Provision of key insights with regard to the implementation of HRM practices on employee's performance, ability and behavior. iii. Identify package of HRM practices that contribute to better performance. iv. Relationship between HRM practices and organizational performance.
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).
That is why it can be considered as the indicator of the quality of Strategic Human Resource Management in an organization. Good and properly designed appraisal system, not only vital basis of successful employee performance, but it will aid the management by providing useful and valuable information for other strategic human resource functions. For instance, it helps in employee training and development decisions, compensation decisions and human resource planning. Basically, there are two types of parameters are used in performance appraisal. Objective measures which are directly can be quantifiable.
This method is important for many purposes, it makes NPO effectiveness measurable and addressing it in true organizational levels that help managers to measure and use effectiveness results to improve effectiveness in their organizations. The effectiveness of such organization should be considered of how well the organization operates to its customers. Therefore, this model used the two levels proposed by Sowa et al. (2004): management and program. Management level The management level refers to the characteristics that relate to the organizational issues and manager’s activities within the organization.
Knowing a person’s personality can give a better idea of whether the person fits into the environment hired into; and how best to motivate that person. 2) Job Satisfaction; A satisfying job consists of a reward system, compelling work, competent superiors and satisfactory working conditions. Knowing the perceptions and motivations of an individual can be used to develop goals and improve organizational structure. 3) Leadership; The authority in the organization is empowered to identify, understand, predict and manage individual behaviour within the organization using relevant approaches to various situations. 4) Authority; Understanding the general ethical guidelines in which these elements are exhibited and used are key components to running a cohesive business.
LinkedIn is currently a successful company; however, changes in the internal and external environment might the efficiency and effectiveness of its strategy. In order to improve its business strategy and keep up with those changes, LinkedIn must continuously monitor and evaluate its strategy by completing an industry analysis, five forces model analysis, SWOT analysis and value chain analysis as they ensure other aspects of the strategy fit the condition of the market. Summary of Recommendations The following recommendations will assist LinkedIn to grow and expand its business and improve internal and external relationship with shareholders. If the company applies the correct methods and integrates the following strategy moves, in the three
Ehrlich adds that the HR department must anticipate change and be knowledgeable in its implementation. The change agent must be able to align different projects and imagine their impact on employees. Employees are rarely able to absorb a large number of changes at one time, and the change agent should prepare a proper communication plan. The change agent can help employees to understand a change and thus minimize its impact. In the new results-oriented business environment, competencies play an important role in focusing attention on the skill base of the HR workforce.
Performance appraisal activities such as cooper¬ation, goal setting, communication and feedback affect satis¬faction with performance appraisal that consequent¬ly affects employee satisfaction and productivity. The previous research done in the field shows that, Performance appraisal system by using inter¬action helps the relationship between the supervisor and the subordinate. It makes employee involved, satisfied and motivated and especially the fairness element in the performance management is important for employee
THE IMPACT OF MCGREGOR’S THEORY X AND THEORY Y ON THE STUDY OF ORGANIZATIONAL BEHAVIOR The study of organizational behavior encompasses those facets of behavioral sciences that emphasize on understanding human behavior in organizations. What is organizational behavior? Moorhead & Griffin defines organizational behavior (OB) as the study of: a) human behavior within the context of an organization, b) the interaction between an organization and the individual or group’s behavior and c) organization itself. (Moorhead, G., & Griffin, R. W. 1995). OB aims to investigate the overall impact of an individual, group and structure on behavior within an organization and to improve an organization’s function and effectiveness.
The normative model of human resource management has two common themes (Chen et al., 2009). The first theme is that the policies of human resource management should integrate with the strategic business plans of the organization. This is very important to use by the organization, to make the organizational culture more stable. In some cases, this theme is using by the organizations to change the organizational culture. Therefore, the same theme can use in two ways.