Identify a Specific Hrm Issue in Your Organization and Develop a Proposal That Includes: Background Information on the Issue an Explanation of What You Think Needs Improvement and Why the Change Is Required. Benefits You Plan to Achieve.

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Title: Performance Management Issues

Assignment Topic:

Identify a specific HRM issue in your organization and develop a proposal that includes:

Background information on the issue
An explanation of what you think needs improvement and why the change is required. Benefits you plan to achieve.

Author:

Word count (from the start of the Introduction section to the end of the Conclusion section): 1590

Executive Summary

The key purpose of Strategic Human Resource Management is to bolster an organization’s strategic plan by ensuring consistent alignment between the human resource functions and the plan’s outlined strategic objectives. An organization’s achievement of strategic objectives is contingent on employee performance.

Performance management is therefore an important facet of strategic Human Resource Management as it speaks to encouraging and rewarding work performance and behaviors that are in line with the strategic objectives. A performance driven workforce that is aligned with the organization’s objectives can cause a company to gain considerable competitive advantage over competitors and become a market leader. It is within this context that this paper examines the performance management system at the Ministry and identifies problems and possible solutions. It also outlines the benefits to be gained if the solutions are implemented

Table of contents

Page

1 Introduction………………………………………………………………………………2

2 Background Information on the Ministry of Local Government...............................3

3 Performance Management at the Ministry of Local Government..……………..…..3

4 Examination of Performance Management System………………………… ………4

5Conclusion ……………………………………………………………………………… .6

6 References ………………………………………………………………………………...7

7 Appendices……………………………………………………………………….. ...........

Introduction

Robert Bacal (1999, p.3) defines performance management as an ongoing communication process between employee and supervisor that involves establishing clear expectations regarding the employee’s essential job functions, how the execution of these functions contribute to organizational goals, what constitutes a ‘job well done’ and how employee and supervisor will work towards sustaining and building on existing employee performance. It is against this backdrop that I will examine the performance management system at my organization (Trinidad and Tobago Ministry of Local Government). I will identify the system’s issues, show why they should be dealt with and indicate how they can be addressed.

Background Information on the Ministry of Local Government

The Ministry of Local Government is responsible for providing guidance, facilitation and monitoring of the fourteen Municipal Corporations in Trinidad in their provision of services which include municipal development planning, public health and sanitation. The aim of the ministry’s strategic plan is to engender improved service delivery to the burgesses. The Minister hopes to gain a competitive advantage over his political competitors by achieving this objective during his term and be re-elected at the next election.

Performance Management at the Ministry of Local Government

Most government Human Resource departments in my country use staff performance appraisal reports as their sole method of assessing and managing employee performance. Our Human Resource department is no exception. Performance appraisal reports are given to department managers to be filled out and they are the sole source of performance information. However these are not completed till the end of an employee’s contract in most cases.

Noe et al (1999, pp. 346-348) categorize three main purposes of performance management systems as: strategic, administrative and developmental. Performance appraisals are seen merely as...
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