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].