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Performance Appraisal Project Report

Performance Appraisal Project Report

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Published by kamdica
visit hrmba.blogspot.com for more
visit hrmba.blogspot.com for more

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Published by: kamdica on Nov 02, 2009
Copyright:Attribution Non-commercial

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07/12/2013

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Visithrmba.blogspot.comfor more projectreports, notes etc.
CHAPTER 1
a. Human Resources ManagementA Theoretical framework 
 The Human Resources Management (HRM) function includes avariety of activities, and key among them is deciding what staffingneeds you have and whether to use independent contractors or hireemployees to fill these needs, recruiting and training the bestemployees, ensuring they are high performers, dealing withperformance issues, and ensuring your personnel and managementpractices conform to various regulations. Activities also includemanaging your approach to employee benefits and compensation,employee records and personnel policies. Usually small businesses(for-profit or nonprofit) have to carry out these activities themselvesbecause they can't yet afford part- or full-time help. However, theyshould always ensure that employees have -- and are aware of --personnel policies which conform to current regulations. These policiesare often in the form of employee manuals, which all employees have.Note that some people distinguish a difference between HRM (amajor management activity) and HRD (Human Resource Development,a profession). Those people might include HRM in HRD, explaining thatHRD includes the broader range of activities to develop personnel
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inside of organizations, including, e.g., career development, training,organization development, etc. There is a long-standing argument about where HR-relatedfunctions should be organized into large organizations, e.g., "should HRbe in the Organization Development department or the other wayaround?" The HRM function and HRD profession have undergonetremendous change over the past 20-30 years. Many years ago, largeorganizations looked to the "Personnel Department," mostly to managethe paperwork around hiring and paying people. More recently,organizations consider the "HR Department" as playing a major role instaffing, training and helping to manage people so that people and theorganization are performing at maximum capability in a highly fulfillingmanner.After you have invested considerable time and money recruitingand training your employees, you must now determine how to makesure those valuable employees are productive and get them to remainloyal to your firm. Retention of employees is essential to maintainclient relationships and keep recruiting and training costs in line.Losing an experienced employee almost always results in significantcosts to your firm. The keys to employee satisfaction and retention arefounded on strong leadership and sound management practices. If youcan master these arts, you should have happy, loyal employees andclients, resulting in growth, profits and personal gratification. Thisarticle will discuss key factors in motivating and retaining good people.
OperatingSystems
 
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 The foundation of an efficient and effective workplace is thestructure, discipline and consistency provided by well-conceivedsystematic operating methods. World-class companies like Disney,McDonalds and Ritz Carleton all have well defined operating methods.A policies and procedures (P&P) manual is critical to ensure thatemployees understand what is expected of them and know how theyshould handle the myriad of duties and responsibilities in the day-to-day operation of theoffice. The P&P manual spells out how you wouldlike things done in your office and your expectations for the behaviorof your employees. As your operation grows larger, the systembecomes more important because your ability to oversee andcommunicate directly and frequently with each employee becomesmore difficult. Written operating systems are absolutely essential whenyou expand to more than one office location.
Training
 
Pre-work training should include a review of your policies andprocedures, with special emphasis on the most important subjects.(Each employee should receive a personal copy of your P&P Manual toread before coming to the training class.) In addition to training in yourpolicies and procedures, customer service and marketing should becovered at length. Special emphasis should be placed on yourcorporate culture. New employees need more training than priors, butall employees should receive training each year. New employeesshould also have several days of on-the-job training with the officemanager or experienced employees before beginning their position;and they should not be left on their own in the office until they areexperienced enough to feel confident. Many of the frustrationsemployees feel on the job--as well as most errors and client problems--are due to inadequate training. Comprehensive training will make your
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