure that the management, the line managers and the employees know what is expected of them. This is because the human resource development system will spell the company’s objectives while the performance management system will spell out the performance standards. While the human resource department ensures that the employees have the required skills and knowledge that is required to effectively carry out their duties, the performance management system set the goals that the employees aim to attain. In other words, the performance management system acts as a guide for not only the managers, but also the line managers and the workers of the organization.

    In addition to that, the human resource department provides the required tools and resources that are fundamental for workers to carry out their duties while the performance management system gives workers both feedback on their performance and an opportunity to air views pertaining their performance. Also, while the human resource development system ensures that employees are carrying out their duties with little difficulties, the performance management system rewards workers through increased remunerations and other rewards thus leading to increased productivity. Furthermore, when the performance management system is providing counseling either to workers who have underperformed or whose behaviors are not in line with the values of the organization, it is basically providing the required tool, though artificial, to the workers to effectively carry out their duties.

    Question 3

    In order to effectively manage the underperformance of the 31 years old who was appointed as a store manager in the Walmart supermarket, the manager in collaboration with both the human resource development and the performance management system should support his skill development. The human resource development, through the line managers should tutor and mentor the employee so that he may improve his skills. On the other hand, the performance management system should from time to time adjust his target to ensure that his skills develop as he gains experience. Additionally, the performance management system should provide measures that will ensure that the 31 years becomes accountable in carrying out his duties.

    In addition to that, the performance management system should monitor the performance of the 31 year old not only in relation to the achievements of the organization, but also to the business goals that are clearly spelled out by the human resource development department. Moreover, it is the responsibility of the performance management system to manage the underperformance of this employee and recognize and reward him when he surpasses the goals that had been set for him. On the other hand, the human resource development department should give the 31 year old an opportunity to air his views concerning his job, and integrate his views during the process of setting his goals. The performance management system should provide a detailed guidance on the 31 year old newly employed store manager so that he can effectively carry out his duties.

    On the other hand, the human resource department should ensure that the newly employed store manager has the required resources and tools that are necessary for him to carry out their duties. The performance management system should also counsel the store manager, basically because he is new so that he may carry out his tasks without ant fear. Additionally, guiding him will ensure that his values are in line with the values of the supermarket and this will lead to increased productivity. Furthermore, the line manager of Walmart Supermarket should clearly outline when, what and how everything that is pertaining the running of the supermarket is done. This will be of great importance as the newly appointed supermarket store manager will increase his confidence when carrying out various activities in the supermarket store.

    Question 4

    The Walmart Supermarket should choose a reward management strategy that will motivate the underperforming store manager to effectively carry out his duties. This is due to the fact that the employee is an underperformer who lacks the required competencies necessary to achieve the goals that are set by the institution. Firstly, the organization should set minimal goals for the newly employed store manager because he lacks the required skills. However, his goals should be reviewed from time to time, as the human resource development department trains him to have the required skills necessary for handling his duties. Everytime he achieved his set goals, the performance management department should reward him so that he can be motivated not only to achieve more, but also to learn on how to carry his duties more quickly. For instance, Walmart Supermarket human resource development department can increase the store manager’s salary every time he achieves his target.

    Additionally, the performance management department should reward the store manager on mistakes that he did, that led to fruitful lessons. For instance, the store manager might mistakenly order for a new line of products that were not originally planned for. When the products are brought and put on sell at a faster rate, the line manager will realize that customers appreciate these products. This will in turn increase profits and the line manager is likely to ask for more of these products so that he can increase not only sales, but also productivity. Precisely, this is a major contribution from the newly appointed store manager, albeit mistakenly, and he should be rewarded for it.

    Question 5

    In order to effectively support the organization’s strategy, the human resource department should train the newly appointed store manager so that he can gain the desired skill to effectively carry out his duties. Additionally, it should monitor his skills from time to time, and support their development. As a result of this, the organization will increase its productivity and profits. On the other hand, Walmart’s organization’s performance management should outline a policy that clearly outlines why, how, what when the performance is done so that the store manager can measure his performance with that of the organization. This will ensure that he full understand how the organization is run thus leading to an increase in productivity. Moreover, this will ensure that a problem that may arise at a specific stage is pointed out in time. Also, the human resource department should ensure that the store manager’s goals are in line with the organization’s strategies. This will in turn ensure that the performance of the store manager is measured on a timely basis so that, and the bottlenecks reviewed. Also, this will ensure that any issue that may affect the organization is pointed out in time and corrected in good time. Therefore, the performance of the organization at the end of the period will be in line with the set goals.

    With regard to the performance management system, the organization should set minimal goals for the newly employed store manager because he lacks the required skills. However, his goals should be reviewed from time to time, as the human resource development department trains him to have the required skills necessary for handling his duties. Everytime he achieved his set goals, the performance management department should reward him so that he can be motivated not only to achieve more, but also to learn on how to carry his duties more quickly. The performance management system should also ensure that the values of the newly appointed store manager are line with those of the Walmart supermarket. This will in turn not only ensure that the organization increase productivity and its profits, but also ensure that its policies are followed to the letter. Furthermore, the performance management department of Walmart Supermarket should clearly outline when, what and how everything that is pertaining the running of the supermarket is done. This will be of great importance as the newly appointed supermarket store manager will increase his level of confidence when carrying out various activities in the supermarket store.

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