simply focusing on the negative can be disheartening from the employee’s point-of-view. Also, another function of performance appraisals is to communicate to employees the degree to which the organization takes a vested interest in their development. That is why, according to McCrie (2016), “In well-structured organizations, all employees deserve appraisals” (p.160). Performance appraisals are something employees deserve, to support their progress and to show that the organization does not regard them as disposable.
Appraisals also allow employees to provide input about what they would like to see the company improve upon in terms of its support, customer relations, and how it engages in recruitment and development… Continue Reading...
organization -- so it includes things like ensuring morale is high, performance appraisals, complaints and labor relations (if applicable). Employee relations is a key function in terms of reducing turnover, which is important if the organization is going to dedicate the time and energy to finding the right people and developing them. That sort of investment must be protected, which is where both employee relations and total rewards come into play. Having a workforce that is engaged with the organization will help it to grow long-term because it will not bleed talent.
Safety is another key area for human resources management.… Continue Reading...
phenomenon. Often, organisations waste time, effort, and resources in performance appraisals, employee development, and other HR processes without a significant impact on overall goals and objectives. With more data-driven HR practice, FedEx would eliminate HR processes that do not add value to the organisation. Effectiveness is about producing a certain desired outcome. In most cases, organisations invest in HR processes, but they cannot actually substantiate the impact of those processes on the organisation's bottom line. A people analytics approach can help FedEx quantify… Continue Reading...
in organizations than formal employee retention procedures. To identify high-potential employees, human resources managers may use a variety of methods including performance appraisals, performance reviews, individual development plans or career mapping, and even anecdotal data (Downs, 2015). Among organizations that do have formal high-potential employee development programs, some also have active succession planning with transparent methods of communicating intent. For example, PepsiCo has a formal leadership development center, and admission to the leadership development center is based on performance on various HR metrics (Zhu & Manjarrez, 2017). Empirical research has been demonstrating the advantages of formal identification and employee training for high-potential personnel.
Research has also been increasingly focusing on the… Continue Reading...
