Performance Management and Employee Relations in ESNAAD

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Human resource planning for any organization refers to planning for various aspects relating to personnel working in the organization. The human resource department of an organization looks after the aspects like recruitment and selection, training and wage bargaining with employees, workforce planning. Workforce planning or human resource planning (HRP) is one of the most important tasks of the human resource department of any organization including ESNAAD. Human resource planning mainly refers to having right people for the right job and having them in the right number. Tasks must be allotted to individuals based on their strengths, weakness and area of interest to get the best results. Also the number of employees required to complete the task in a stipulated amount is also very important to be estimated correctly. Thus for any organization to succeed human resource planning is a key to success. (importance of human resource planning)

In this assignment I have gone through the Human resource practices and the appraisal strategies of ESNAAD along with the requirement of appraisal plans at ESNAAD. While doing this assignment the main issues regarding the implementation of appraisal policies such that they give the best possible output for the organization keeping in mind the rights of the personnel have also been investigated and demonstrated in the following text.

In this assignment I will be conducting questionnaires in order to get the knowledge of the steps taken in the organization for appraisal of employees along with employee satisfaction with these appraisal policies. I would also like to find the response of employees on these policies and then after going through the analysis of the policies implemented and the policies that can be used to for employee appraisal I would like give some recommendations to the for the improvement in appraisal policies of ESNAAD.

The main context of this research is:

To go through the personnel appraisal policies of ESNAAD

Research on various personnel appraisal strategies that could be helpful for the growth of ESNAAD.

Analysis of feasibility of implementing new strategies.

Impact of performance appraisal policies on the employees.

Satisfaction of employees with the current appraisal policies implemented at ESNAAD.

As for any other organization human resource management and performance appraisal is important for ESNAAD as well in order to ensure a good growth rate of the organization. from my research I will present a report on the key roles and tasks of human resource management along with the need and impact of performance appraisal policies on the organization.

In order to complete this research I have conducted a questionnaire internally and have done research on human resource management policies and their impacts externally using secondary resources such as web sites.

Existing Documentation:

I tried to get data on previous surveys held at ESNAAD that could reveal the changes in the performance appraisal policies and their impact on the organization but could not get it so I decided to conduct interviews of individuals at high posts and the once which have been in the organization for a considerable period of time. The absence of any documentation also affected the way I could perform my research. As there was absence of documentation about the way of working and the phases that ESNAAD has gone through I had to resort to interviews also secondary sources including the ones available on the internet. The presence of good documentation could have also been helpful in preparing a questionnaire for performance appraisal as then the documentation would have easily revealed the important factors for appraisal which would have been specific with ESNAAD's work culture. I interviewed Mr. Darwish Al. Qubaisi the general manager of ESNAAD and Mr. Abdulla Al Humaidan a division manager at ESNAAD. The outcomes of the survey have been described below:

When Mr. Darwish Al. Qubaisi, the general manager of ESNAAD was asked about the importance of Human Resource Management and Performance Appraisal for his organization he replied that in today's competitive era any organization no matter how big it becomes cannot afford to be complacent and become stagnant. In order to continuously grow at a swift pace it is important for the organization to manage its human resources properly. He said that management of human resources is not allotting tasks to employees so that the tasks are completed on time it also aims at the development of employees so that they can give better outputs and their urge for learning is satisfied. According to him the performance appraisal policies also play a key role under such circumstances.

When the same question was put in front of Mr. Abdulla Al Humaidan he said that ESNAAD is an organization that wants to grow continuously and it is important for the organization to manage its human resources properly to reach its objectives. He continued by saying that the organization continuously reviews the performance of its employees and provides training to its employees every now and then in order to achieve its target of continues growth.

People's Feeling:

In order to analyze the point of view of employees on these appraisal and human resources I decided to conduct a questionnaire for the employees of ESNAAD. Although the conduction of interviews would have resulted in a better analysis but it is not feasible to conduct interviews of all the employees so I decided to conduct a questionnaire and the out comings of the questionnaire were used to carry on the research on the Human Resource Management and performance appraisal policies of the organization:

The results of the questionnaire were measured on the following five point scale:

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

The questions of the questionnaire are described in the next section.

Questionnaire:

The following statements were given in the questionnaire and the employee had to judge these statements on the scale mentioned above.

You are aware of the human resource policies of the organization.

You are aware of the appraisal policies of the organization that form part of the human resource policies of the organization.

The appraisal policies help the organization reach its goals.

Are you satisfied with the appraisal policies of ESNAAD

The appraisal of individuals helps in the overall appraisal on ESNAAD

The appraisal policies are linked to HR processes (rate each of the following):

Exit of individuals from organization

Term of service of employees in the organization

Making a bond between a employee and the organization

The appraisal process is worth the time it consumes

The existing performance appraisal system is good enough to satisfy the needs of organization as well as its employees.

The appraisal system of ESNAAD needs changes

The management is fair in implementing the appraisal policies

The number of appraisal policies currently implemented at ESNAAD needs to be incremented

Results of Survey:

S.No.

Question

Strongly Agree (in percentage)

Agree (in percentage)

Neutral (in percentage)

Disagree (in percentage)

Strongly Disagree (in percentage)

1

You are aware of the human resource policies of the organization

5

60

10

25

0

2

You are aware of the appraisal policies of the organization that form part of the human resource policies of the organization.

6

62

9

20

3

3

The appraisal policies help the organization to reach its goals.

15

70

5

10

0

4

Are you satisfied with the appraisal policies of ESNAAD

8

50

12

20

10

5

The appraisal of individuals helps in the overall appraisal of ESNAAD

15

55

10

15

5

6

The appraisal policies are linked to HR processes (rate each of the following):

Exit of individuals from organization

Term of service of employees in the organization

Making a bond between a employee and the organization

5

9

15

30

35

45

30

25

20

25

25

15

10

6

5

7

The appraisal process is worth the time it consumes

10

30

25

25

10

8

The existing performance appraisal system is good enough to satisfy the needs of the organization as well as the employees

5

20

10

45

20

9

The appraisal system of ESNAAD needs changes

10

45

20

20

5

10

The management is fair in implementing the appraisal policies

20

50

20

10

0

11

The number of appraisal policies currently implemented at ESNAAD needs to be incremented

10

40

10

30

10

Total

133

592

206

285

84

Percentage

10.2%

45.5%

15.8%

21.9%

6.5%

Factors which leads to Performance Appraisal being effective

There are some important factors which make performance appraisals effective. These factors are as follows:

It is important to evaluate the employees on the basis of various important factors. For doing so, a manager should check all the factors which are contributing to the overall success of the company.

Quantifiable matrices should be prepared by the managers. The main aim of the quantifiable matrices will be to ensure that the performance appraisals to the employees are fair (Roe).

It is important for the company to make the appraisal on the basis of some pre announced standards so that all the employees should understand what to do in order to gain the appraisal

The appraiser should be somebody whom the employees should trust and respect. He should be the person who should have seen and evaluated the work of the employees (Factors influencing effective performance Appraisal).

 Factors which leads to Performance Appraisal being ineffective

There are some factors which make performance appraisal ineffective. These factors are as follows:

In most of the cases employees are not aware of the performance criteria and there are some ineffective rating instruments

Some employees have poor relationships with their bosses at work

In case of actual performances, there are situations in which superiors lack the basic information required

There are situations when performance feedbacks are lacking

There are perceived reviews mixed with politics

In several situations, management development is lacking. It needs to be improved a lot

There is a lack of motivation in several organizations

There might be an ineffective link connected to the reward system

The main review process of the company may lack an appropriate structure (Longenecker, 1997)

Data Sources:

Primary Data Sources:

Primary data sources used in this research project include interviews of Mr. Darwish Al. Qubaisi, the general manager of ESNAAD and Mr. Abdulla Al Humaidan, a division manager at ESNAAD and also the questionnaire of employees conducted at the organization. In the absence of any documentation about the past of the organization it was very important to conduct these reviews properly as it was bound to be the main source of getting information of the culture of the organization as the people working in the organizations are the ones most aware of the environment prevailing in the organization and they also know the needs of the organization well.

From the analysis of the primary research which we have conducted as a questionnaire, we can see that there are mostly employees which are agreeing on the questions i.e. most of the employees have rated as 4 on the 5 scale in the questionnaire. From this, we can directly come to the result that most of the employees were well known of the performance appraisal criteria.

Secondary Data Sources:

Books, business studies and websites related to the subjects are used as secondary resources. These resources greatly helped in finding the factors that may affect the effectiveness of an appraisal policy in an organization also they helped me to gain knowledge about the working of ESNAAD before conducting the interviews and questionnaire which proved out to be quite useful in the preparation of questionnaire.

These secondary data sources have helped me gain some knowledge about various aspects incorporated in the article, for example in case of finding the factors which make the performance appraisals effective or ineffective, there are some documents from website and from Academic Journals which help us to directly find the answer.

Conclusions:

From the interviews and questionnaire conducted it can be observed that Esnaad already has implemented some appraisal policies and most of employees are satisfied with the policies as is clear from the results of the questionnaire that 58% employees of the organization agree with the statement that they are satisfied with the appraisal policies of ESNAAD but still 55% of them feel that the system needs changes. A good thing for ESNAAD is that over 70% of the employees feel that the decisions taken by the management are fair which shows that the employees have confidence in the management of the organization this shows that the people working in ESNAAD have confidence in the management of the company. Although the lack of documentation shows that the communication system of the organization is not able to pass on the experiences collected over the years to the new employees. Also such documentation could be very helpful for them when designing their policies as they have a good record of the mistakes that might have led to failure of policies in the past. Considering the overall result, there are around 55.7 % employees who are supporting the present mechanism of performance appraisal and 28.4 % who are not.

Recommendations:

I would recommend that the organization must not make many changes in the appraisal system implemented in the organization as it may lead to wastage of time as well as may stress the individuals involved in the process. But, just a constant look up is needed and factors needed for effective performance appraisal should be followed.

I also recommend that the organization must start documenting the happenings of the organization as such documentation could be very helpful for them when designing their policies as they have a good record of the mistakes that might have led to failure of policies in the past.

I would also recommend that the appraisal policies of the organization must not be static as in today's era every job has become dynamic and same is the case with organizations so in order to deal with these changing needs of employees as well as organization it is important for the organizations to change their requirements with changing needs although each change in this policies must be made after a considerable amount of thought put into it as if these policies are not good they may have a negative impact instead of positive impact on the organization.

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