Human resource mangement

MODULE NAME: HUMAN RESOURCE MANAGEMENT AND APPRAISAL

LECTURER’S NAME: DR. B. WARNER

COURSE: HUMAN RESOURCE MANAGEMENT 3th SEMESTER
AUGT- NOV, 2010

TABLE OF CONTENTS

1. INTRODUCTION……………………………………………………..1
2. CONCEPTS ABOUT PERFORMANCE……………………..2
2.1 WHAT IS PERFORMANCE MANAGEMENT………………2
2.2 PERFORMANCE MANAGEMENT IN ENTERPRISE……..3
2.3 TRAINING PROCCESS IN ENTERPRISE………………….42.4 KEY AREAS OF FOCUS……………………………………..4
2.5 COMPLIANCE OR COMMITMENT………………………….5
3. THE PROCESS OF MANAGIN PERFORMANCE………..6
3.1 PLANNING……………………………………………………..6
3.2 ORGANIZING………………………………………………….7
3.3 LEADING……………………………………………………….7
3.4 CONTROLING…………………………………………………7
4. MEAUSRE OF ORGANIZATIONAL PERFORMANCE….8
4.1 ORGANIZATIONAL PRODUCTIVITY……………………….8
4.2 ORGANIZATIONALEFECTIVENESS………………………9
4.3 COMPANY AND INDUSTRY RANKINGS…………………..9
5. PERFORMANCE APPRAISAL…………………………...10
6. CONCLUSION……………………………………………………..11
7. REFERENCES………………………………………………12
8. WEB REFERENCES……………………………………….12

PERFORMANCE MANAGENMENT SYSTEMS

1. Introduction

Companies are employing people to improve the value of organisations what need to be managed by a professional in the knowledge due to employees are not ableto do whatever they want to and Magagers have the responsabilities to choose and select the adecuate people, also they have to ensure that their work team understand what they will expect of them and what need to work on it and develop skill to improve performance, determine standard and set goals.

Every Performance Management department in organizations may well have the adecuate process toinvolve employees with a guidance on how and what workes should do, due to an unsatisfactory performance is caused by lack of knowledge, experience and communication between managers and employees and is a key point to avoid disputes and problems and also ensures availability in employees, well use of knowledge, time and work enviroment will help to be focus in incentives to motivate people tofollow the especific work method.

Performance Management will work if managers time is well spend planning a good production environment to the company, and is one of the common challenges that manager have to deal with, be prepared to give support as much employees need to improve.This report will explain how organisations are ensure that there is an agreement on the objectives between theempployer and the employee.

2.Concepts about Performance

2.1 What is Performance:

It is when an individual achieve be succesful in a particular area and it is more that what be expected. Line managers are taking decisions of the people whose performance will be monitored due to is one of the most important responsabilities; ensure that employees ahieve high levels of performance.
“The termperformance management refers to any management process intended control, direct and increase the performance of employees working in a organisations more directly it is usually taken to refer to the system through which
organisations set work goals, determine performance standards provide performance feedback determine training and development needs, any possibly distribute rewards relate toperformance”
(Martin 2010,P. 217)

Performance Management can be measure in many kinds of jobs, despite of all of those dont involve the same activities and do not require similar procedures, probably they will have something in common; schedules to keep and requirements for employees able to do the job in practical and technical sense.

2.2 Performance Management to Enterprise

“Enterprise isan organisation with service provider to the Public Sector and utility Industry, providing 73 services across the UK, has over 40 years experience maintaining and improving the UK’s utility infrastructure on behalf of utility companies, also has 25 years experience working in partnership with the public sector to ensure that their front-line services are delivered to respond to...