Without a clear vision public officials or employees cannot successfully achieve the goal. Furthermore, clarity in setting goals adheres to the manner at which goals are set in the first place. Hence, when setting goals the goal will have to be written down and then assess depending on the employees ability. There after assess how the employee feels about the goal which have being set. Setting challenging goals, this enhances employees performance by increasing productivity due to the enthusiasm of the employee attempting to achieve the goal.
Strong organizational culture would establish better performance in an organization as a result. In the performance management and organizational culture, it reveals that a strong organizational culture can raise up the performance of employees. That is benefit for the overall performance of a firm. Employee commitment is necessary in organizational culture. It increases the awareness and obligation of employees.
it also plays a central role in nurturing and strengthening the competencies, and in this way it becomes part of the backbone of strategy implementation. In addition, rapidly changing technologies require that employees continuously hone their knowledge, skills and abilities (KSAs), to cope with new processes and systems. 3. Developmental assignments: mangers have to good job of providing developmental assignments to employees and ensuring their job duties and requirements are flexible enough to allow for growth and learning. Other trends towards empowerment, TQM, teamwork, and interpersonal business make it necessary for managers, as well as employees, to develop the skills that will enable them to handle new and demanding assignments.
The qualification improvement and psychological trainings improve the productivity and employee performance. These type of training promote to resist to stress, to have good communication abilities in the company. Hence, performance indicator of HRM in Nestle is high. The Plan of HRM to Contribute in Nestle Objectives Recruitment:
I will also look at how this research can improve the organization’s marketplace position from an HR perspective. Motivation Motivation is one of the important function of HR in an institution which every institution must practice as this brings about high performance, as a result increase in productivity which will also in turn increase the profit turnover of the organization. When a person is motivated the degree at which the person works is amazing because it affects the person psychologically and this makes them work with more persistence and vigor. Every employer must know that, it is very vital for any institution that its employees are motivated, because if employee motivation level is at a robust point than they can make good performance to get organizational goals. In Ghana most employee motivation is very incomplete area, therefore it is the obligation of supervisors to take concrete and active steps to building motivation level of employees.
The effectiveness of career development can be seen if the career development activities were carried out jointly between the employee, employers and the organizations itself. When employees have a positive perception of their career development and been support by the organization, the employee tend to have high motivation in order for them to achieve the goals. Hence, employees who are contented with the work and his career will be faithful to the organization and work to develop profitability and productivity of the organization. According to Roy (2015) Career development is a process of moving forward employee career plan where it is involving effort from individual employees and organization to achieving balance between employee career aspiration and organization workforce requirement. According to Hall (2002) Career development is important to employee and employer because career development provide mutual value outcome to employee and employer.
Introduction A good performer is a person who have a desire to do something better. They often see quality as a priority in the workplace. They also focus on doing a good job to satisfy their clients and customers. They focus on improving their skills and take the lead when it comes time to make decisions. Usually they know what they need to do support their career development and to help the organization.
the liking or disliking of a job. 2.4. The Importance of Job Satisfaction Job satisfaction is very important for an organizational performance. In this regard, Ahmad et al (2013) states that job satisfaction could result in improved productivity, innovation and dedication to maintaining quality of service given to clients. Employees are more likely to operate most effectively when their needs are satisfied (Bekele &Darshan, 2011).
In this fast pace of competition, organization are developing different strategies to reach their employees full potential. Efficient mentoring programs if implemented in an organization can bring the best out of the employees and they will be motivated to work and achieve organizational goals.Mentoring programs not only enhances employee’s targeted competencies but also develop different leadership skills, which help them in working as a team and achieving targets more efficiently. It helps in retaining employees as they are satisfied by the career advancement and the guidance they
Similarly, as an example for operant conditioning, let us say that when the HR manager observes employees' dedication towards his work or loyalty towards organization (voluntary response), he may promote them to higher positions (stimulus). Such a practice over a period of time will cause the learning in the organization that dedicated and loyal contributions will bring forth promotions. By establishing such a practice in the organization, he would be successful in eliciting committed work behaviour and loyalty of