When organizations apply such personnel practices as training systems, internal career ladders, job security, results-oriented performance, employee participation/voice, and widely defined jobs performance-based compensation, they are much greater to reach their goals and objectives. Strategic human resource management practices can further improve employee productivity and the skill of agencies to reach their mission. Using the combination of personnel practices into the strategic planning process for the organization to achieve its targets and objectives. Modernizations in technology contributes to gain productivity that are integrated into both private and public organizations. In prospect productivity gains must concentrate on how people use these technologies.
When a problem exists a great way to tackle it is to create task force. Task force are a way of bringing some of the employees in to help create a solution to an ongoing problem. Highly effective with engagement withing an organization
There are different leadership and management theories. One of them is transformational theory. This theory brings changes in individuals as well as socially by encouraging followers to follow their vital goals and develop them. This theory is suitable for organisation as it helps the organisation to plan successfully and develop their air in leadership abilities in the
This paper discusses the importance of applying key performance indicators (KPIs) for performance evaluation and how this affects teamwork in an organization. KPIs are techniques that used for evaluate employees’ performance based on their characters, deeds, and results that they achieve. KPIs are applicable in sales and marketing, supply chain management, public administration, customer relationship management and many more. The major purposes of using KPIs in performance evaluations are to reduce cost, to increase customer satisfaction, and to enhance process as well as company revenue. KPIs differ between commerce and business structures.
Many of these provide a basis for pay, promotion, and disciplinary action. The performance appraisal information is essential for employee development, since knowledge of results (feedback) is necessary to motivate and guide performance improvements (El-Ghalayini, 2013). The aim of managing organisational performance is to increase organisational effectiveness by obtaining better performance from people by getting them to work well together. Organisational effectiveness can also be helped by improving organisational processes (such as the formulation and implementation of strategy and the achievement of high quality customer service), and facilitating the management of change (Armstrong 2010). In performance appraisals, competencies are used to ensure that performance reviews do not simply focus on outcomes, but also consider the behavioural aspects of how the work is carried out (which determines those outcomes).
This study is also valuable for further refinement in the conceptualisation and measurement of developed competency based performance management concept. The results will inform business executives, HR, consulting & academic practioners to accelerate their competency based performance initiatives for necessary capabilities in the organisation. The theoretical Framework (Figure 1) is subjected to unique empirical test of a relationship between competency based superior performance and organisational
In such an environment communication among the individuals and departments is crucial to ensure the organization achieves its goals. Effective communication is decisive for any organization as it helps it perform various tasks and activities. Communication plays a key role in activities such as employee management, product development, customer relations, and virtually every other aspect of running the business (Neves & Eisenberg, 2012). Communication directly contributes to the enhanced performance and thus the success of the institution. Through communication members of the company can get information on which tasks to perform and how best to go about this.
The organizational efficiencies and the performances of the organization can increase by tapping these themes in a proper manner. It can identify a simple relationship between the strategies of the organization and the human resource management of the organization under the normative approach of the human resource management practices (Damanpour et al., 2001). It is also found that the human resource management and the strategies
Performance Management refers to a wide-ranging methodical move toward to ensure a link between efforts to individual employees with Mission, Vision and Goals of the organization, to achieve distinction in organization on one side and contentment and growth of employees on the other side. It helps to Negotiate requirements and accomplishments in terms of performance standards, outcomes, and measures. Therefore the performance management system is an important instrument to facilitate organization to achieve its goal. Both Individual skills and contributions and organizational objective measurement is needed to develop the important element of the organization, which is human capital. Employees are the critical factor in performance management
INTRODUCTION The first step in procurement function is recruitment. The priority of manpower planning in every enterprise is increasing due to expansion in labour market flexibility and in global competitiveness. The recruitment exercise is one of the important sectors of an organization’s Human Resource Planning. Recruitment serves to satisfy organisations’ need by enabling it to have a set of competitive, motivated, flexible and more adoptable Human Resources in turn can insure continued operation for fulfilment of organisations’ objective. Competent Human Resources at the right positions are crucial for the organisation and constitute core competency.