HR in Transitional Economies: Redundancy and Performance Management Programmes

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ABSTRACT

When looking at a company's organisational demeanour in the direction of HR, and what that demeanour is, it is better to start at the peak of the business, because all other grades reflector that of the top. On reconsider of the HR item, there is an demonstration that most bosses do not address HR as being an absolutely crucial part of the team. HR is only the department, which agenda all the business picnics and manages worker matters that administration does not desire to, or will not address. The reality is that human asset is the centred hub of any company. A well run human asset department can make a business and its workers thriving, just as well as a badly run human asset department can origin a business to go incorrect by chartering awful workers, not management lawful matters, and being non-compliant to guidelines set forward the by the government. This study will throw light on the key management practices in a transitional economy particularly with reference to the performance evaluation and redundancy practices of the transitional organisation.

TABLE OF CONTENT

ABSTRACTii

CHAPTER 1: INTRODUCTION1

Outline of the Study1

Research Question2

Aims and Objectives2

Theoretical Frame work2

Limitation of the Study4

Reliability Concerns4

Ethical Considerations: Informed Consent and Confidentiality5

CHAPTER 2: LITERATURE REVIEW7

CHAPTER 3: METHODOLOGY10

Research Design10

Data Collection Method and Analysis10

CHAPTER 4: ANTICIPATED RESULTS12

REFERENCES13

CHAPTER 1: INTRODUCTION

Outline of the Study

This proposal is aimed at giving an outline of research on the topic of HR in transitional economies: Redundancy and Performance management programmes. Redundancy and Performance evaluation is an integral component of an employee's appraisal system that underlies all major human resource management practices. A transitional economy is one that is moving from being a controlled economy to being an open economy. In a transitional economy, there are a lot of technological and management practices related to corporate sectors that continuously evolve with time. Performance evaluation and redundancy methods vary according to these organisations but each method serves a single basic feature: to appraise the employee and aid in enhancing his performance through various reinforcing elements. Redundancy in an organisation occurs due to restructuring of the organisation in which the employer does not require certain jobs to be done. In the modern era, employee evaluation has come through a long way to providing employees with insights regarding their own performance and the necessary opportunities for their personal growth.

This study aims to address the Human Resource Management practices characteristic of a transitional economy, with special reference to redundancy and performance evaluation functions of the HRM. We will discuss the changes of HR practices in case of a transitional economy, giving emphasis to the trends in redundancy and performance evaluation systems; and its effect on employees' personal development and growth. This analysis will incorporate general as well as specific strategies and mechanisms that are formulated for better employee development opportunities within the company and in a general context of a transitional economy.

Research Question

To what extent has organizations in transitional economies introduced redundancy programs and performance ...