Human Resources Trends

Topics: Human resource management, Human resources, Performance appraisal Pages: 5 (1642 words) Published: August 13, 2012
Human resource management is one of the most important aspects of creating and maintaining a successful organization. The human resource is the number one resource within a company as people are the ones who maintain, expand, and can conceivably destroy a company. Companies that recognize the value of hiring, managing, evaluating, maintaining, and growing employees are most likely to have effective, cost-efficient organizations. Human resource management is a constantly changing landscape that will likely provide both highs and lows but can be successfully traversed by managers who are willing to consider the importance of the human resource. Important issues in human resource management include performance appraisals, performance management systems, managing turnover, and safety and health management. Close attention should also be paid to trends and challenges that are on the horizon for human resource management. Performance Management

Performance metrics are an important part of human resources management. Performance metrics give employees a chance to find out what they have succeeded at and where they can find out how they have failed. Developing thorough and well-rounded business performance metrics can companies succeed; several methods for doing exist and can be implemented purely or with the company’s own variations. Although performance appraisals are popular at many companies, most corporations are moving towards a complete performance management system. Performance appraisals shouldn’t be totally discounted as a means of reviewing an employee’s positive and negative attributes but should instead be seen as only a portion of the review process. Performance management systems are a more comprehensive way for a company to review employees’ performance. A performance management system also ensures that employees are both receiving the input from management that is needed to effectively perform at their jobs and give feedback to management on what the employees’ needs and desires are. As noted by Noe (2007, p. 253), “A performance management system should aim at achieving employee behavior and attitudes that support the organization’s strategy, goals, and culture.” While many separate ideals and principles can go into an effective employee performance management system some principles are a must. Those principles include performance planning, performance monitoring, employee development, employee evaluations, and recognition (U.S. Department of Commerce, n.d.). Performance planning is defining what is expected of each employee for his or her job. Performance monitoring requires progress reviews at chosen times throughout the year, which can be as little as one but more effective if several are included throughout the year. Employee development means offering ways to employees that they can both learn better ways to perform in their current position and grow towards other opportunities for either more responsibilities or another position within the company. Employee evaluations are ways to compare employee performance against the performance plan and assigning a rating based on that performance. Recognition programs allow both formal and informal ways to reward employees who exceed the standards of their job and the company. Employee management systems that include a 360-degree performance appraisal are often the best marker for an employee’s performance. The 360-degree performance appraisal includes input from all categories of people that the employee works with including managers, coworkers, subordinates, customers, and the employee’s input on how they see their own performance. The 360-degree approach leaves the least room for bias from any one source (Noe, 2007). Performance Appraisal Effectiveness

Validity is an extent that an appraisal measures relevant aspects of performance and omits any irrelevant aspects of performance. In addition, any information that is gathered that does not provide relevant data...

References: Bates, Steve. (2002). Facing the future-human resources management is changing. Retrieved from
Hauck, W. (2006). Why performance appraisals are worthless. Fairfield County Business Journal, 45(4), 21.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2007). Fundamentals of human resource management (2nd ed.). New York, NY: McGraw-Hill.
Occupational Safety and Health Administration. (2008, March). Effective workplace safety and health management systems. Retrieved from
U.S. Department of Commerce. (n.d.). Performance management system handbook. Retrieved from
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