Literature Review On Employee Performance

In today’s business, maximization of profits represents the principal feature of business operations. In order to achieve the highest profits, companies have to manage their human resources effectively. Thus, employee’s motivation has emerged as a critical component, it holds the key to the success of a company. Therefore, human resource managers must motivate their employees to let them perform to their best and achieve the organizational goals. Motivation is the force that pushes us to do things: It is a result of everyone needs being satisfied so that employees have the inspiration and ability to complete the respective task given. So will employees be motivated and perform to their capability by giving them good welfares, benefits and money? Money makes the world go round, it can be considered as an engine to push human’s limits but peers motivation and intrinsic desire to a good job are the real motivators in today’s workplace.

Maximizing peak performance has been the forefront of just about every business, athlete, education systems, government, and many others. Turn on the television and you will see multiple commercial airing pushing the best foods, motivational material, supplements, even the newest and fastest technology to help promote peak performance. While most people have access to these different products and will use them, only few will succeed from their full potential and achieve peak performance. Identifying the characteristic, genetic, educational, and training differences between those who succeeded and those who failed will always be in contention. However, one fact will always remain with the people who succeed: they developed a plan and stuck

Essentially, there are many strategic choices an organization faces when recruiting and staffing. Some of the strategic choices involved in recruiting entail determining whether to have the following: (a) permanent versus temporary employees, (b) whether to hire internal versus external, (c) in-house versus outsourcing, and (d) determining what methods will be utilized. Moreover, selection raises the following issues of reliability, validity, interviewing, who are we as an organization going to interview, individual versus group, structured versus unstructured, testing/assessment, and reference checking (Mello, 2015). Also, recruiting for international assignments may need to follow the internal methods and employment branding and replacement

This paper will address several areas of performance management. It will describe a comprehensive job description for a retail sales associate. Next, it will describe an organizational behavior modification (OBM) plan and define three key behaviors required for successful job performance as a retail sales associate. This paper will specify two ways Human Resource Management (HRM) would measure current employee performance behavior, and recommend two measures to inform employees of new performance standards. Next, it will outline a plan with two methods of providing feedback to employees. Finally, this paper will examine three key legal and ethical issues that could affect the performance management system.

Cultural management is one of the key factors that contribute to the overall organisational performance. Nowadays, the UK is experiencing more diversity in its workforce, and influences of cultural factors have become more significant for UK organisations. Therefore, this research study aims at analysing the how Chinese employees can be motivated working under the UK culture. This research will mainly focus on analysing Chinese employees’ perceptions about their job and finding out psychological benefits that have impacts on employee performance. Chinese employees tend to have significantly different cultural backgrounds compared to the UK culture. Therefore, it is to my great interest to analyse whether Chinese employees working

1)Identifies and assess at least 4 factors that affect an organization approach to attracting talent

Workplace deviant behavior at work has increasingly emerging as an important phenomenon in organizations because of the negative and adverse effects it brings. Workplace deviance behavior at work also has become the focus of an increasing number of research studies (Ones, Viswesvaran & Schmidt, 1993; Robinson & Bennett, 1995; Sackett & DeVore, 2001). Organizations need to bear the cost of lost productivity when employees engage in behaviors when they fail to turn up at all without any reasonable excuse. Example for workplace deviant behavior is sexual harassment and steal the organizational property also harm the effectiveness of the organization. Sexual harassment also another form of workplace deviant behavior and has reported to cause job

The purpose of the documented report is to discuss the code of ethics that is in place for those who are in the profession of industrial organizational psychology. I choose this topic to write my paper on because I am majoring in psychology with a minor in business for my bachelor’s degree. After completion of a bachelor’s degree I plan to go on to achieve my master’s degree in industrial organizational psychology. This was the reason behind deciding on this topic for my report.

Performance management according to --- is a function that that embraces activities such as articulated goal setting, uninterrupted progress reassessment, regular communication and feedback, as well as coaching for better performance. Likewise, it involves execution of employee development plans and rewarding accomplishments. In other words, performance management focuses on improving employee performance along with effort via a process that supports employees to get personal and professional fulfilment by a feel of purposeful contribution. In organisations, management is responsible for meeting organisational objectives through the involvement of others; through evaluating the performance of systems and human resources.

Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications.

Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.

This chapter explains the HR function of performance management, its policy integration and its impact on organizational performance. First, the performance management at the organization is introduced. Second, the major elements of performance management policy its integration, implementation and its relationship with organizational performance is mentioned. The research findings are described and at the end, with conclusions and suggestions are outlined at the end of the chapter.

Promotions – Refer to shifting of persons to positions carrying better prestige, higher responsibilities and more pay. A person going to get a higher position will vacate his present position. Promotion will motivate employees to improve their performance so that they can also get promotion.

The case study researches the converging and diverging of human resources practices in multinational companies. The report will analyze the decision making on interrelationships between national and global companies. International and comparative human resources are playing a major part in companies that decide to enter into the multinational global business. As opportunities arise to expand a company globally, CEOs and managers focus on issues associated with the culture, traditions, and training in different countries. In order to survive in the competitive market, human resources play a major part in the company’s success. Jeremy on his article writes “According to HR management expert John Bratton, "Strategic human resource

To suggest ways to improve and advance the process of Recruitment and Selection in Bharti Airtel Limited so as to get the best candidates fit for the job.