2.1.3 Employee Performance Employee performance is normally looked at in terms of outcomes. However, it can also be looked at in terms of behavior (Armstrong 2000). Kenney et al. (1992) stated that employee 's performance is measured against the performance standards set by the organization. There are a number of measures that can be taken into consideration when measuring performance for example using of productivity, efficiency, effectiveness, quality and profitability measures (Ahuja 1992) as briefly explained hereafter.
When applying these models on real-life cases, some problems may occur due to their limitations. For equity theory, since employees’ perceptions of equity are different, a particular level of inequity would lead to employees’ different reactions. Some employees may feel unfair and think about leaving their jobs to look for better opportunities. As a result, they may be emotionally estranged from organizations and put less effort into their work which could reduce the quality of work (Ananvoranich, 2004:88). For goal-setting theory, as Ceresia (2011:71-75) stresses, it is hard for managers to measure the degree of goals’ difficulty.
STRATEGIC HUMAN RESOURCE MANAGEMENT Human resource management (HRM or simply HR) is a function in organizations designed to maximize employee performance in service of their employer’s strategic objectives (Johnason, 2009). The overall purpose of human resource management in an organization is to achieve success through people. HRM consists of performing work studies, preparing employees wants, getting the correct folks for that work, orienting and also instruction, coping with wages and also pays, offering positive aspects and also offers, analysing performance, managing arguments, and also interacting having a just about all personnel whatsoever degrees. Examples of key qualities involving HR management
Kaplan explained the main methods of evaluating employee performance based on: 1. Employee attributes which confirm characteristics or qualities important to the firm. 2. Employee behaviors which are widely used for evaluating or defining employee behaviors necessary to complete a job
An efficient performance appraisal function can be very useful in measuring the skills of employees on a regular basis, and helps in identifying best performing employees within a group of employees, the results obtained from a performance appraisal activity can be used further to, design and implement training and development activities for filling any gaps in skills and abilities (Armstrong, 2007). Apart from restructuring pay packages, performance appraisal has a bigger role to play in improving the organisational performance, and as such the role of performance appraisal is invaluable for
A union may try to improve wages and working conditions in order to be consistent with a comparable union whose members are paid higher (Samson and Daft, 2002). 3) Changing how people think about inputs or outcomes: According to research, people may alter perceptions of equity if they are unable to change efforts or outcomes (Samson and Daft, 2002). Thus, individuals may unnaturally increase the status attached to their jobs or distort others’ perceived rewards to ensure equity. 4) Leaving: Individuals who feel they lack equity in the work place may choose to quit their jobs rather than bearing the inequity of being underpaid or overpaid. They may seek balance of equity applying for new jobs.
PERFORMANCE APPRAISAL Performance appraisal is the process of assessing the performance and progress of an employee or a group of employees on a given job and his potential for future development. It consists of all formal procedures used in working organization to evaluate personalities, contributions, and potentials of employees Since organisation exist to achieve goals, the degree of success that individual employees have in reaching their individuals goals is important in determining organizational effectiveness. The assessment of how successful employees have been at meeting their individual goals, therefore, becomes a critical part of HRM. This leads us to the topic of performance appraisal. PURPOSE There are basically three purposes
Reflective Journal Unit 2 Having successfully completed the unit 2 activities, I discovered that in the article titled Teaching the Art and craft of giving and receiving feedback by Patricia L. Harms and Deborah Britt Roebuck, that the objective of strength-based feedback is vital to both leaders and managers. The strength-based feedback mechanism is the deliberate emphasis on strengths of an individual for improved productivity and as a leader and a manager, assisting employees to explore more of their strength to achieve results on a daily basis will definitely lead to enhanced performance and intellectual growth of my staff which will automatically lead to retention of employees. The motivation of staff for excellent jobs accomplished is a vital component in a workplace. Managers need to develop the habit of motivating subordinates and this could take the form of commendation letters, open recognition, recommendation for promotion or by planning a Staff Task Delivery Bonus Scheme that will compensate employees when jobs are completed on time. These inspiring methods are very vital in any organization as employees will commit their skill to get results at every opportunity hence the overall success of organizational vision will be achieved.
This method tries to find the relative worth of its asset in term of money. In this method, the performance appraisal of subordinates is determined in terms of contribution and cost incurred of the employees. For instance, the cost of training and induction and recruitment and selection. In consequence, the difference between the cost and the contribution of the employees have to be more than the cost incurred on them. The advantages of this method are it can ascertain the cost of labour turnover and it can develop the human resources.
TALENT MANAGEMENT: A STRATEGY TO IMPROVE EMPLOYEE PERFORMANCE Seema Verma1 Dr. Taruna2 ABSTRACT: The purpose of the study is to enquire into the effect of talent management on organizational performance. The purpose of this research paper is to recognize some productivity in organization. The analysis is to know that talent management has positive impact on the organizational overall performance. The principle of this study is to clarify, the meaning of the talent management and it’s significant and try to insight into the factors that will be necessary for its effective implementation in modern organisation. The research is made in order to depict the used talent management practices by the employees in workplace to make