Complete Performance Management System - Essay Example

? ID Lecturer Trends and Challenges Paper Discuss how a complete performance management system differs from the use of annual performance appraisals A complete performance management system takes into account all the aspects that an employee goes through and takes a note of it within the system rather than an annual performance appraisal methodology which is more recall value than anything else. This brings to mind an understanding that the performance management system focuses more on how to deliver value and bring about serious inputs for the organizational folds through incisive details and elaborate studies. This is indicative of how well the human resources management department has shaped up its actions and how adequately sound the comprehensions will be within the organizational settings. It is a classic case of finding out where the performance management system competes with the annual performance appraisals because the latter do not give the exact details as far as an employee is concerned whereas the performance management system is more comprehensive than anything else. Since the annual performance appraisals are more aligned towards providing value keeping note of how well the employees have fared over the year, the performance management system is more elaborate since it gives each and every instance of the employee’s domains and tells the management whether or not the performance bonus or the increments are due for a certain employee (Schoch, 2011). This is a better indicator of how well the employee is faring and what his expectations are from the organization in the long run scheme of things. Also the employees know that they are being judged for each and every act of theirs within the organization which is a significant understanding that once reached, can have long-lasting effects and consequences on their work realms. This is such an essential comprehension that will eventually make the performance management systems more effective and compatible with any business as compared to the annual performance appraisals due to their limited scope and usability issues. Evaluate the effectiveness of various performance appraisal methods and possible problems affecting performance appraisals The effectiveness of various methods of performance appraisals lies more on the shoulders of the human resources management department within an organization. It is this department that eventually finds out where the problems actually exist and how these could be overcome within the related settings. Having said that it is significant to note that the performance appraisals are effective only when they are being followed to the core, which speaks for their legitimacy issue since they are at times being seen only as a barometer for finding out whether or not an employee has been punctual at work or has been able to complete certain tasks within the set timelines. This is a very wrong precedent because the performance appraisals can do much more than they are thought out to be. What it will eventually tell one and all is the fact that these performance appraisals would not be able to derive value if they are being judged on these points alone (Buckley, 1998). The possible problems that affect the performance appraisals are concerning the change in personnel and improper documentation of employees over a period of time. If the employees keep on coming in within an organization and leaving it on a constant basis, then there is a problem that needs to be addressed and more so with the understanding reached upon with regards to the performance appraisals. The performance appraisals are therefore being seen as a thing of the past when such issues come to the surface and it is about time that the employees seriously start searching for better alternatives which they can give to the management regimes. One such is the performance management system which can help their course and allow them to pace ahead with the guarantee that each and every task of theirs is being documented in accordance with the rules and policies of the organization. Discuss the advantages of managing turnover in organizations Managing turnover in organizations helps them to understand that the employees are not leaving their jobs as and when they wish to. It makes the management breathe easily when it knows that the employees will talk to the management, make their points clear and then only negotiate in accordance with the rules and policies rather than just bidding goodbye to the organization. Indeed the latter is the last resort that they should go up to, and it would be in the best interest of the employees to first speak to the management and get their point across. The advantages therefore of managing turnover within organizations are that it saves on resources more than anything else. If nothing else can be thought of, managing turnover actually saves reputation of the organization and gives it the much needed respect and dignity in front of the various stakeholders and customers of the business on a broader scope. The turnover equation is such a dicey one within the present day organizations that they ought to be discussed on the top level so that there are no discrepancies whatsoever. Also it would solve the issues which plague the different departments within the organization which faces this concern. The top management would never appreciate the idea of employees coming in and leaving this quickly. They are always eager to find out where the problem has come in from and what best could be done to make sure that this issue does not become a big one. However, the working environments within these organizations are such that turnover cannot be managed, which results in the problem getting bigger and more destructive with each passing day. What is required however, is to find out the advantages and then work upon those very benefits to manage turnover which remains a very significant undertaking of the organizational domains all said and done. Examine contemporary safety and health management issues in the workplace The safety and health management issues within any workplace setting are being given significance because if the employees get unwell, they would not be able to give their best towards work and hence work would suffer. What is required now is an understanding that the workplace tenets have to be vigilant in their comprehension of what defines work and how it can be taken care of through the safety and health management concerns that come to the fore. This is evidenced through the different safety and health related policies which are existent within a business setting. When the safety and health management issues are not given the priority within an organization, there are more sick leaves that the employees ask for and this means that the work suffers as a result. The top management needs to realize that there should be absolutely nothing which hampers the smooth working basis of the organization and that the employees must be given the best possible, modern and advanced safety and health facilities so that their health domains do not get affected by the same. Also their safety and security tenets need to be deciphered properly because these are very necessary ingredients of a productive organization. The safety and health management issues in the workplace are indeed the responsibility of the human resources management department and it is up to this department that the necessary solutions are found as and when required (Byrne, 2012). This is the need of the hour as has been dictated by the presence of the human resources management department which is given the task of finding out where these issues are emanating from and what best could be done to take care of such concerns. When such efforts are undertaken, then only a workplace could truly be regarded as a productive and efficient one. This is the need of the hour and should be understood within the same perspectives. Include a discussion of future trends and challenges in HR management The future trends and challenges in HR management stem from the fact that the employees need to be given more room to showcase their true mettle and the resources that are so very important for their domains are also provided up front. This will make sure that the lingering concern of turnover would go out of the window and there would be more room for growth and development across the board. This would eventually mean that the employees are able to sustain their own selves in accordance with the organizational rules and policies. It would also tell them where the HR management could be of help to them and how it can bring about serious ramifications as far as their working basis is concerned (Stavrou-Costea, 2005). This is a very quintessential aspect and one that has been given more importance by the changing trends and the up and coming challenges within the HR management quarters. Another trend that can come up with the passage of time lies in the understanding that employees will ask for moving out of the office environments and working at their own free will. The challenge however is to discern the exact basis of their work and the wastage of the resources that happens all the same. Since such trends are continuously changing and there does not seem to be any end coming in the near future, it is for the own good of the organizations if they adopt such measures after understanding the positives and negatives. This will sum up the entire discussion regarding the future trends and challenges that the HR management faces every now and then, and which remains very pivotal without any shadow of a doubt. In essence, these are important discussions which shall shape up the challenges that any HR management within an organization can face from time to time, and the trends are there only to make new advancements. References Buckley, M. (1998). The evolution of the performance appraisal process. Journal of Management History, 4(3) Byrne, R. (2012). Leading engagement (encouraging better employee engagement in occupational health and safety). Human Resource Management International Digest, 20(1) Schoch, H. (2011). Factors influencing the effectiveness of performance measurement systems. International Journal of Operations & Production Management, 31(12) Stavrou-Costea, E. (2005). The challenges of human resource management towards organizational effectiveness: A comparative study in Southern EU. Journal of European Industrial Training, 29(2) Read More