People Resourcing and Development Essay

Introduction

Human resource management entails personnel management and development, as well as management of talents in an organization. It involves overseeing all activities related to human capital. The domain is charged with the responsibility of ensuring organizational balance achieved through collective bargains and established rules and regulations. Organizational behavior, motivation, and evaluation drive an organization towards meeting its missions and objectives (Dowling, 2008). Besides, performance appraisal is an important, systematic process organized by human resource managers to understand the ability of each representative to grow their potential further. The function of human resource and its contribution to management of human capital is reviewed to address the existing gap in literature. Human resource management is critical for the provision of supportive environment for employee to not only operate but also develop and thrive for the benefit of the organization.

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Performance Appraisal

Performance appraisal is a guiding tool used to evaluate job performance of employees by considering their skills, achievements, and growth to justify the promotion, demotion or termination. It is conducted periodically; for example, quarterly, mid annually or annually, depending on the resources available and the overall objective of the company. To create a platform for employee development, providing regular training and recognizing weaknesses that an employee can work on is profound. Human resource managers are expected to provide effective modes of communication throughout the year to keep track of the challenges their personnel confront to make annual reviews more productive (Kavanagh, 2007).

In the last quarterly meeting, members of staff raised issues and challenges they face, often citing matters in their personal lives, such as responsibilities with their children and unfamiliarity with computer skills. Besides, employees requested a training course in time management, tasks that involve other co-workers to improve their character and decision management skills. Ergonomic issues, particularly posture and vision attributed to long hours of computer usage and glare emanating from the screens were noted. As a result, the human resource manager assured to avail computer lessons and establish ways to minimize health impacts to the eyes of the affected personnel in two weeks. The open door policy allowed the manager to offer flexible working conditions to suit their worker's needs, geared to achieve the company's expectations (Deb, 2009). The new modernized concept of performance appraisal is prized by many organizations for its role in the development and orientation of employees by measuring their performance against a company's set standards. The idea has followed patterns of fast technological revolution evident in our world today as opposed to the traditional system visible in Taylors pioneering time and motion studies. The United States Army first incorporated the tactic in the First World War in the form of merit rating, but fast gained popularity into the business world (Peretz, 2012). The current view enhances a worker to increase loyalty, job satisfaction and trust towards the firm to achieve an organization success.

In the early 20th century, the concept of performance appraisal was merely for material gain. For industrial processes, a worker's output was compared to the rest by the supervisor by considering work hours and their production. A reward is available for those employees that surpass expectations. The primary system gave little consideration to the possibilities of employee development and satisfaction (Thurston, 2010). A cut or rise in pay provided the required impetus for one to perform outstandingly in their duties. However, intended results were achieved for a period but often failed.

Observations from early research have found out that people with equal work abilities were paid relatively the same amount of money; however, the employees had different levels of performance and motivation. Later studies have shown pay rates are not the only measures of employee output. Other issues, such as self-esteem and behavior were seen to have considerable influence. With time, the emphasis on rewards was progressively reviewed, and the use of appraisal as a motivation tool was conceived. Moreover, the benefits of conducting performance appraisals have inspired large multinational companies to small entrepreneurs to have it implemented in their system to gain more productivity from their workforce. In some cases, employee performance is gauged, and superiors may make decisions such as dismissals of poor performers, pay rises or decreases. However, this is not the only importance of this method (Cascio, 2018).

Implementation of a fair appraisal forms a strong bond between the supervisor and subsequent subordinate staff that points out on the potential challenges faced during their work. It gives human resource managers an opportunity to review the ability of their workforce as they evaluate the best course of action to eliminate or reduce challenges. Additionally, the supervisor can conduct rotations accordingly to target those with health issues in specific company processes such as production. Moreover, this process allows personnel managers to discuss future company goals by highlighting critical issues, for example, the absence of specific working skills. It helps to improve an individual's career aspirations by providing a platform to train workers on processes that may be helpful mutually to them and the company. Appraisal systems, therefore, allow the company to develop appropriate training and development manuals necessary for a specific job post. Besides, they are a direct measure of how strategies employed are improving the productivity of a firm.

Appreciating best performing employees through this process boosts their motivation and loyalty to continue working for an organization. It is done through salary increment which depends on the worker's ability to do their job. Similarly, salary compensation is an indicator how much one is contributing to the company. This continuous process of evaluation is also applied in organizations where merit is based on seniority. Higher positions are automatically attributed to more pay; likewise, the supervisor may decide to promote an employee to the next post based on their achievements.

Evaluating owns performance helps increase a worker's commitment and satisfaction to the appraisal process. With the system focused more on professional development rather than making administrative decisions, it is imperative for supervisors to provide criteria to communicate feedback to employees. Some strategies involved in accurate self-appraisals include asking questions on specific observable behaviors that may jeopardize an employee's job. As a result, a person works better by knowing what is expected of them by relating the company's set objectives to their performance. Evaluations put pressure on the workforce to produce the best of their abilities. The targets set may be higher than expected, however; the objective is for employees to work hard to develop specific hidden capabilities. Consequently, with the consciousness that their appraisal wholly depends on those factors they possess a chance to improve their performance tremendously. An opportunity to improve communication skills is produced through the dialogue platform created by the appraisal process. Moreover, this makes the supervisor aware of personal problems affecting a worker and besides provides trust rather than a rating. Also, rewarding employees according to achievements boost morale.

The Role of Organization on Performance Enhancement

In the same way, the role played by an organization to improve an employee's performance can be realized by encouraging brainstorming of current problems. It helps boost a person's interpersonal skills by owning the issue and working towards a decision. Furthermore, It strengthens the organizational culture by enhancing relationships among employees unifying towards a common goal. Equally important is the ability to work independently. The human resource manager should provide a platform where workers are responsible for their decisions without influence from a higher authority. It helps them realize the role of their course of action to define the overall company value. The pressure put on them guarantees the best decision is achieved improving not just their character but the company benefits too.

Providing a fair working environment for the workforce is paramount owing to the current campaign for gender equality. It ensures that a workplace has a convenient platform for both men and women to participate in every aspect of the organization. Appointing positions in the company should be based on merit with a keen eye for gender balance. It motivates employees to work hard to improve individual performances (Agarwala, 2008). Similarly, managers with excellent listening skills can pay keen attention to the talents of their personnel by instilling both discipline and confidence. Leading by example encourages other members of staff to be more of themselves by fostering a positive attitude. They are aware of when and how to delegate duties and responsibilities to their juniors as opposed to egoistic leaders who believe their way to be the best. Trusting subordinates with specific tasks expose them to decision-making processes and establishes loyalty and accountability.

A healthy performance, the manager should have the capacity to handle sensitive issues such as gossip and rumors as they may escalate to paranoia. It enables employees to have good self-esteem and a positive attitude towards their work environment. Such qualities are critical for a company to realize the full potential of their workforce (Peloza, 2009).

Talent management is the ability to recruit, hire and retain the best employees in the job market. The Chartered Institute of Personnel and Development in the United Kingdom describes a talented individual as one who can make a difference to organizational performance either through immediate contribution or in the long term by demonstrating their highest potential. The core test of a firm lies in the ability to retain its employees to create a superior workforce to that of its competitors. Studies have consistently shown that the strength of employees to develop their professional skills motivates them to stay at a job.

Effective management strategies can obtain a favorable outcome in an organization such as building a competitive workplace, ensuring returns on money invested and encouraging learning institutions. Motivation lies in the heart of a skilled workforce. Notably, untrained or poorly managed workers can delay critical processes leading to a lower output. Despite investments geared towards training, addressing the right skills needed for a job description can prevent poor yields. Investment in each of the company means their abilities are tapped efficiently, and with it, talent management offers a few benefits. For example, to be adequately prepared to fill gaps in critical skills, an organization must have adequate plans and contingency measures that ensure a continued flow of specialized employees for highly skilled roles. Operations, therefore, can run smoothly to prevent backlogs and extra workloads for other employees to handle.

With a strategic talent management plan, an organization can create a sharp brand image which eventually attracts ideal talents matching the job description. Competitive candidates are provided with an equal chance focusing on character and ability to integrate with the organizational culture. Acquiring the best person is associated with a valuable input that...