Multiple Stakeholders of Human Resource Research Paper

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However, narrow quantitative measurements of performance (such as sales figures) may not adequately assess the employee's success in the given environment at the time or encapsulate qualities such as teamwork. Regardless of the difficulty in striking a balance between objective and subjective measures of performance, and whether negative or positive, performance management must be consistent, timely, and specific to result in real improvements in employee behavior.

Describe the strategic importance of training and development.

Training sets the tone of the organization: it sets expectations regarding performance and also interpersonal expectations of appropriate behavior at the firm, such as tolerance of diversity. Development activities keep the best people at the company, and ensure that the initial investment in training was worthwhile.

Describe several performance-based pay plans. How do these plans maximize an organization's effectiveness?

The most obvious type of performance-based pay plan is a plan based upon commission sales -- employees are rewarded for performing a specific action. Other performance-based pay plans reward employees if they meet certain benchmarks, or garner a series of positive performance reviews. These reviews may be based upon customer, supervisor, or peer ratings.

What three actions would you recommend to your company to improve its approach to managing human resources? Explain how these actions could improve company's effectiveness.

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Better use of part-time employees at my real estate firm is a priority. Many agents currently work at other jobs, but there must still be a general sense of company character and 'mission.' Also, having a more diverse range of agents will enable the firm to better understand a wider range of client needs. A greater sense of teamwork is needed, even while the office seeks to diversify in its scope.

What is your role in managing human resources (as a manager)? Today, what do you consider to be your own strengths and weaknesses in managing human resources?

I am a manager at a real estate office. While keeping morale high during these trying economic times has been difficult, I have tried to keep a positive attitude. Communicating with agents and staying 'on top' of potential problems, while seizing opportunities when they present themselves are my strengths -- I try to multitask and direct human and organizational resources in the most effective manner possible at all times. However, while I like a hands-on management style, I am often frustrated if I try to be too solicitous, as much of agent's work is done independently, outside of my….....

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