Operational Human Resource Management, essay help

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Business Finance

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  1,000–1,500 words

A strategic component and responsibility of the human resources department is the management of the people of the organization, which is frequently called human capital management. As the new HR manager, you have conducted an analysis of your organization and found that performance management processes are highly inconsistent among departments. There are no ties to organizational goals, and departments are free to determine the review criteria for their employees. Some departments have a process of a formal annual appraisal while other departments do not provide employees with any documented feedback on their performance. In performance improvement, some departments have a process of documenting employee performance issues; others seem to follow a process of no documented warnings before recommending termination. With your experience, you recognize the benefits of establishing a comprehensive performance management process that ties individual, group, and department performance, and rewards to organizational goals and success.

Using the Internet and the library, research information on performance management and then develop a detailed plan to present to your chief executive officer (CEO). In this process, you will focus on three key areas of performance management: performance appraisals, tying performance goals with strategic organizational goals, and the disciplinary action/performance coaching process. At minimum, your plan should address the following: 

  • The value a performance management program brings to the organization 
  • A discussion of the various performance management programs you considered in developing your final suggestions 
  • A rationale for your selection of different aspects of your plan 
  • How your organization will address the three key areas of performance management: appraisals; improving employee performance; and aligning individual performance to group, department, and organizational goals 
  • A communication plan for informing all employees about the new process 
  • Training that will be provided to employees and managers 
  • The additional issues/challenges that need to be considered with the implementation of these programs 
  • In your research, other areas of performance management the organization might consider for implementation after this initial phase

Note: You are required to use a minimum of 2 scholarly references in your research. Ensure that citations and references are formatted in compliance with APA style.


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Operational Human Resource Management - Scenerio You are the newly hired Human Resources Manager for Diamond Express, Inc., a customer service and sales organization that has been in operation for 2 years. You were hired to develop a fully functioning human resources department that will provide enhanced HR services for the 150 employees and the leadership team. Over the past 2 years, the human resources functions have been spread among several individuals within the organization, including an administrative position, which processed paperwork, and the management team, which typically handled their own human resources issues. The CEO recognized the need to bring in an HR professional who will provide more strategic support for the organization to help with their aggressive expansion goals. You are aware that there may be initial resistance from the management team; therefore, you plan to schedule one-on-one meetings with each manager, where you will get to know each manager's leadership styles, department functions, as well as needs and challenges. You also plan to hold communication sessions with employees to introduce yourself and discuss your role in helping them with HR needs they may have. You realize that for many people trust is earned, and it may take some time for the management team and employees to feel comfortable with you. You are prepared for this! Before you can begin addressing organizational issues, it will be important to engage in an organizational analysis to identify current issues and set a baseline for your work. This process consists of familiarizing yourself with the company background and assessing existing challenges and issues. The critical areas in which you intend to focus initially include staffing, policy review, training, performance management, pay practices, benefits, career development/recognition, and retention. You are aware that because the HR functions are currently spread among several individuals within the organization, it is highly likely that procedures and policies are inconsistent within the organization. Through the centralization of these functions under the “HR umbrella,” consistency should be restored. However, this must be done carefully since the individuals involved feel personal responsibility for their functions. You are very much aware that any initiatives you recommend must be tied to the corporate goals and designed to support the CEO’s vision for the company. If you are to align yourself as a true business partner, you will need to be prepared to provide financial data and other concrete figures to support your recommendations. For example, in your brief time with the company, you quickly recognized an issue with employee turnover. In presenting recommendations, for addressing turnover, remember to include the financial benefit to the company—how a reduction in turnover increases productivity and reduces expenditures. Demonstrating the return on investment for your recommendations will be essential to your providing value-added service to the organization. Additionally, with all strategies and policies you recommend, you will keep in mind the culture and values of the company and how you can help to support those values through your recommendations. HR policy can either detract from or enhance company performance. You intend to demonstrate, through your recommendations, that you are a strategic business partner focused on helping the company to achieve its goals and remain competitive. You realize this will be a challenge and know that effective communication and relationship building will be critical and will help to facilitate the changes to be made. You have considered what will be required, and you are prepared and eager to make a difference!
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