Human Resource Development - Essay Example

Human Resource Development Student’s Name: Instructor’s Name: Course Code: Date of Submission: Table of Contents Introduction 2 Features of best practice in performance management 3 How human resource management integrates with performance management 3 Specific issues in underperformers in effective performance management system 4 How reward management strategy might provide solution to the underperformer 6 How human resource management supports firm’s corporate strategies 7 Conclusion 8 Recommendations 8 Introduction Human resource management is an important aspect that helps to improve the competitive advantage of an organisation. When employees have been appointed to take positions, they can either underperform or over perform. The key issues that will be discussed in this report include features of best practice in performance management, human resource development, and issues leading to underperformance, reward management and how reward strategy can support the corporate strategies (Hyde et al 2013). The literature review will be reviewed to understand the research issues and make appropriate recommendations to improve the performance of the employees. Features of best practice in performance management The first best practice issue in performance management is effective training and development. This means that the human resource manager should ensure effective training and development so that the employee can acquire relevant skills that can be used to improve the productivity of the underperforming employees (Sparrow et al 2013). The training and development is based on the ways in which the employees can accomplish their tasks better hence improve their performance. The other best practice in performance management is effective delegation of authority. The human resource manager should ensure effective delegation of authority to ensure that underperforming employee is committed to his tasks. In addition, the other best practice is effective compensation. The employee should be compensated effectively as a way of motivating him and this will improve the productivity of the employee (Hyde et al 2013). In addition, there are good working conditions which can help the employee to be motivated and improve the working motivation of the employee. How human resource management integrates with performance management Human resource management is the process that helps to manage the human resources effectively. The human resource management practices help to ensure that the employees are motivated and possess required skills which they can use to improve the productivity of the organisation (West & Lyubovnikova 2013). Organizations which have applied best practices in human resource management are better placed in the market and this helps to ensure that the human resource manager is competent and can help to manage the employees who are underperforming. The performance management can be influenced by the ability to ensure that there is effective management of human skills so that there will be effective utilization of resources. The human resource development integrates with performance management in that through employee development, there will be increased productivity of the employees hence influencing the performance. This is because the employees will possess skills they require to accomplish their tasks hence helping to improve the performance of the employees (West & Lyubovnikova 2013). This means that there will be no effective performance management if the human resource manager is not competent to manage the human skills effectively. In this effect, the human resource development and performance management go hand in hand to ensure that the productivity of underperforming employees is enhanced. Specific issues in underperformers in effective performance management system There are specific issues which should be taken into consideration regarding the underperformers that should be taken into consideration during performance management system. The first issue that should be considered is the training and development strategies (Sheehan & Sparrow 2012). The human resource manager should consider the training and development strategies that should be employed to improve the performance of an organisation. For instance, the performance management system should indicate the training programs like coaching and induction that should be employed to develop the skills of the employees. In addition, the other issue to be considered is the performance appraisal technique. The performance management system should consider the performance appraisal technique that will be employed to assess the performance of the employees. This helps to ensure that the objectives set out are achieved and appropriate measures can be taken to manage the underperforming employees (Richter et al 2011). The employees will be assessed to determine their achievements so that the appropriate measures can be taken to ensure that they improve their productivity. Moreover, the other issue that should be considered includes motivational strategies. The performance management system should indicate the strategies that can be employed to motivate the employees. This is because the motivation of the employees greatly influences the performance of the employees (Richter et al 2011). Motivated employees will improve their productivity since they are committed to their tasks but when the employees are not motivated they will not be committed to their tasks and this will lower their productivity. Motivational techniques that can be employed include financial and non financial motivational techniques. The delegation of authority should also be indicated in the performance management system. The performance management system should recommend how the delegation of authority is done. This is important because the employees should be delegated the duties they are specialized in. Specialization is important as it will help to influence the productivity of the employees (Sparrow et al 2014). In this effect, the performance management system should indicate the delegated duties to the employee so that there will be non conflicts of interests which can in turn influence the performance of the employees. How reward management strategy might provide solution to the underperformer Reward management is important for an organisation. According to motivational theory, reward management helps to influence the productivity of the employees which in turn influences the productivity of the organisation. In this case, reward management is important as it helps to ensure that the new employee who is underperforming is motivated to improve his productivity. One of the factors that might contribute to underperformance is low motivation (Bloisi 2007). This is because through low motivation the employees can be reluctant in performing their duties and this means that their productivity can also be low. However, when the employee is motivated, the likelihood is that there will be increased productivity since the underperforming employee will meet his goals and objectives hence reward management influences the performance of the employees. In addition, reward management will help the employee to meet his financial needs which might be leading to stress which finally lead to low productivity. This is the case of financial rewards which are provided. It is important for the human resource manager to identify the needs of the employees and formulate appropriate reward strategy that can help to motivate the employees (Torrington et al 2009). In this effect, the reward management helps to improve the morale of the employees which in turn influence their productivity. Reward strategy also helps to provide employees with the opportunity to develop their skills. This is possible if the employees are provided with the opportunity to further their professional skills. This helps t develop the skills of the employees if they are provided with the opportunity to develop their skills through learning as a way of motivating them. In this effect, the reward strategy helps to improve the morale of the employees and this helps to improve the performance of the employees (Armstrong 2006). In this effect, the reward strategy will help to solve the problem of underperformance since the employee will be committed to improve the productivity of the employees. How human resource management supports firm’s corporate strategies In the first place, human resource development helps to ensure that the organisation has adequate and competent human skills that can be applied to improve the productivity of the organisation. Through effective human resource management, the human resource manager can be able to develop long term goals and objectives that can help to improve the productivity of the organisation (Beardwell & Claydon 2014). In this way, the corporate strategies can be achieved effectively. On the other hand, reward management contributes to the overall success of the organisation. This is because through effective reward management, the management of the organisation will be able to attract and retain competent staff. The required skills will be maintained in the organisation hence they will contribute to the success of long term strategies developed by the organisation (Armstrong 2006). In addition, reward management is important as it helps to motivate the employees so that they can be committed to improve their productivity. Employee motivation is important because it will help to achieve the long term goals formulated y the organisation (Bloisi 2007). In this effect, reward management is important since it helps to retain skills and also motivate the staff to perform their tasks effectively hence contributing to the achievement of the overall goals and objectives. Conclusion Human resource management can contribute to the success of an organisation. The features of best practices in performance management include training and development and effective compensation as well as effective delegation of authority. Human resource management helps to improve the performance of the organisation. In addition, reward strategy will help to motivate the employee who is underperforming and in this effect the productivity will be improved. In this case, human resource management and development will help to improve the productivity of the employees. In this effect, the long term goals and objectives of the organisation will be achieved effectively. Recommendations The productivity of underperforming employees can be improved by ensuring that the employees work in teams. Team working will achieve the results better unlike when the employees work on tasks as individuals. Moreover, engagement of the employees in decision making will improve their commitment to implementing the decisions which have been made. The employees can achieve the results better since they were involved in the decision making. References Armstrong, M 2006, A Handbook of Human Resource Management Practice, 10th ed. London: Kogan Page. Beardwell, J & Claydon, T 2014, Human Resource Management : A Contemporary Approach 7th ed. Boston: Pearson. Bloisi, W 2007, An Introduction to Human Resource Management London:  McGraw Hill. Hyde, P., Sparrow, P.R., Boaden, R & Harris, C 2013, High performance HRM: NHS employee perspectives. Journal of Health Organization and Management, Vol. 27, No. 3, pp. 296- 311. Richter, A. W., Dawson, J. F & West, M.A 2011, The effectiveness of organizational teams: A meta-analysis. International Journal of Human Resource Management. Vol. 22, No. 5, pp. 2749-2769. Sparrow, P.R., Farndale, E & Scullion, H 2013, Global talent management in professional and financial service firms: The changing role of the corporate HR function International Journal of Human Resource Management, Vol. 24, No. 9, pp. 1777-1798. Sheehan, M & Sparrow, P. R 2012, Global human resource management and economic change: a multiple level of analysis research agenda. International Journal of Human Resource Management, Vol. 23, No. 12, pp. 2393-2403. Sparrow, P.R., Cooper, C.L & Hird, M 2014, Do We Need HR?  Repositioning People Management For Success.  London: Palgrave. Torrington, D, Hall, L, Taylor, S & Atkinson, C 2009, Fundamentals of Human Resource Management , Harlow: Financial Times Prentice Hall. West, M. A & Lyubovnikova, J. R 2013, Illusions of team working in health care. Journal of Health Organization and Management, Vol. 27, No. 1, pp. 134-142. Read More