Human Resource Managers are being forced to change their roles due to the present competitive market environment. They also realize that it is now mandatory for them to play a strategic role in the success of organizations especially in the view of the current local and global competition. Companies are facing challenges that are changing from day to day. It is becoming extremely tricky to manage human resource departments. There are many ways in which companies are trying to cope with these challenges. This is in view of upcoming and existing trends in human resource management.
This team paper will identify these trends and challenged and try to explore their effects. It will also try to see ways in which companies are coping or can cope with the existing or foreseen challenges. b) How a complete performance management system differs from the annual performance appraisals Employee performance measurement has come a long way. Until recently, employees and managers met only once per year for annual performance appraisal. This was done with the aim to evaluate what was done and accomplished in the previous year.
It has been realized since then that evaluation only improves performance in a minor way. Most managers have
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The employee is then monitored to see whether he/she is working towards the objectives set. When the year ends, the employee meets with the employer to examine the challenges and accomplishments. This is done using a form created for performance management. (http://www. hrcouncil. ca/people/pg002_e. cfm) Performance management serves various functions in organizations. First, it ensures organizational effectiveness. This is so because it ensures that employees’ work plans are geared towards the organization’s strategic plan. Employees are also motivated to work best.
Performance management also improves employee performance. This is because communication on expected accomplishments is clear between employees and managers. It also provides constructive performance feedback and does identification of poor performance areas. Performance management also helps in identifying areas of employee strength. The abilities and skills reflect employees’ strengths. In this way employees who can perform challenging work are identified. When an organization wants to develop and train its employees, performance management helps in the identification of areas of need.
It can also help the organization defend its decision to promote, compensate, reward or terminate employees. This is because the element of discrimination is removed and legal documents are there to provide evidence in legal challenges related to wrongful dismissal Complete performance management systems can be measured in various ways. The employees can be asked to evaluate their work. This is known as self-appraisal. Peer appraisal on the other hand is when employees of the same department are asked to evaluate one another.
Team appraisals occur when employees are asked to review their team. Still the employees could be assessed through an assessment centre. At the centre are professionals who use actual activities and stimulations of work for evaluation. 360-degree appraisal can also be done. Review of the employees work is done using input from all the employees’ interactions at the work place. Lastly, it could be done through combined methods. Some organizations use skills, knowledge and abilities that show excellent work.