Human resource management functions, applications, and skill development
Order ID 53563633773 Type Essay Writer Level Masters Style APA Sources/References 4 Perfect Number of Pages to Order 5-10 Pages Description/Paper Instructions
Human resource management functions, applications, and skill development
Reference: Lussier, R. N., & Hendon, J. R. (2019). Human resource management functions, applications, and skill development. Los Angeles: SAGE.
- Differentiate the concept of performance management and performance appraisal with three (3) to four (4) key points. Then, make your case to leadership for or against using annual performance appraisals in the organization. Be specific with your perspective.
Performance Management Systems
After we have recruited, selected, and trained employees, we must evaluate how well they perform their jobs so they know how they are doing. Therefore, performance evaluation is an important part of the jobs of managers and HRM staff. 1 We need to figure out how to manage employees’ performance over time to ensure that they remain productive and hopefully become even more capable as they progress in their careers. So the primary purpose of performance appraisal should be to help employees to continuously improve their performance. 2 Remember our earlier discussion about the fact that human resources are typically one of the few resources we can leverage to create a sustainable competitive advantage for the firm. To this end, we discuss in this section the difference between performance management and performance appraisal, and we present the performance appraisal process.
LO 8-1
Discuss the difference between performance management and performance appraisals.
Performance Management Versus Performance Appraisal
“In a knowledge economy, organizations rely heavily on their intangible assets to build value. Consequently, performance management at the individual employee level is essential and the business case for implementing a system to measure and improve employee performance is strong.” 3 Committing management time and effort to increase performance not only meets this goal but also decreases turnover rates. 4
SHRM
Q:5
Improving Organizational Effectiveness
How do we manage performance within the organization? The most common part of the process, and the one with which we are most familiar, is the performance appraisal, or evaluation. (In this chapter, we will use the terms performance evaluation, performance appraisal, and just appraisalinterchangeably.) However, the performance appraisal process is not the only thing that’s done in performance management. Performance management is the process of identifying, measuring, managing, and developing the performance of the human resources in an organization. Basically we are trying to figure out how well employees perform and then ultimately improve that performance level. When used correctly, performance management is a systematic analysis and measurement of worker performance (and communication of that assessment to the individual) that we use to improve performance over time.
SHRM
RUBRIC
QUALITY OF RESPONSE NO RESPONSE POOR / UNSATISFACTORY SATISFACTORY GOOD EXCELLENT Content (worth a maximum of 50% of the total points) Zero points: Student failed to submit the final paper. 20 points out of 50: The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. 30 points out of 50: The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately. 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