BUS 303 Week 5 Assignment.docx - 1 Human Resource Management Matthew J McCormick Ashford University BUS 303 Human Resource Management Justin Furlong

BUS 303 Week 5 Assignment.docx - 1 Human Resource...

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1 Human Resource Management Matthew J. McCormick Ashford University BUS 303 Human Resource Management Justin Furlong June 1, 2020
2 Human Resource Management In the ever evolving world of business, human resource managers have a very difficult job. They are responsible for ensuring that an organization can recruit, select, and retain some of the top talent on the market while also managing a performance management system. The recruitment and retention of these employees includes conducting market research and collecting data on the current job market to build competitive compensation and benefits packages. These professionals are also the liaison for the organizations leaders and the front-line managers ensuring the goals and objectives of the organization align with the work the employees are doing. While doing these tasks and helping the operational manager’s work through fair and equitable performance management systems, HR managers also have to be cognizant of the laws and regulations that govern employee treatment, discrimination, and workplace accommodations. Throughout this paper we will take a more in-depth look at the roles and responsibilities of HR managers and how they increase effectiveness of an organization attaining its goals and objectives. Performance Management Human resource managers and front-line managers play a pivotal role in the performance of the organization’s employees. Human resource managers have a large part in the administration of performance appraisals, according to Bell (n.d.), they ensure that the performance appraisals are done in a non-discriminatory way. This can include ensuring that top rankings are given out in a manner that is relatively equals across all demographic groups in the organization. According to Youssef (2015), these appraisals also help human resource managers gather a large amount of data for feedback decision making. This includes data on growth potential, productivity, efficiency, leadership, and strengths and weaknesses. Managers
3 administer the performance appraisals and are also responsible for the evaluation of the performance from beginning to end. Managers have to attend training with the human resources department to learn the performance appraisal process as well as effectively conduct appraisal meetings. Mangers and human resources managers both must understand what the performance appraisal entails, starting with the basic components being looked at. The basic components of a performance appraisal include effective communication between the subordinate and the manager. A set standard of job performance, productivity, employees’ attitude, and team performance. As a manager aligning the evaluated areas with the organizations goals and objectives and communicating that to the employees plays a vital role in the future of the organization. The performance appraisal can help drive performance and training improvements for the employees and the organization through open honest feedback. If

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