Final Assessment: Individual Assignment
Human Resource Management
Human Resource Management代写 With the advent of the 21st century, the world experienced a serious catastrophe which was first acknowledged in December 2019 by…
Introduction
With the advent of the 21st century, the world experienced a serious catastrophe which was first acknowledged in December 2019 by the Chinese government when a case was identified from Wuhan. By the start of 2020, the disastrous effects of COVID-19 were acknowledged by the whole world. The rapid outbreak of the lethal virus has caused destruction all around the world and it has negatively impacted the various organizations and sectors of the world. Not only did the virus affected the normal functioning of the enterprises but it also captured the lives masses, and marking itself as one of the deadliest pandemic in the history of the civilization.
From educational institutions to manufacturing companies to business organizations all the sectors and domains are suffering from the challenges and complexities inflicted by this pandemic (Buheji, 2020). To prevent this virus various preventative actions were taken and are still in process by the various governments around the world, to contain this virus. The most common preventative measure practiced by the governments were to impose crucial lockdowns around the countries which will force people to stay at home.
Challenges and Impact of COVID-19 on HR Policies in Malaysia Human Resource Management代写
Coronavirus have undeniably transformed the working dimensions of businesses all around the world. Various businesses and departments within the businesses experienced a change in policies and procedures. Because HR is related to handling and managing the efficiency and performance of the employees, business owners have reshaped the HR policies to facilitate the employees on a wider scale. In Malaysia, many organizations have acknowledged this change and they are still trying to accept the massive transformation in the policies and procedures. All around the country the business organizations have experienced major challenges concerning their working and generation of revenues.
As more and more people are forced to work from home in Malaysia this has strived major complexities in the businesses. The government of Malaysia has advised people to work from home and to continue all of their working and processing remotely so that there can be less of a human interaction which is the driving factor in the outbreak of the virus. Businesses have created various HR policies to facilitate their employees and to cope up with the ongoing business challenges. Following are the some introduced changes and impacts on HR policies and practices implemented by various business organizations.
Acceleration in Training and Massive Investments in Remote Working
The acceleration in the outspread of the pandemic has caused organizations to promote remote working. While the 21st century is surely facilitated with avant-garde technology and the latest innovations, it is still a bit problematic to change the working dimension from physical working to remote working. Pieces of training are provided to all the employees, managers, and employers so that they can conduct all their business operations productively and with efficacy without affecting the growth of the business (Wickramasinghe & Samaratunga, 2016). Training procedures are now being included in the HR policies under which almost all the employees are facilitated with training and development sessions which provides them ample guidance on how to work remotely and to conduct businesses online. Remote working is now being promoted by all the businesses and various policies have been reshaped and the criteria of working have also been changes and include in HR policies.
Employee Benefits Human Resource Management代写
In these times of crisis when the whole world is under the negative impact of the pandemic when employees are prone to unemployment, the major thing to pay heed to is how these circumstances can be turned around and changed into the benefits of the employees. All the organizations around Malaysia have incorporated various HR policies which ultimately positively affect the well-being of the employees. Employees are being benefitted by the paid leaves and even in such circumstances several employees according to their job positions are being paid compensation that can cover the monthly expenses. Moreover, employees are being provided with various sources of support such as health support, flexibility in working, coaching, and various others.
Transformation in Working Polices
HR leaders have devised various strategies to provide relaxation to the employees and to cope up with the business loss at such times. Employees are provided with remote working opportunities, they are being provided with a more manageable working schedule, all the important business operations are being conducted through digital platforms (Meijerink et al., 2015). Businesses around the country are promoting teleworking and telecommunication services to their employees so that they work with maximum productivity and hard work. Teleworking makes it more feasible to work and sustain balance in the organization at such times.
Performance Management and Appraisal Human Resource Management代写
Functions of Performance Management
Employees serve as the most vital element in driving organizational success, and without employees, the organization cannot function properly. Performance management serves itself as one of the most salient domains of HRM that is responsible for creating excellence in the all the business organizations. Performance management is responsible for productively managing the employees by devising tasks, strategies, and goals that matches the tactical and strategic goals of the company (Hoffmann, 2014). Performance management provides a guiding path to all the working force with the help of which the employees can work more efficiently. Performance management is majorly operated by the heads of an organization who are responsible for striving exceptional and creative progress in the organization. Performance management serves as a factor that can help the organization achieve all of its goals and plans within a specific working frame. The following are the top-notch functions of performance management.
- Providing leadership and guidance to the employees
- Providing support to the employees
- Encouraging them to achieve goals and to work with collaboration
- Striving motivation and dedication in them
- Efficiently communicating with them to sort out their problems
Impact of Performance Management on Employees
Organizational success is dependent on many facets and the most important among them is the attitude of employees and their engagement in the organization. The more input the employees are presenting the organization with, the more organization can progress and develop. Performance management is imperative to manage the employees and cater to organizational benefits. Without active and well-structured performance management practices the employees cannot be managed and this can negatively affect organizational success. Performance management helps the organization to increase employee engagement and to retain them for a longer period (Taylor, 2014).
When all the employees are being provided with excellent leadership, performance appraisals, coordination, motivational support, and other benefits then employees will always want to work in such organizations and this can only be achieved with effective performance management. Performance management also plays a great role in providing necessary constructive feedback on the employee’s performance and this feedback can help them in their improvement. Performance management is not only limited to productively managing the employees, but it plays a plethora of tasks that can help the organization attain sustainable growth and development (Schmidle, 2011).
Functions & Components of Effective Performance Appraisal Human Resource Management代写
Performance appraisal is considered to be one of the most crucial tasks of the HR department which is solely dedicated to providing feedback on the performances of the employees. Depending upon the type and effectiveness in performance, a performance appraisal can benefit the employee. If an employee is providing the organization with top-quality effort and hard work and is dedicated to his work then such employees are prone to positive performance appraisals which can provide them with various benefits and compensations. If the employee has been low in his performance and has not demonstrated any remarked growth in his career at the organization such employees are prone to more of a constructive criticism type of performance appraisal which identifies the mistakes and shortcomings in the performance of that employee. With well-organized performance appraisals, the organization can help the employees to recognize their strengths as well as shortcomings, and it also helps the employees by guiding so that they can overcome their flaws and work with efficiency (E.Deepa & Dr.S.Kuppusamy, 2011).
Performance appraisal holds paramount importance in managing and coordinating the performance and engagement of the employees, the performance appraisal can help the organization to identify which employee is showing his best and which employee is lacking in engagement in the work (Kampkktter, 2014). Based on individual performances of the employees, each employee can be provided with training sessions, and leadership that can help them to improve themselves in the organization, and also it helps in catering to the growth of the employees. Following are the most important and crucial components of the performance appraisals that help the organization in ensuring maximum potential in the performance of the employees:
- Well-organized and defined source of feedback Human Resource Management代写
- Providing consistent feedback on the performance
- Providing flexibility in configurations
- Self-assessment
- Analytics of employees
- Structured improvement plans and training
- Compensation and Benefits
- Complete evaluation
Advantages of Performance Appraisal
Along with optimizing the overall employee performance appraisals provides a plethora of other advantages to an organization and the organization that lacks in providing detailed and thorough performance appraisals also lacks in creating a sustainable working environment that helps in increasing the overall productivity in organizational tasks and working.
- Performance appraisals help in increasing employee engagement and it helps them in identifying their true potential so that they can invest all the power and strength in that.
- It helps the organization in recognizing the skills and capabilities of the employees and how much they are invested in the organization and based on this the organization can further promote the employees (Husain, 2017).
- It helps in the delegation of tasks to the right employees who hold the right set of intellectualities.
- Performance appraisals help in the designing, structuring, polices, and reviews for employees developing and contributes to development and training sessions for the employees.
- It helps in increasing and boosting the motivation and dedication of the employees so that they can work with greater resilience.
Recommendation for Performance Management and Appraisals Human Resource Management代写
It can be concluded from the detailed discussion above that performance management and appraisals serve as the building block in striving excellence along with thriving performance in the organization on part of employees. To further optimize the practices held in the performance management and appraisals following are the three most beneficial recommendations that can revolutionize the working dimension of the department.
Utilization of Technology
Performance management and appraisals should use technological innovations to their benefit and facilitate them. Using cutting-edge technologies such as HR software and other enterprise systems will help the department in keeping up with the changing trends and technology that can expedite the processes in the department. By using the latest technological revolutions, performance management and appraisals can ensure increased expediencies in the procedure and this can positively impact organizational growth (J. du Plessis et al., 2015).
Educating the Employees Human Resource Management代写
As performance management is associated with improving and managing the performance of the employees, the performance management and appraisal department should focus on strengthening the skills of the employees and this can only be done if the employees are provided a chance to explore various growth-oriented occupational opportunities. With the help and support of various training and development sessions, the performance management can induce proficiency in the attitudes of the employees, and consequently, this will help the organization in achieving its mark.
Optimizing Reward and Compensation Programs
Performance management can increase employee engagement and can also help in retaining the skillful employees if they tend to acknowledge the good performance and efforts of the employees. By providing them rewards on their outstanding performance, the organization can increase employee motivation and it can also help the employee in identifying their worth (Kumar, 2012). Moreover, when an employee feels acknowledged in the organization, he will improve himself and work with more efficacy.
References Human Resource Management代写
Buheji, M. (2020). Coronavirus as a Global Complex Problem Looking for Resilient Solutions. Business Management And Strategy, 11(1), 94. https://doi.org/10.5296/bms.v11i1.16730
E.Deepa, E., & Dr.S.Kuppusamy, D. (2011). Impact of Performance Appraisal System on Job Satisfaction, Employee Engagement, Organizational Citizenship Behavior, and Productivity. Indian Journal Of Applied Research, 4(2), 4-6. https://doi.org/10.15373/2249555x/feb2014/55
Hoffmann, K. (2014). Measuring HRM Effectiveness as a Challenge to Contemporary HRM Scientists (HRM Context). Kwartalnik Ekonomistów I Menedżerów, 33(3), 7-24. https://doi.org/10.5604/01.3001.0009.4590
Husain, K. (2017). Impact of performance appraisal reactions on affective organizational commitment and work performance. Journal Of Economic Info, 4(3), 1-6. https://doi.org/10.31580/jei.v4i3.94
- du Plessis, A., Douangphichit, N., & Dodd, P. (2015). HRM concerning Employee Motivation and Job Performance in the Hospitality Industry. Journal Of International Business Research And Marketing, 1(4), 12-21. https://doi.org/10.18775/jibrm.1849-8558.2015.14.3002
Kampkktter, P. (2014). Performance Appraisals and Job Satisfaction. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.2469875
Kumar, J. (2012). Hrm Practice On The Retention Of Employees Of Information Technology Sector. International Journal Of Scientific Research, 1(4), 108-110. https://doi.org/10.15373/22778179/sep2012/38
Meijerink, J., Bondarouk, T., & Lepak, D. (2015). Employees as Active Consumers of HRM: Linking Employees’ HRM Competences with Their Perceptions of HRM Service Value. Human Resource Management, 55(2), 219-240. https://doi.org/10.1002/hrm.21719
Schmidle, T. (2011). Performance Management. Public Performance & Management Review, 35(2), 370-389. https://doi.org/10.2753/pmr1530-9576350206
Taylor, J. (2014). Organizational Culture and the Paradox of Performance Management. Public Performance & Management Review, 38(1), 7-22. https://doi.org/10.2753/pmr1530-9576380101
Wickramasinghe, V., & Samaratunga, M. (2016). HRM practices and post-promotion managerial performance. Evidence-Based HRM: A Global Forum For Empirical Scholarship, 4(2), 144-161. https://doi.org/10.1108/ebhrm-08-2014-0019
