Human Resources Trends
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
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
References: Bates, Steve. (2002). Facing the future-human resources management is changing. Retrieved from http://findarticles.com/p/articles/mi_m3495/is_7_47/ai_89025017/ 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 http://www.osha.gov/Publications/safety-health-management-systems.pdf U.S. Department of Commerce. (n.d.). Performance management system handbook. Retrieved from http://hr.commerce.gov/Practitioners/PerformanceManagementandAwards/DEV01_006173