Evaluating Employee Performance

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

Human Resource plays a key role in designing the performance management framework. Human Resource role is manifold and each of these roles well played can be highly beneficial to the organization. However, as it is now, the people in the department do not seem up to par. In the article, "Why We Hate HR," written by Keith H. Hammond, the author portrayed a negative stance on the department. He listed four reasons describing what is wrong with the Human Resource people. Based on those four main criticisms, three individual interviews were conducted to see either Hammond’s point of view is agreeable or not. The interviewees also have given their personal experiences and opinions when comparing their

| Explain how different organisational structures and management roles can impact on the HR Function (AC: 1.3)

Cascio, W. (2013). Managing Human Resources: productivity, quality of work life, profits (ninth edition). New York, NY: McGraw – Hill Companies, Inc.

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We need to verify whether the following staff persons "require" Microsoft Visio 2010 to do their job or not. Since we have a very limited number of Visio licenses, as DBHIDS is only licensed for 25 Visio seats, we should remove Visio from workstations of those that do not require it. Only 25 DBHIDS staff persons can have Visio installed on their workstation and these staff persons must actually create Visio documents as a requirement for their job.

Officer Wiles, this is your annual Employee Performance Appraisal. I have not been your supervisor for this entire evaluation period. This appraisal reflects the observations made by myself as well as Sgt. Mellott B0058 and Sgt. Malast B1962 and includes input from your Employee Performance Notes. During this period you have been assigned to Lower Buckeye Jail on Shift 2.

1 #4 The question asks, “What are the goals of human resource management?” The answer to this question is that there are four different goals of human resource management. The first goal is facilitating organization competitiveness, which is defined in the textbook as a goal that is “intended to promote the organization’s ability to be competitive in fulfilling its purpose or mission” (DeNisi & Griffin, 2016). The second goal of human resource management is enhancing productivity and quality, which is defined as two different parts in productivity and quality. Productivity is defined as “an economic measure of efficiency that summarizes and reflects the value of the outputs created by an individual, organization, industry, or economic system relative to the value of the inputs used to create them”, while quality is defined as “the total set of features and characteristics of a product or service that bears on its ability to satisfy stated or implied needs” (DeNisi & Griffin, 2016). The third goal is complying with legal and social obligations, which is defined as “insuring that the organization is complying with and meeting its legal and social obligations” (DeNisi & Griffin, 2016). The fourth and final goal of human resource management is promoting individual growth and development, which is defined as a starting point in development

How well a business manages its assets and resources predicates its overall success. Companies that spend financial resources foolishly are apt to find themselves in bankruptcy. Companies that work capital equipment resources beyond the machine’s capabilities or for other than intended purposes are apt to experience downtime and/or lose the equipment to failure. The same premise holds true for a company’s human assets. However, unlike other company assets, which depreciate over time, human assets appreciate over time when managed properly. The article, Importance of Human Resource Investment for Organizations and Economy: A critical Analysis, explains the importance of managing human assets as follows:

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will

There are two methods that are being tested for this position to evaluate this employee’s job performance. These methods are the factor comparison and the point method. Both of these methods could be effective for evaluating this position. Both of these methods are based on the employee’s skills. They are based on the skills of the individual only, not compared to other’s skills within the organization. However, using these methods could also be difficult to assess the baker’s skill level. Research would have to be done using other stores comparable to Kudler Fine Foods and their skilled baker’s. This research would have to collect data that would give the manager’s at Kudler an idea of what the job performance level should be as a baker.

Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human

Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

The field of human resources (HR) plays a critical role in the performance and success of organizations. As organizations have become increasingly more complex, the effective management of HR has become even more important. The traditional perception of HR as only an administrative office is no longer valid. Instead, contemporary HR is directly involved with the internal organizational structure, business operations, and variety of functions carried out by employees on a daily basis (Reed & Bogardus, 2012). HR functions impact the organization’s strategic planning, improvement processes, and goal achievement. Six core bodies of knowledge provide the foundation for all of these HR functions. These areas are: strategic