Essays on Managing Human Resources Assignment

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The paper 'Managing Human Resources" is a good example of a human resources assignment.   Performance management and Performance appraisals are commonly used in human resource management practices to evaluate employee efficiency. However, the two practices differ in their concepts and implications. Performance management is focused on controlling performance within a state time to ensure that performance meets the required standards. On the other hand, performance appraisals involve setting the ideal standards for jobs as well as evaluating past performance. One interesting lesson with the two approaches is that companies rely on them in a bid to appraise how skilled employees are, particularly in market conditions where competition and rapid changes are dominant.

Organizations that are highly effective in their performance put a people management principle at the center of their operations, and thus strive to ensure that their employees are satisfied. Performance appraisals are commonly used tools for people management in organizations. However, performance management is perceived to be a wider subject matter which is incorporated into the corporate culture of an organization. It is critical that the human resource management make a distinction between performance management and performance appraisals so as to enhance productivity (Hal J.

W, et. al. 2008). Question 1: What is the difference between performance management and performance appraisal? Most employers and supervisors become confused in their people management tasks when it comes to the difference between performance management and performance appraisals. Performance management is more dynamic in nature though it uses the performance assessment tool. In contrast, performance appraisals also referred to as performance evaluations are human resource management tools applied to measure employees’ effectiveness. Such tools are conducted once a year as an annual performance evaluation process.

Unlike the traditional annual appraisals, performance management offers employees the needed feedback throughout their annual performance.

Bibliography

Aguinis, H., (2007) Performance Management. New Jersey, Pearson Education.

Armstrong, M., (2006) Performance Management: Key Strategies and Practical Guidelines. London, Kogan and Page.

Evans, G. E., (2004) Performance Management and Appraisal. New York, Neal-Schuman Publishers.

Fletcher, C. (2001) Performance appraisal and management: The developing research agenda. Journal of Occupational and Organizational Psychology, 74(4), 473–487.

Gary, R, et. al., (2007) Why Employees Dislike Performance Appraisals, Regent Global Business Review.

Hal J. Whiting, Theresa J.B.K, Lorne, M. S, (2008) The performance appraisal congruency scale: an assessment of person-environment fit, International Journal of Productivity and Performance Management, 57(3), 223 – 236.

Mayhew, R., (2011) How to Eliminate Bias and Error in Performance Appraisals. Demand Media

Thomas, L.S & Bretz, R.D., (2000) Research and practice in performance appraisal: evaluating employee performance in America's largest companies. Advanced Management Journal, Vol. 59

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