MN7181 PEOPLE AND ORGANISATION
IMPORTANCE OF THE PERFORMANCE APPRAISAL SYSTEMS
The importance of the performance appraisal
system in an organization and how it is related to the organization targets are
expected to describe in this blog article.A performance appraisal is a review
and discussion of an employee’s performance of assigned duties and
responsibilities.The appraisal is based on results obtained by the employee in
his/her job not on the employee’s personality.The results of performance appraisal
also have a significant impact on other human resources process, such as
training and development ,compensation and promotion decisions.
Performance management can be defined as a
systematic process for improving organizational performance by developing the
performance of individuals and teams. It is a means of getting better results
by understanding and managing performance within an agreed framework of planned
goals, standards and competency requirements. Processes exist for establishing
shared understanding about what is to be achieved, and for managing and
developing people in a way that increases the probability that it will be
achieved in the short and longer term. It focuses people on doing the right
things by clarifying their goals. Amstrong(2006)
ABC
bank is a state owned commercial bank in Sri Lanka and having near ten
thousand employees. It’s best effort had
been put in implementing a successful performance appraisal method.It is called
as performance management system (PMS). PMS report have been divided in to two
section .
1.Section A: performance plan (key performance
indicators)
KPI have been standardized
as per the respective job role.
2.Section
B: competency development plan(competencies)
Skills of employee are
considered(leadership,communication,technical skill,customer focus)
HINDUSTAN UNILEVER LIMITED: HUL was established in India in 1933 and its products include beverages, foods, personal care products and cleaning agents. HUL has introduced a new performance appraisal method named as sparkle for its workers which will help them to grow in the company. The performance management in HUL is done by an online system which includes basically the following process:
a) Annual Goal Setting
b) Mid -Year Review
c) Annual Performance Review
Employee performance appraisal is important to the business to achieve the objectives of the organization and it can be used to determine whether HR programmes such as selection, promotion, training and transfers have been effective or not.
REFERENCESS
Amstrong,M(2006)"human resource management practice"
Kogan page London
TRAINING AND DEVELOPMENT
In
the everchanging modern industrial world,everyone in the organization has to be
given training to update their skill and
knowledge.Training and Development is a subsystem of an organization
which emphasize on the improvement of the performance of individuals and
groups. Training is an educational process which involves the sharpening of
skills, concepts, changing of attitude and gaining more knowledge to enhance
the performance of the employees. Good & efficient training of
employees helps in their skills & knowledge development, which eventually
helps a company improve.
Training is the
organized way in which organizations provide development and enhance quality of
new and existing employees. Training is viewed as a systematic approach of
learning and development that improve individual, group and organization
(Goldstein &Ford, 2002). According to Manju & Suresh (2011),
training serves as an acts of intervention to improve organization’s
goods and services quality in stiff the competition by improvements in
technical skills of employees. Training and Development helps in optimizing the utilization of
human resource and the employee to achieve the organizational goals as well as
their individual goals.
Following diagram describes how an organization select the training needs and prepare the training program for the employee.
Training and development
is a continuous process as the skills, knowledge and quality of work needs
constant improvement. Since businesses are changing rapidly, it is critical
that companies focus on training their employees after constantly monitoring them
& developing their overall personality.
THE
DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT
Development
is not directly related to job requirement, rather it aims at the generic
development of the individual employees for the long run. Think of Training
programs are organized by the organization to develop employees' knowledge and
skills as per their job requirements. On the other side, development this way-
training is mostly provided to teach new skills while development focuses on
improving existing skills
TRAINING
|
DEVELOPMENT
|
v Training is meant for operatives
|
v Development is meant for executive
|
v It is reactive process
|
v It is pro-active process
|
v Aim to develop additional skills
|
v Aim To develop the total personality
|
v It is short term process
|
v It is continuous process
|
v Objective: To meet the present need of an
employee
|
v Objective: To meet the future need of an
employee
|
Various type of training programs are organized
by the ABC bank to enhance the skills and knowledge of it’s employees to
provide the best services to the customers.It has established a central
training institute to held the training programmes, On the job training methods and off the job
training methods are used to train to their employee. Some of them are,
v On the job coaching
v Under study
v Rotation
v Special project
v Case study
v Conference and seminars
v lectures
Some multinational companies have even
developed their own training schools .( Motorola,Mc Donalds, Disney ). 77%
of American companies offer
computer and e-Learning training as professional development methods.These companies chose computer base or e-Learning
course because they easily scale, a large number of people can take computer
base training course at one time.
A systematic training programme causes to
increase in skill and efficiency of an employee and give better performances. Training of
employee results in increase in quality and quantity output.
REFERENCES
www.wyzowl.com
22/04/2020
www.moster.com
22/04/2020
18/04/2020
EMPLOYEE PROMOTION PROCEDURES
Promotion
procedures are very important reason for
every employee in any organization
as well as organization human resources planning.whenever vacancies
occur on higher job levels,qualified employees within the organization should
be given an opportunity through promotion. Promotion is the way of recognizing
and developing the ability of present employees by filling the skilled and
responsible positions from within rather than from outside sources. A
promotion procedure to give opportunity for promotion to present employees to avoid the waste of employee
talents and ability.
Pigors
and Myres have defined promotion as “A promotion is the advancement of an
employee to a better job, better in terms of greater responsibilities, more
prestige or status , greater skill and especially increased rate of pay or
salary. According to Edwin B.Fippo “A promotion involves a change from one job
to another that is better in terms of
status and responsibility”.
(R.kesavan et.al
2004)
The aims of the promotion procedures of a
company should be, first, to enable management to obtain the best talent
available within the company to fill more senior posts and, second, to provide
employees with the opportunity to advance their careers within the company, in
accordance with the opportunities available
and their own abilities.
(M.Amstrong
2006)
Coal India, Indian’s third largest organization
with 3.4 lakh employees, has decided to change its promotion policy, placing
emphasis on a performance-based approach rather than a seniority based one.
Coal India needed to revamp the promotion policy to stress on the merit system
and fast track promotions of high potential executives. The promotion policy
has been based on merit with focus on potential and performance.
ABC bank is state owned commercial bank
with near ten thousand employees. A systematic promotion scheme has been implemented by this
organization for their employees .Following
factors have been considered to prepare this scheme.
1. Performance of employee
2. Job knowledge
3. Academic/professional qualifications
4. Service period (seniority)
Considering the Coal India, it has given attention to performance of the employee than
seniority .ABC bank has considered not only the performance of employee but also
seniority. When the senior posts are
filled, employees within the
organization have been given opportunities through promotion. So Some criteria used to this
promotion scheme are agreed with above mentioned theory. (M.Amstong 2006).Most
of employee are satisfied with this promotion scheme.
Every organization have it’s own employee
promotion strategy. When the employees in organization are promoted some
criteria such as performance, academic qualification and seniority have
been considered by organization. Employees can be motivated and
satisfied through promotion and it results in increase in quality and quantity
output.
REFERENCES
R.Kesavan C.Elanchezhian, B.Vijaya Ramnath “principles
of management” (2004) Eswar press Chennai ,
M. Periyasamy.
Amstrong,M(2006) “human resource management practice”
Kogan page London
While thanking the Author for bringing such an important topic to the discussion, please allow me to leave a comment on your article.
ReplyDeleteIn the article, author has been able to discuss the importance of the Performance Appraisal Systems while quoting proper definition and existing Performance Management strategies of ABC bank. In latter paragraph, author has moved to a different business segment in order to provide an example for a new Performance Appraisal approach.
As per my opinion, Performance appraisal evaluation should be essentially based on pre-agreed Key Performance Indicators in different work areas and marks may be allocated for the personality and behavior of the employee as well. Since performance appraisal strategy of ABC Bank expects leadership skills of the employee, personality evaluation considered to be a must.
Online performance evaluating system is a new approach and it will save time cost of both employer and employee.
More images and videos could have been included to justify the concerns made in the article. Proper formatting and citation could be used and expect few grammatical mistakes, the overall article is fair enough to be referred by a learner.
Additionally, without waiting for periodical appraisal reviews, if the organization could implement a continuous performance appraisal strategy, it would be beneficial for both employer as well as employee.
Thank you Ruwan for your comments
DeletePlease follow the Harvard reference and citation style.
ReplyDeleteWhatever you cited should appear in the reference list and whatever appear in the reference list should be cited in the main body of the text.
Please consider following points.
The blog article should importantly have three parts.
i) Introduction to the topic
ii) Global context of the topic. (How it has been practiced globally, why they practice it and the benefits of practicing the selected HR concept.)
iii) Application of the selected topic to the selected company. (Why they have to apply, how they would apply, expected benefits etc.
And finally, a brief conclusion.