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
There is a need for competency based compensation system •To attract more competent than average employees •To reward for results and competencies developed •To motivate employees to maintain and enhance their skills and competencies regularly. •By rewarding employees who develop relevant competencies the organization can benefit by improving its own capability to face the future All these competency based people process will help the organization to enhance
First of all, improving quality of workforce is the program that can help improving the quality of work. Mostly, training is conducted in a certain area such as marketing, finance or HR, which eventually help in improving quality of work in that specific area. Next purpose is to enhance employee growth by attending training and development program, employees are able to master their duty of jobs and develop themselves in a professional way. Preventing obsolescence is also one of the effective programs. This helps employees to keep themselves up to date with new trends in latest technology that will reduce the chances of
However, from managers‟ point of view empowerment means managers desire from their staff to extend their contributions, quicken problem solving, be more proactive and take increased responsibility. Employees also view empowerment as a tool that provides them with more freedom in their decision making processes. It allows them to achieve a higher degree of autonomy (http://www.oppapers.com/essays/Empowerment/143397). The major obstacle to employee involvement in decision making is resistance to change by management (Bratton and Gold, 2003). Managers construct an organizational culture that reflects their own ideologies and styles of management and reinforce their strategies and control.
Investment in human capital through higher qualifications and training is considered as a key step towards achieving sustained long term productivity. There is a positive relationship between training and employee performance. Training generates benefits for the employee as well as the organization by positively influencing employee performance through the development of employee knowledge, skills, ability, competencies and behavior (Benedicta and Appiah, 2010). It is obvious that training plays an important role in the development of organization, improving performance as well as increasing productivity, and eventually putting companies in the best position to face competition and stay at the top. This means that, there is a significant difference between the organizations that train their employees and that organizations that do not (Benedicta and Appiah, 2010).
Change in organisations covers a vast field of business activity, generally aimed at improving performance and productivity through growth, innovation and skills development; through shifts in assets, resources or market shares, or a combination of more changes. HR managers can look to bring about change in the organizational structure by Lewin’s three steps of organizational change: unfreeze, change, and refreeze. Unfreezing is related to creating willingness and motivation for change through anticipating the future and analyzing the possibilities of change, change means seeing things differently and acting to move toward a more desired state, and refreezing establishes new ways to affirm the change and secure the new desired
This data is also helpful in leveraging communication effectiveness in various geographies, divisions, functions or even employee level. v. Demonstrate commitment to change: The act of measuring communication acts as a symbol of change and is generally valued by employees. vi. Drive accountability: As the brand manager’s performance is judged on the success of the communication programme, they start paying more attention to engage employees and make it successful. Communication measurement helps to assess the effectiveness of the communication programme.
Developing Effective managers evaluate and address the developmental needs of their employees. Developing in this instance means increasing the capacity to perform through training, giving assignments that introduce new skills or higher levels of responsibility, improving work processes, or other methods. Providing employees with training and developmental opportunities encourages good performance, strengthens job-related skills and competencies, and helps employees keep up with changes in the workplace, such as the introduction of new technology. Evaluation Evaluation is the periodic and systematic collection and objective analysis of evidence on public policies, programmes, projects, functions and organizations to assess issues such as relevance, performance (effectiveness and efficiency) and value for money, and recommend ways forward. Evaluation is critical for generating in-depth evidence for improving performance and decision-making.
This process is usually an agreed framework of planned goals, standards, and competency requirements with the aim of meeting an organisations goal. This process involves feedback and the management of an employee’s progress and achievements so an effective action plan can be implemented (Armstrong, 2009). Furthermore, employees can be considered invaluable to an organisation and need effective management strategies to boost their performance (Ahmad, 2012). Therefore, more organisations are realizing the importance of employees and consider PM as a strategic issue, hence the adaptation of effective HR practices (Khan, 2013). This adaptation is
These might be used for a better way of working and also to meet our customers' requirements effectively and efficiently. This will motivate our sales representative to attain the targets. The delegating leadership style within the Information Technology department has an important role within the organisation. The team members of this department will have a good knowledge that they get from their experience and also will have the ability to create new ideas. They feel that their contribution are adding value to the organisation as well as efficiency, thus achieving the organisation performance.