My HR Blog # 10

Performance Management

Introduction

Performance management is an ongoing process of communication between a supervisor and an employee that takes place throughout the year in order to help the organization achieve its strategic goals. Clarifying expectations, creating objectives, identifying targets, providing feedback, and reviewing results are all part of the communication process.

 

                                                Figure 1: Performance Management Cycle (Afshan, 2013)

According to Sands, 2020 performance managements consist of 4 components,

Planning for performance

To evaluate performance, the manager must understand the success or failure criteria. The manager must be aware of the knowledge, skills, and abilities required to perform the job effectively. In the applicable job descriptions, the  and conditions for job success should be stated explicitly.

Develop

Take your company's objectives and break them down for each of your employees. Unless you're a very tiny company, it's a good idea to delegate responsibility for different goals to separate people.

Supporting performance

Maintaining a constant awareness of how the employee is performing and providing informal comments on this. Without having to wait for scheduled formal performance appraisal meetings, you can revise initial objectives, standards, key accountabilities, and competency areas if necessary. Personal Development Plans are supported.

Assessing performance

Personal Development Plans are an important part of the performance management process. Employees with an excellent development plan are more likely to: achieve better in the future prevent past performance issues

Conclusion

Managers and staff in great firms have been practicing good performance management organically their entire lives, completing each major component procedure flawlessly. Goals are set, and work is scheduled, and performance visibility is provided on a regular basis. Employees are given feedback and their progress toward those goals proactively. High expectations are set, but great care and support are made available to build the abilities required to meet them.

References

Afshan, S., 2013. www.researchgate.net. [Online]
Available at: https://www.researchgate.net/figure/The-Performance-Management-Cycle_fig1_289528741
[Accessed 5 12 2021].

Sands, L., 2020. www.breathehr.com. [Online]
Available at: https://www.breathehr.com/en-gb/blog/topic/employee-performance/the-performance-management-cycle-a-simple-guide
[Accessed 5 12 2021].

 

 

My HR Blog # 9

 Job Designs

Introduction 

The process of defining employees' roles and duties, as well as the systems and procedures they should use or follow, is known as job design. Job design, or redesign, is primarily concerned with coordinating and optimizing work processes in order to add value and improve performance. Properly designed job rolls could produce highly efficient outcomes with optimized productivity.

The natural next step after job analysis is job design. It entails making purposeful attempts to organize tasks, roles, and responsibilities into a work unit in order to meet organizational goals. It is concerned with the grouping and allocation of organizational work activities and tasks into sets, with a single set of actions forming a "job" that is then done by a job incumbent. (Rajguru, n.d.)

         Figure 1: Job Design Source: (hireology.com)

According to Robinson, 2021 there are five steps to design a job that effectively motivates an employees

•      Skill Variety
•      Task Identity
•      Task Significance
•      Autonomy
•      Job Feedback

Conclusion

The content and processes for accomplishing the task in the organization are specified in the job design. As a result, it aids in the creation of organizational structures. The job design process determines the organizational structure. It is critical in determining the need for and requirements for organizational structure. Job design also identifies the corporate culture, conventions, and values that employees must adhere to in order to fulfill the organization's objectives.

 

References

Rajguru, k., n.d. www.economicsdiscussion.net. [Online]
Available at: https://www.economicsdiscussion.net/human-resource-management/what-is-job-design/31762
[Accessed 5 December 2021].

Robinson, A., 2021. hireology.com. [Online]
Available at: https://hireology.com/blog/design-a-job-that-motivates-employees/
[Accessed 5 12 2021].

 

 

My HR Blog # 8

 Virtual Team Building Activities

 

Introduction

With Covid 10 impact, the concept of work from home came to light in many industries that can effectively function. It also became good learning to many for exploring options to effetely monitoring employee contribution from remote. One of the concerning factors in discussion is the developing negative effects of employees in them due to not getting to interact within the business culture where they can speak or get influence in the various capacity of other collogues. Similarly, the covid impact is preventing meetings and gatherings. In these perspectives, organizations explore possibilities of virtual interaction for team building.

                            Figure 1: Virtual Team building Source: (dreamstime.com, 2021)

According to Bell, 2021 virtual team building activities that are strategically developed promote communication while reinforcing a shared team identity. These online team games and activities can also help a remote or scattered workforce avoid becoming disengaged.

As an example...

·         If remote employees are feeling lonely, alone, or unsupported, a virtual team-building exercise might remind them of all the wonderful individuals who are rooting for them.

·         When remote workers' enthusiasm wanes, a virtual team-building exercise might help them revive their enthusiasm by exposing them to other enthusiastic coworkers.

·         A virtual team building activity can assist remote workers to acquire the trust from their superiors and colleagues when they crave more autonomy.

Conclusion

Team building is an important part of fostering a healthy workplace culture and cohesion. There are many creatively designed programs available to choose from depending on the requirement and they can help teams attain their full potential or lose motivation. Working from home has become a new reality for many people, and while communication and shared identity can help to mitigate the disadvantages of separation, it's clear that what works for one team might not work for another. While there are many methods to personalize or engage a team.  Leaders who invest in their team and consider their peers as assets can improve rapport and productivity. Providing helpful aspects and team-building activities are examples of how to demonstrate concern and caring.

 

References

Anon., 2021. dreamstime.com. [Online]
Available at: https://www.dreamstime.com/talent-management-hr-human-resources-management-team-building-concept-virtual-screen-talent-management-hr-human-resources-image146297357
[Accessed 3 12 2021].

Bell, A., 2021. snacknation.com. [Online]
Available at: https://snacknation.com/blog/virtual-team-building/
[Accessed 3 12 2021].

 

 

 Gender Equality in the workplace

 

Introduction

A recent topic that came to light in the corporate world is gender equality in the workplace. Gender Equality is the most common issue that has arisen at work, where women are viewed as second-class citizens to their male counterparts. Women are paid less than males, and workplaces are dominated by men. When women are equally bright as males, there is no reason for them to be separated. It is a given that women can perform certain tasks just as well as males. Gender discrimination in the workplace is based on false beliefs that must be challenged because women are just as productive as male employees when it comes to completing assigned tasks.

                                           Figure 1: Gender equality source: (Sutterstock.com, 2021)

Gender equality in the workplace will be accomplished when persons of all genders have equal access to and enjoyment of the same incentives, resources, and opportunities. It will necessitate Equal compensation for equal or comparable labor in the workplace. Barriers to women's full and equal involvement in the workforce must be removed. (Australian Government, 2021). According to women in the workplace by Leanln Ong and Mckinsey, 2021. The states of corporate pipeline women’s participation show improved but less in the senior levels.

The state of the corporate pipeline

                                                           Figure 2: Source ( (Ong, Leanln; Mckinsey, 2021)

Conclusion

Records show women are graduating from college at a higher rate than men, and they are being offered comparable incomes when they enter employment. When people are given the same benefits, resources, and opportunities, gender equality can be attained at work. In recent years, several countries have made tremendous progress toward gender equality, particularly in education, health, and women's participation in the workforce.

References 

Australian Government , 2021. Work Place Gender Equality Agencey. [Online]
Available at: https://www.wgea.gov.au/about/workplace-gender-equality#:~:text=Workplace%20gender%20equality%20will%20be,of%20women%20in%20the%20workforce
[Accessed 2 12 2021].

Mckinsey, 2021. Women in the workplace. [Online]
Available at: https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace
[Accessed 1 December 2021].

Ong, Leanln; Mckinsey, 2021. Women in the work place. [Online]
Available at: https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace
[Accessed 1 December 2021].

Sutterstock.com, 2021. Sutterstock.com. [Online]
Available at: https://www.shutterstock.com/search/workplace+gender+equality
[Accessed 2 December 2021].

 Exit Interview process

 

Introduction

Within a good business culture, the practice of an exit interview will support learning gaps and work addressing pro-actively to control high attrition situations.  Staff are free and very often tend to comment honestly when they are departing than at any other stage. Capitalizing on the situation extracting the information through a structured process and documenting will have long term benefits in dealing with findings  

 

Structure of an exit interview process

Figure 1: Exit Interview Process, Source:  (MBA Skool Team, 2021)

Exit interview could be arranged in the simplest form with the objective of learning the clear reason for the staff to departing. The following structure could support the purpose.

·         Organize a discussion

·         Encourage two-way communication

·         Create a free environment with the assurance that the info will be held confidential

·         Analysis reasons and feedback for required actions to address

The benefit of an exit interview process

It's well worth the time and effort to refine your process—asking the appropriate questions reaps some significant benefits. For example.

·         Cost-effectiveness

·         Understanding employee turnover

·         Increase employee retention

Conclusion

Exit interviews provide information on why people quit, what they loved about their jobs, and where the company can improve. When data is compiled and tracked over time, they are most effective. The concept has been revived as a means of capturing information from departing employees. Exit interviews can be a win–win situation for both the business and the departing employee: the organization retains and shares a piece of the departing person's expertise, while the departing employee articulates distinctive contributions and leaves a mark. (Serrat, 2017)

 

References

MBA Skool Team, 2021. www.mbaskool.com. [Online]
Available at: https://www.mbaskool.com/
[Accessed 27 November 2021].

Serrat, O., 2017. researchgate. [Online]
Available at: https://www.researchgate.net/publication/318019346_Conducting_Exit_Interviews
[Accessed 27 11 2021].

 

 

My HR Blog 5 - Recruitment and Retention

 Recruitment and Retention 

Introduction  

Human Resources are the most important part of an organization, sometimes called the most valued assets. In modern-day's business environments where technology plays a key part in the driving processes and associated tasks, employees are essential to keep them properly functioning. In these situations retention of key staff becomes important.

Retention of key employees helps the organization stability, future planning of the resource requirement, and maintaining high productivity through the seasoned resources.  A competent workforce also supports keeping the cost of recruitment and training low and efferent.

According to Frankeiss, (2008) study, it was found that policies and practices in talent management, recruitment, and retention can help reduce attrition rates. Oracle white paper (2012), it is discussed that recruiting the right person in the first place would be the best practice for the retention of employees. Beardwell and Wright (2012) emphasized in a study that organizations systematic approach to recruitment and selection which would help in decrease in turnover of employees.  

    

                       Source: (Mango Personal 2012) 

Conclusion

As detailed in the literature quoted from expertise, just as the right recruitment retention is very crucial. Having to channel them through the right policies and practices in structure form, when recruiting is likely to sustain longer.  

References

Dunn, N., 20112. Mango Personal. [Online] Available at: www.mangopersonnel.co.uk[Accessed 25 November 2021].

Franckeiss, A. 2008. "Mining the good from the goodbyes". Human resource management international digest.

Oracle white paper (2012)

Beardwell, J., and Wright, M., (2012) Recruitment and Selection: Human resource management: A contemporary approach, Harlow, Pearson Education Limited, 189-229

 

                    

My HR Blog 4 Performance Management Plan

Performance Management Plan

Introduction

The performance management plan is to ensure employee performances are recorded and monitored in a structured form. The process covers a framework for employees and managers to understand respective employee performances and how the manager sees it through two way communication process thereby management of overall organization performances.

According to (Otley, 1999) a performance management framework should address concerns, goals, tactics, methods for achieving them, target-setting, incentive and reward structures, and information feedback loops.

                                                       Figure 1: Performance Management Framework Sucre: (exqserve)

The performance management process is a continual process where managers and employees get the opportunity to receive and provide feedback on expectations and deliverables states.  This process facilitates long-term objectives to keep on track with quarterly or half-year interactive reviews.

According to the Gallup State of the American Workplace research. Only 22% of employees are engaged and prospering, Employees who are engaged and flourishing are more likely to maintain high levels of productivity, especially in the face of adversity. This also suggests that 78 percent of the workforce could perform better if their company had the correct management approach in place.

Seeing fewer deserving employees receive promotions, a lack of practical feedback and management not involving staff in goal planning are some of the factors cited in this study for a lack of motivation. All this together demonstrates the importance of the performance management process and why each component of it must be executed flawlessly for the best results. (Gallup Workplace, 2021)

 

Conclusion

Performance Management Program is a collaborative, communication process that enables employees and management to work to a robust plan in achieving organizational objectives, future plans, and overall company performances. A good plan with high integrity will support steady and strong performances short, medium to long term. 

References

exeQserve, 2021. exe Q serve. [Online]
Available at: https://exeqserve.com/using-competency-frameworks-for-talent-development/performance-management-framework-2/
[Accessed November 2021].

Gallup Workplace , 2021. Gallup Workplace. [Online]
Available at: https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx?thank-you-report-form=1
[Accessed November 2021].

Otley, D., 1999. https://www.sciencedirect.com/. [Online]
Available at: https://www.sciencedirect.com/science/article/abs/pii/S1044500599901154
[Accessed November 2021].