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This study has been conducted to depict factors related with performance management of its employees in an organization, Employee Waste Management (EWM) along with specifying the most proficient way applicable according to given situation. Previous performance management system was not highly appropriate in the given situation which led to the employee dissatisfaction and raising the attrition rate of the organization. There were certain techniques that were de-motivating the employees thus there was a need to bring a change in the structure of the organization and the way it made a profound impact over human resource management. This article also present method backed by determinants that had been applied over organizations in Asian region so as to make sure that the method is suitable qualitatively as well as empirically. As none method can be totally relied over, thus some of the flaws of the performance system suggested to be applied in this situation had been discussed so as to complete the discussion.
Quality Management System
Craig Campbell, Ivan Silver, Jonathan Sherbino, Olle Ten Cate, Eric S. Holmboe. (2010). Competency-based continuing professional development. [Online] [Accessed 12th August 2010]
As specified in Competency-based continuing professional development, one of the most reliable tools concerned with performance management is quality management system. It follows different strategies intensity of whose usage depends over organizational domain and scale of operation along with external environmental conditions. Strategies followed commonly include,
Stipulation of reliable information & powerful communication system
Stipulation of education program
Stipulation of effectual integrated Small-Middle Enterprises development programs
Augmentation of organization work structure
Expansion of quality management system
Ascertaining basic infrastructure of Total Quality Management
Basic motive of all these strategies is to strengthen the organizational aspects along with development of concrete organizational culture. This also has an integrated feature of quality assurance, continuous improvement, and statistical quality control. (Craig Campbell, 2010)
Performance Management Techniques
John F. Tomer. (2001). Understanding high-performance work systems: the joint contribution of economics and human resource management. [Online] Available from http://www-rohan.sdsu.edu/~frantz/docs/Tomer.pdf [Accessed 12th August 2010]
Recommendation about techniques according to John F. Tomer, Performance Management technique is one of those systems that have to be modified especially in those organizations that are operating in service sector. Also in HR domain changes have to be brought on a regular basis, thus it has to be made sure that performance appraisal on a frequent basis in order to retain synchronization with existing situation. In case of the company, Environmental Waste Management (EWM), there had been a vital restructuring with respect to human resource that has to be managed in order to make sure that performance does not gets hampered. Also due to monotonously increasing environmental problems, there has been tremendous augmentation in operations of this organization. But due to internal disorders, there has to be certain restructuring that have to be done in order to get functioning of this organization back on track.
Highly competent performance management practices include,
Agency Relation: this factor is generally used to rectify Agency Problem that drifts apart different segments of employees working in the organization. A highly significant tool that can be used to conduct this activity is use of Information Technology, which has been broadened tremendously.
Goal Setting: goal setting is one of those basic tasks of the organization that makes it possible for the company to not only conducts its activities effectively, but also efficiently. Information Technology could play vital role in this particular aspect also as it will help the organizations to make inclusion of various domain of data such that maximum echelon of realistic approach could be integrated in the organizational goal setting.
Jimmy Sturo. (2010).Types Of Performance Appraisals. [Online] Available from http://ezinearticles.com/?Types-Of-Performance-Appraisals&id=429089 [Accessed 12th August 2010]
As per the document, further classification of performance management could also be made that will bring out the following categories,
Traditional methods: this category is not applied in an exact manner; rather it is applied with certain element of molding so as to raise the level of applicability over the organizations. Some of the techniques that come under this section are,
Straight ranking method
Critical incidents method
Graphic rating method
Modern methods: these methods are mostly applied over organization willing to perform performance appraisal accurately leaving no space for ambiguity. Techniques under this section include,
MBO (Management by Objective)
360 Degree appraisal
Behaviorally anchored rating scales
Human Resource Accounting
If a particular method is not applicable fully in a particular situation, there could be apposite combination of different methods in accordance to the situation present. (Sturo)
James R.K. Kagaari, John C. Munene, Joseph Mpeera Ntayi. (2010). Performance management practices, information and communication technology (ICT) adoption and managed performance. [Online] [Accessed 12th August 2010]
As stated by James R.K. Kagaari, John C. Munene, and Joseph Mpeera Ntayi, performance management on an overall basis is entirely dependent over type of the organization and the sector in which it is operating. But in no way there could be a generalized concept that could be applied over all the organizations. In the situation given, we first of all have to understand the reason of dissatisfaction of employees that have left the EWM Company. This is due to the fact that of this particular aspect is not fixed; there would be negative consequences even after bringing change in the organizational internal structuring. Thus first of all importance of human resource management should be understood by the strategic department of the organization that is responsible for all the changes occurring at every possible scale.
Techniques of Performance Appraisal. (n.d). [Online] Available from http://appraisals.naukrihub.com/techniques-of-performance-appraisal.html [Accessed 12th August 2010]
As derived from specified sources, technique that would be best suitable in this particular case will be ââ‚¬Ëœ360 degree appraisalââ‚¬â„¢. This is due to the fact that there is a little requirement regarding fast growth of this organization and more focus is given to the operational perspective of the organization. Thus there is a high end need for managers to understand all the facets of the human resource management and then make their decision regarding performance management. Also all the mistakes conducted in the past should be taken into account in order to carry out an informed decision without any ambiguity. Another important feature that should be kept in mind is about integration of Information Technology in the change that has to be brought out in the organization and make its operations hazel-free. UAE has become one of the central business hubs of the world, which has raised the disposal that used to get generated in previous times. But now in no way it could reduce that waste volume. Only step it could take is to recycle that waste that automatically signifies importance of this organization and its internal structuring. (Techniques Of Performance Appraisal)
One of the problems in altering HR department is that even the change makers are unaware of the fact that what are the real life problems that they are going to face and whether this change will bring a positive emendation for sure. Only aspect that they know is that know is that they are bringing this alteration for improvement thus this entire concept can be considered as relative in nature. For EWM, relativity could be measured after implementation of this technique will be made. But for this, a highly suitable application model should be generated through ICT that will combine traditional management values with latest possible technical aspects.
Components for delivering individual feedback
Guide to Managing Human Resources. (2009). [Online] Available from http://hrweb.berkeley.edu/guide/performance.htm [Accessed 12th August 2010]
According to the in-depth analysis of the document, following are the key components that will be used in order to make sure that appropriate individual feedback could be taken from the organizational practices,
Knowing oneââ‚¬â„¢s practice: proper identification of various learning priorities should be defined so as to maintain an explicit environment in the organization. For this purpose suitable monitoring plans could also be developed to gain in depth knowledge of all the practices.
Scanning the environment: assessment of all the informational source should be done in order to attain entire set of information to carry out performance management activity without any discrepancy. For this purpose, innovative approach could also be used along with potential amalgamation into practice.
Managing learning in practice: there should be an establishment of personal knowledge management system that will be storing all the evidences related to various organizational activities that could be retrieved at later stages. Also selection and management of all the learning objects could be done in an accurate fashion.
Raising and answering questions: there should be development of the ability to construct the questions along with searching for every possible evidences related to the immediate rise in attrition rate in EWM Company along with increased level of dissatisfaction amongst various other employees. Also proper tracks of all such activities should be maintained for future assistance in case similar problem arise and had to be sorted out in minimum possible time limits.
Assessing and enhancing practice: it should be competent enough to properly handle the performance measuring tool along with giving out output in a simplified and understandable format. There should also be development of action plans to augment various practices that can be considered as mandatory for smooth functioning of the organization in this changed human resource aspect.
All these components should be arranged in an orderly fashion if their use is to be maximized by the organizational authorities concerned. Moreover, there could be inclusion of various related factors in order to make sure that performance management adds value in operational aspect of the organization rather than making any unconstructive step that will further bring down the internal strength of EWM from currently operating echelon.