b) Following on from above it is a good opportunity to find out if the employee requires any training or needs to attend any courses in order to fulfil their role which is important for the organisation because poor performance will inadvertently lead to targets not being reached, which will lead to the business not thriving. Performance that is the bare minimum will mean that staff are not buying into the mission or vision of the organisation; it will reflect in their every day work and ultimately feed down to the clients or customers. 2. Explain at least three components (ingredients) of performance management systems. Commitment – A committed workforce starting at the top right through to all staff on all levels is required in order for this process to work.
The benefits of a job description are: If the job description is well-written and accurate it helps the company to attract individuals with the right qualifications which will make the selection and recruitment process faster. If the job description includes a good explanation of the job role it will prepare a potential employee what will be expected from him or her. As it will list the minimum requirements only people with the right qualifications and experience will apply and this will save the company time. The limitations are: - Due to a job description an employee may be not as flexible and might refuse to do other tasks that were not listened in the job description. A job description usually just summarizes the tasks that have to be done and this might be very narrow, this will make a potential employee assume that there is not a lot to do in this job and then might not expect the full responsibilities of a job and then might quit for this reason.
When a company requires a person to fill a job they could have an open position for they will seek the best person for the job. If this entails a certain level of education or a certain skill the company will have to assign a higher rate of pay. A job that does not require a high level of education will allow for a lower rate of pay. Even though the internally consistent compensation system can be a wonderful thing to add into any company it can pose a big challenge to the companies competitiveness. This system that is founded on the job analysis has lead to a formal structure job descriptions which is how the pay scale the company uses is put in place.
In addition to skills and qualities employers take into consideration a person appearance and image. It is important for candidates to portray a good image about themselves as in this current economic climate there is great difficulty in finding jobs as there is more demand than supply. In addition to employing the right people, with the right skills, it is also important to consider the future when recruiting. If there is a candidate with the right qualifications and experience and who possesses relevant skills for the job, however is not certain whether he/she will stay in the organization for the long term, may prove expensive for Tesco as they will have to spend more money recruiting and training another new recruit when he/she decides to
Some limitations of goal setting, the first is if the employees lacks the skills and abilities needed to reach the goal it will not work. To assist and employee with the issue they require additional training. Second, if a task is complex, it requires additional time and the right environment that allows full focus. The third limitation is making sure that the reward are given for the right outcomes, some rewards can be set up and the employees find work a rounds to achieve the goals at any cost (Hellriegel & Slocum,
This is because the company will need highly skilled workers to maximise production without a large range to choose from. If there are not enough highly skilled workers it can again lead to a lack of productivity and the company may not be able to reach their long term objectives which will require a highly skilled workforce. By constantly monitoring the workforce plan and updating it the company has a better knowledge of what type of employees they need, this can be key due to the lack of skilled professionals because they will not spend money on highly employees who they do not need. One major internal influence is the fact that Cameco work in
It is important to be able to penetrate any barriers that the employee may have as a defense mechanism. A good manager of people realizes that once you have found an entry point into their employees heart; it is likely that the manager will be successful in motivating the employee. Because people have different personalities not all things goes as planned when you are attempting to motivate your employees. An excerpt from an article on bussinessball.com states: “Developing understanding of personality typology, personality traits, thinking styles and learning styles theories is also a very useful way to improve your knowledge
The opportunity is if you change negative conversations to positive, you can change the culture for the better. However the challenges is; if you don't change the dialogs between management and the corporate culture, the culture will not change and conversations that do not support the desired changes will make progress particularly hard to achieve and (2) encourage formal and informal action-based learning. Action-based learning has become an important tool for helping employees understand the implementation of culture development. In other words, the employee studies their own actions and experience in order to improve performance. I would argue a culture of
Managing the human resources can help to build more reliable and hardworking employees. If they can manage their human resources the right way it can lead to highly motivated and skilled staff and can defiantly improve performance. E.g. at Asda it’s important to provide staff with incentives so that they feel their work is being valued and they will want to work harder to achieve targets, Asda have to treat their staff right because if they feel like they are being harshly treated then they will take out their feelings on the customers and then Asda will lose custom from that store, also they give employees pride to work for the company. I believe that if the management of the human resources department is done in the right way then it can be an important factor for what success a business will have.
The job analysis is about the analysis of the current jobs and it is can be used as the input to the job design. The job analysis is about sorting the jobs of the current employees and looking for the synergies. The job analysis is used for the evaluation of the jobs, not for designing new job profiles. The job analysis can help to compare the jobs