Notes On Human Resource Management Essay

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

Performance management is the integrated process of defining, assessing, and reinforcing employee work behaviors and outcomes (Cummings and Worley 2005). Performance management focuses on understanding, optimizing, and aligning

Starbucks is named after the first mate in Herman Melville’s Moby Dick. Our logo is also inspired by the sea featuring a twin-tailed siren from Greek mythology.

According to Aubrey Daniels, often called the “father of performance management” and the originator of the term, performance management is a “scientifically based, data-oriented management system. It consists of three primary elements: measurement, feedback and positive reinforcement.” He sums it up as “a way of getting people to do what you want

The evolving nature of the economy has shift people’s attention to the term ‘Human Resource Management’. Human resource management according to Danny Samson refers to "the activities undertaken to attract, develop and maintain an effective workforce within an organization" (Samson & Daft 2005). Since human resource management it mainly dealing with workforce, employee motivation is one important component of this area. Employees’ level of motivation is a crucial component in determining a company’s performance (McKanic 2005). Hence, it is not surprising to find that the most requested article in history of Harvard Business Review publication is Frederick Hertzberg’s 1967 article entitled " One More Time : How Do You Motivate Employees?"

The focus of this paper will be on investigating an organization, their performance management system and our recommendations for the future. Historically performance management is defined as evaluation a firm through metrics such as return on investment and economic value added. Our analysis will cover not only the financial performance of our chosen firm, but also their values in behaviors as well as their objectives. Thus, we will ascertain if the current system of performance management held by the firm is aligned with their objectives and appropriate for their situation.

Human Resource Management Businesses use different motivational techniques to keep employees happy, it is important to keep employees happy so that they work effectively and efficiently. The HR department will spend lots on different ideas to try and keep their employees working hard often including rewards for hard work or constant attendance or even by in some cases punishing workers for not working to their potential. I will look into different cultures, motivational theories and techniques, job satisfaction, the importance of management styles, is money the only motivator and employee demotivation. Examples of motivational techniques In 1943 Abraham Maslow suggested that all people have a hierarchy of needs.

Due to the ever-changing job market, the Public Sector utilizes Human Resource Management by furthering specialized categories of services. Position Management plays a key role in organizations job duties and classifications used especially in the merit system by job type and level of responsibilities which leads to limiting payroll salaries only needed for that position. As organizations change internally the Position Management will analyze the current employees and their performances based on performance appraisal and the diversity within the workplace. The Position management will also evaluate the compensation packages to ensure that they are within the current market in ensuring to attract qualified professional talent when a position comes available. The Position Manager is also used to ensure that all salaries are within the allocated budget for the organizations. They used to cut the cost of an organization to run lean and efficiently with fewer employees.

Industrial relations: arose to the growing power of trade unions involvement in disputes, collective bargaining, negotiation and industrial law and regulation. The practitioner as a bureaucrat (control of labour) due to the increase growth and change of workplace activity such as: job allocation and performance monitoring; time keeping and control of absenteeism; sick leave and holidays; pay and benefits; training and promotion; rules and regulations; procedures and forms. Part of Tarmac dream vision is to achieve the exceptional to deliver value to all its stakeholders and a key element of that plan is to engage their employees to use their energy and skills to improve the business.

The field of Human Resource Management is a major factor in utilizing individuals within the company to achieve organizational objects, while facing a multitude of challenges daily. While conducting a phone interview on September 27, 2016 at 11:30 am with Missi Bowers, the Human Resource Manager and Environmental Health and Safety Coordinator at the Masonite Architectural Algoma Hardwoods plant in Jefferson City, Tennessee, she provided first hand experience within the career. Mrs. Bowers can be contacted by phone at (865) 556-6023 for further questions about the interview, as well as the Human Resource Department at her location.

Several studies in the field of Human Resource Management concentrate on the importance of a Human Resources Business Partner to the organisation’s performance. Bredin (2008) notes a shift from traditional to strategic Human Resources Management and the implications for the organisation. Ulrich (1997) suggested how Human Resource Management and the role of a Human Resources Business Partner can contribute to an organisation’s competitive advantage. The objective of this literature review is to provide a reasonable understanding regarding the various roles and structures in Human Resources. It looks at changes, barriers, challenges and the implication of those changes faced by a Human Resources Business Partner when moving into the role of strategic business partner.

In Case Study 10.1, Economics professor Richard Easterlin asserted that money couldn’t buy happiness. He based his findings of studies conducted in wealthy and very wealthy countries. His theory was that if happiness indeed were a “commodity” that one could purchase, the wealthiest countries would have more purchasing power for happiness. Easterlin concluded from his research that the wealthier countries were not happier overall. One’s level of happiness did not increase with an increase in money. On the opposite end of the spectrum, individual happiness did not change between rich and poor individuals. This contrast has become known as the Easterlin Paradox. Easterlin asserted that one’s relative income (comparison between one’s income vs. another’s income) was more important than absolute income (income earned in a given time period).

Performance management is an ongoing, continuous process of communicating and clarifying job responsibilities, priorities and performance expectations in order to ensure mutual understanding between supervisor and employee. It is a philosophy which values and encourages employee’s development through a style of management which provides frequent feedback and fosters teamwork. It emphasizes communication and focuses on adding value to the organization by promoting improved job performance and encouraging skill development. Performance Management involves clarifying the job duties, defining performance standards, and documenting, evaluating and discussing performance with each employee.

Performance management is an ongoing process that ensures that employees get the direction, coaching and developmental opportunities that they need to continually improve their work performance. The overall goal of performance management is to ensure that the organization and all of its subsystems are working well together and they

Performance management is an ongoing process of communication between a supervisor and their employees to achieve the goal of the company. It also considers as the process of providing a better work environment for their employees to perform the jobs. Performance management system includes develop a clear job descriptions, select the right people in the right position, provide training to their employees, provide compensation and others. For example, Microsoft Corporation provides personal freedom to their software developers to select their own training courses (Brundage, n.d).