Human Resource Management

Human Resource Planning

A high level of employee achievement is only possible with a well structured human resources strategy. Hence Human Resource Management is concerned with how employees perform their duties.

A good manager knows that people have pride, feelings and aspirations and takes into account that many employees have ambition and want to succeed, whilst others just want to get by. The effective Human Resources Manager takes these points on board and considers:

• The needs of the business
• The needs his or her subordinates
• The needs of the shareholders

Human resources management involves investigating employee needs during one-on-one meetings and by providing opportunities for professional development via a meaningful appraisal and goal setting system.

Within a mature organisation a system of performance appraisals is essential to ensure continued growth of all employees and sustainable profitable growth of the organisation.

Human Resource Training

Training needs are determined during the appraisal process and relevant training is provided in order for individuals to meet organisational objectives. An individual and companywide training and development plan is created to ensure that each person and department move towards cost effective achievement of goals.

A people manager who does not understand the recruitment process, basic employment law and does not “get” performance appraisals is a liability to an organisation for two reasons:

• Unfair or constructive dismissal costs UK companies millions of pounds each year, and none of these companies thought that this could happen to them!
• When a people manager does fully understand the recruitment process, basic employment law and the appraisal system – business grows! When they don’t, it does not.

Performance Appraisals for Business Growth

When performance appraisals are conducted by an expert appraiser they will have significant positive impact on employee morale and motivation, leading to exponential business growth which would not previously have been realised.

This is the benefit of the performance appraisal. Appraisals should not be dismissed as red tape or unwanted administration. If this managers attitude it is because the manager does not understand how to implement or conduct meaningful appraisals.

In the many companies “lip-service” is paid to performance appraisals and a generic performance appraisal form is used and both the appraiser and the appraise gain no benefit and the process de motivates all staff involved.

If this sounds familiar to you – you must, for the benefit of your business commission performance appraisal training for all managers involved in people management.

The performance appraisal meeting is only one part of the system. In order to ensure that the process works to achieve the business growth goal, the performance appraisal must be preceded by an audit of:

• Staff contracts
• Staff job descriptions
• Employee handbook

Performance appraisals can create negative feelings, they can even conjure feelings of fear or dread.

This happens when:

• The employee has been poorly appraised by a non-skilled appraiser in the past
• The appraisal system has been used as a tool to embarrass or discipline staff
• The appraise is aware that an accomplished appraiser will uncover complacency & or descent.

Therefore it is essential that performance appraisals are used positively for professional development. An employee who is given every opportunity to grow professionally will produce more than one that is given no support, guidance to training.

Improving Performance

A good appraisal system allows the manager to achieve clarity with each team member about the precise detail of their job. This is why it is important to ensure that the employees contract and job description are specific to the role.

• Clear objectives and goals
• Continuous assessment and feedback
• Recognition for performance and achievement
• Individual Personal development

Senior management will have clear direction regarding the organisation’s mission and the performance appraisal system is the best method for checking and analysing progression towards achievement of this mission whilst simultaneously clarifying and improving departmental and individual employee functions.

key Performance Appraisal Stages:

• Achieve job clarity
• Set clear achievable and measurable goals
• Review performance on the job
• Prepare for the performance appraisal
• Conduct the performance appraisal
• Perform a training needs analysis
• Issue personal development plans

Many employees are happy to just get by working 9-till-5 when they are easily capable of contributing more during normal working hours. If an organisations overtime bill seems excessively high you can bet performance appraisals are not being conducted properly!

The CEO is advised to personally audit the organisational performance appraisal system or hire a HR consultant to do the job.

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