Nicholas_Arcos_Dukes_S40068530_Project_HR_2.docx

Before answering these questions we need to define

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Before answering these questions, we need to define what we mean by evaluation. Evaluation is “a set of planned, information-gathering, and analytical activities undertaken to provide those responsible for the management of change with a satisfactory assessment of the effects and/or progress of the change effort.” There are many reasons why it’s important to evaluate HR: •Determine future investments in HR. •Improve HR processes. •Identify alignment of HR with business strategies. •Build intellectual capital within the organization. •Stop doing what isn’t effective. •Be accountable to stakeholders and ensure employee and management accountability. •Reflect on and improve the overall climate and health of the organization. Recruiting procedures that provide a large pool of qualified applicants, with reliable and valid selection methods will have a substantial influence over the quality and type of skills new employees possess. Furthermore formal and informal training experience, coaching, management development can further influence employee development. Highly skilled employees may not even perform well if they are not motivated bu tHRM practices can affect employee motivation by encouraging them to work better. The contribution of even a highly skilled and motivated workforce will be limited if jobs are structured or programmed in such a way that employees who know their work better than any oneelse, do not have the opportunity to use their skills and abilities to design new and better ways of performing their roles. HRM practices has become a challenge in many organizations ,every firm must plan andadopt personnel programs that should be fair to and void of favoritism in the organization . HRM practices can generate increased knowledge,motivation,synerge and commitment of a firm’s employees, resulting in a source of sustained competitive advantage for the firm.In the organization, HRM practices acts as a mediator between HRM strategy and HRM outcome.
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