INTRODUCTION Performance appraisal system is a systematic observation and evaluation of employees’ performance used in the organization to measure the effectiveness and efficiency of the employees. It plays a vital role in any organization human resource framework. Performance appraisal is needed because every employee has a different attitude to handle the work. As performance process provides a vehicle through which employees and their supervisors to collaborate, hence it enhances the work results and satisfaction. This process work best when both parties employees and supervisors work actively together to achieve the specific organizational goals.
Likewise, the communication should state the quality and quantity of work that should be delivered. This is one of crucial processes, which allows managers and employee to sit together and further discuss in detail expectation of each role, JD (job description), how each competency is going to be measured and valued for future improvement and development (Craemer, 2010). Giving a Clear Direction and Context of Work: in a general context, performance management focuses on evaluating of past performance and establishing new goals. Hence, managers when establishing an individual goal, they need to link it with the organization’s goal. This will help for an individual to analyse how his role and achievement can contribute to the development of the organization.
These areas and their related functions share the common objective of a suitable number of employees with the skills, abilities and knowledge needed to achieve organisational goals. The role of human resource management is to plan, develop, and administer policies which are designed to make expeditious use of an organisation’s human resources. It is the part of management which is concerned with the people at work and with their relationship within the organization. In human resource the day to day responsibility to implement human resource initiatives is handled by a ‘line manager.’ Line managers are responsible to manage individual employees and the members of a team directly and they also report to the higher level of management on the performance and well-being of those employees and teams that they manage. Like many other areas
TRAINING: DEVELOPMENT: Training is the acquisition of knowledge, skills and competencies as a result of teaching. Training is a program organized by the organization to develop knowledge and skills in the employees as per the requirement of the job. Development teaches how to become more productive and effective at work and at the company. Since Tesco aims to expand and diversify, that required the business to select the right people, in the right place, because customers’ needs and wants are different and the culture of each area varies. Tesco need to have flexible employee who are able to adapt the change in order to satisfy the customer.
Management has to ensure that the employees do everything to satisfy the customers of the organization. Organizational behavior helps the managers to improve customer service and organizational performance. Improving skills: Organizational behavior helps in better management of easiness as it help in improving it provides skills that the employees can use on the job such as designing jobs and creating effective team. Innovation and changing: Organizational behavior helps in stimulating innovation and changes it is organizational behavior which fosters ideas and techniques to promote innovation and changes by improving employee’s creativity. Work life balance: Organizational behavior helps in designing flexible jobs which can help employees deal with work life balance issues.
The top management may require the HR professionals to support the change initiatives in the organization. As project leaders, they need to be familiar with the interests of the employees so that the initiatives can be adjusted to make the employees feel more comfortable with the changes that occur. Greene argues that, as it deals with the culture of an organization, the HR department is uniquely positioned to take responsibility for this role in the firm. Csoka further suggests that HR professionals can add significant value through the management of the change processes in an organization. Ehrlich adds that the HR department must anticipate change and be knowledgeable in its implementation.
Training programs are designed to maintain or improve current job performance. Most training is directed at upgrading and improving an employee’s abilities or skills. Training methods includes taking place on the job itself or external workshops. Another item to handle is the Employee Performance Management. It is a process for establishing a shared workforce understanding about what has to be achieved within an organization level.
Every business step encompasses a wide variety of actions within an organization whose goal is to improve team performance. It must be emphasized that individual employees must be connected to interdependent teams. Team-building is a vital factor in any organizational environment. Effective team-building must focus on bringing out the best in a team to ensure self-development, constructive communication, management skills, and that the team members are capable of functioning together to solve
However, a motivational environment has to be created in the workplace. Certain theories and models have been developed to help explain the important factors in creating a motivating environment at work. Miner (1992) states ‘motivation theories are attempts to explain these processes that operate within the individual, whether they are induced internally or externally’. The general idea behind job design is that workers are motivated to perform better when they find satisfaction in their jobs. Research suggests jobs that are interesting, motivating, and meaningful often supply employees
Project TitleRecruitment processObjectives- To support the organization such that it is able to get, maintain and improve the best talent and skills. To be certain about the present and future manpower needs of the organization in relation with the planning and job evaluation activities. It is more important thing is that to recruit competent employees who can achieve organizational goals and objectives. To get a lot of candidates so that the management can select the right candidate for the right job from this list. To persuade and get more and more candidates interested to apply for jobs in the organization.