APPRAISING AND IMPROVING PERFORMANCE

Appraising and Improving Performance

Appraising and Improving Performance

Importance Of HR And How It Contributes To The Company

Humans are an organization's greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today's organizations are continuously changing. Organizational change impacts not only the business but also its employees. In order to maximize organizational effectiveness, human potential—individuals' capabilities, time, and talents—must be managed. Human resource management works to ensure that employees are able to meet the organization's goals. (Antonioni, 2009)

Most companies outlook of Human Resource (HR) department as an managerial function and pay no attention to the prospect and want to support it with its considered plans. In situation where Human Resource is incorporated in the organizational strategy, its position does not exceed a role of estimating and forecasting. The major reason that Human Resource is not lined up with the approach of an business is that it does not grasp a place at the strategic planning table. The paradox with Human Resource being left of out of planning of the strategy is that by its temperament, Human Resource is about persons, which is the centre of an business and its plan of the strategy. When correctly associated, Human Resource helps to get a victorious policy and the economic outcome. Human Resource must keep a well-built managerial base and employ this matter to assist to make a place at the table of strategy. (Ulrich, 2000)



Purpose Of HR

Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise.

Prior to discussing the seven functions, it is necessary to understand the job analysis. An essential component of any HR unit, no matter the size, is the job analysis, which is completed to determine activities, skills, and knowledge required of an employee for a specific job. Job analyses are "performed on three occasions: (1) when the organization is first started, (2) when a new job is created, and (3) when a job is changed as a result of new methods, new procedures, or new technology". (Bernardin, 2004)

The HR Major Functions

Human resource (HR) management (also known as personnel management) focuses on the management of an organization's employees. HR management typically entails the following highly interrelated functions:

Compensation and benefit management entails administering salary surveys, performing job evaluation, designing pay structures and benefit packages, and ensuring the proper administration of the compensation and benefit program.

Employee recruitment involves assembling a pool of job applicants from which the health care organization can draw.

Employee selection involves identifying and hiring the best applicants from the recruitment pool.

Health and safety is a critical issue in many health care institutions.

HR planning is the process of balancing a health care organization's HR supply and demand ...