HRM 561 Week 4

Topics: Employment, 360-degree feedback, Management Pages: 5 (1152 words) Published: August 2, 2015
To: Traci Goldman
From:
Date: July 20, 2015
Week 4 - Large Company Summary
Re: PERFORMANCE MANAGEMENT

Hello Traci, I will be putting together some recommendations based on the current business strategy to increase performance. I will be choosing different topics that will produce a successful performance plan that the large corporation can identify areas for improvement and areas of expertise. I understand that Bollman Hotels is projecting to retain its 15% net revenue for the first year of operations in India and will be growing its employment rate by 20%. It is imperative to come up with a strategy to maximize performance and try to minimize the 5% turnover rate. In order to achieve these numbers I will need to look at the topics listed to define the organizations overall performance plan. 1. Alignment of the performance management framework to the organizational business strategy is crucial to the performance plans success. Performance appraisals play an important role in the overall objective that will be reviewed with various methods. Performance appraisals serve as a tool to guide employees to attain their overall standards by helping them realize their full potential as well as provides information to all employees and managers to be able to be successful in the decision making process. Appraisals provide reasoning’s for employees to be place in a different path or career, rather than providing them with more training, promotions, and or deciphering termination. This allows plenty of feedback to all employees for developmental purposes, as well as aids in finding organizational problems or hiccups internally that need to be addressed. By utilizing the management by objective (MBO) process establishes objectives that employees need to accomplish their day to day job functions and agreeable standards by both management and staff. By creating self-evaluations and customer evaluations will aid in this process. Supervisors’ who are most familiar with the employees’ day to day job performance will determine the end result with either, reward or punishment. “Self-appraisals give the employee the opportunity to rate themselves in regards to their job performance” (Cascio, 2013). This allows an opportunity to be involved in the performance appraisal process. 2. Organizational performance philosophy for Bollman Hotels is committed to aligning the performance management system that will reward excellence and performance. It will allow the employees to be more motivated and perform at a higher level, which will in turn create consistency with their reviews. The managers and employees must work as a partnership or team to ensure performance planning, reviewing process, and development phases. This can all be designed to help individuals accomplish their goals and achieve excellence in all of their efforts. 3. Job analysis is the next step to consider the skills necessary for employees by job functions. To achieve the job analysis process one must consider the skills necessary for employees’ separated by job title or function. Employees can understand what the vital aspects of their jobs are by analyzing the entire job function and process. This process should include an explanation of primary job functions, how to produce them, and who is responsible for all parts, and the qualifications needed for all steps. Defining the key duties of each job function will benchmark all key elements to determine a systematic process. By identifying each job title or job function will allow management and staff to outline performance standards more accurately. For example, at Bollman Hotels, there are many job functions to create a seamless and successful hotel to gain outstanding customer reviews. By ensuring that the front desk check in staff is well trained with their job functions and procedures to keep wait time down with no errors, will ensure for positive evaluations and higher customer ratings. This is something that will...

References: Cascio, W.F. (2013). Managing Human Resources. New York, NY. The McGraw Hills
Company, Inc..
Heathfield, S. (2014). 360 Degree Feedback: The Good, The Bad, and The Ugly. Retrieved from:
http://humanresources.about.com/od/360feedback/a/360feedback.htm.
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