HUMAN RESOURCE MANAGEMENT

TOPIC :- SPRING FORWARD OR FALL BACK : ISSUES IN NEW APPRAISAL

SYSTEM.

SUBMITTED BY:
 Anjali Sarky
 Kumari Ritu Rani
 Kumari Monika Pathak
 Dheeraj

SUBMITTED TO: PROF. PRASHANT SINGH

Q1. Elaborate the problems/challenges related to design and implementation of appraisal

systems?
Ans. A number of issues is known that create a threat to the worth of appraisal techniques. Most of
those issues manage the connected problems with the validity and responsibleness of the instruments
or techniques themselves. Validity is that the extent to that associate degree instrument really
measures what it intends to live, whereas responsibleness is that the extent to that the instrument
systematically yields identical results on every occasion it's used. Ideally, an honest performance
appraisal system can exhibit high levels of each validity and responsibleness. If not, serious queries
should be raised regarding the utility (and probably the legality) of the system.
1) Lack of sound judgement: A potential weakness of ancient performance appraisal strategies
is that they lack sound judgement. within the rating scales technique, for instance,
unremarkably used factors like perspective, appearance, and temperament ar tough to live.
additionally, these factors could have very little to do with associate degree employee’s job
performance. though judgment can invariably exist in appraisal strategies, worker appraisal
primarily based totally on personal characteristics could place the judge and also the company
in unreasonable positions with the worker and equal employment chance pointers. The firm
could also be distressed to indicate that these factors ar job-related.
2) Halo : A halo erro happens once a manager’s generalizes the one positive performance
feature or incident to all aspects of worker performance, leading to a better rating. For
example, Rodney Pirkle, accounting supervisor, placed a high price on neatness, a factor
utilized in the company’s performance appraisal system. As Rodney was evaluating the
performance of his senior accounting clerk, Jack Hicks, he noted that Jack was a really neat
individual and gave him a high ranking on this issue. Also, consciously or unconsciously,
Rodney allowable the high ranking on neatness to hold over to different factors, giving Jack
unmerited high ratings on all factors. Of course, if Jack had not been neat, the other might
have occurred. This development is thought because the horn error, associate degree analysis
error that happens once a performance, leading to a lower rating.
3) Central Tendency : Central tendency error is associate degree analysis appraisal error that
happens once staff ar incorrectly rated close to the typical or middle of a scale. This follow
could also be inspired by some rating scale systems that need the judge to justify in writing
extraordinarily high or extremely low ratings. With such a system, the rater could avoid
 attainable difference of opinion or criticism by giving solely average ratings. However, since
these ratings tend to cluster in the absolutely satisfactory vary, staff don't typically complain.
withal, this error will exist and it influences the accuracy of evaluations. Typically, once pay
raises ar given, they will be supported associate degree employee’s performance. once a
manager offers associate degree educatee or overachiever, a median rating, it undermines the
compensation system.
4) Personal Bias (Stereotyping) : This pitfall happens once managers permit individual
variations to have an effect on the ratings they provide. If these ar factors to avoid like gender,
race, or age, not solely is that this downside harmful to employee morale, however it's
blatantly prohibited and might end in pricey legal proceeding. the consequences of cultural
bias, or stereotyping, will undoubtedly influence appraisals.38 Managers establish mental
pictures of what ar thought of ideal typical employees, and staff WHO don't match this
picture could also be below the belt judged. Discrimination in appraisal is supported different
factors similarly. for instance, mildmannered staff could also be appraised additional gratingly
as a result of they are doing not seriously object to the results. this sort of behaviour is in
sharp distinction to the additional outspoken worker, who often confirms the adage: the
squealing wheel gets the grease.
5) Leniency/Strictness : Some Managers ar too generous with praise or too arduous on an
individual. Dick Grote, a performance management professional and president of Grote
Consulting Corporation, a service industry firm in metropolis, said, “It isn't okay to have
performance rated otherwise from manager to manager as a result of these choices impact
compensation, development and succession planning. Giving unmerited high ratings to
associate degree worker is cited as leniency. This behaviour is often motivated by a need to
avoid difference of opinion over the appraisal. it's most rife once highly subjective (and tough
to defend) performance criteria ar used, and also the ratter is required to debate analysis
results with staff. once managers understand they're evaluating staff for body functions, like
pay will increase, they're doubtless to be additional lenient than once evaluating performance
to attain worker development. Leniency, however, could end in failure to acknowledge
correctable deficiencies. The follow may additionally run through the benefit budget and scale
back the rewards accessible for superior staff. additionally, an organization can realize it
tough to terminate poor-performing staff WHO endlessly receive positive evaluations. Being
unduly vital of associate degree employee’s work performance is cited as strictness. Although
leniency is sometimes additional rife than strictness, some managers, on their own initiative,
apply associate degree analysis additional strictly than the corporate normal. This behaviour
could also be due to an absence of understanding of varied analysis factors. The worst state of
affairs is once a firm has both lenient and strict managers and will nothing to level the
inequities. Here, the weak performers get comparatively high pay will increase and
promotions from a lenient boss, whereas the strict manager short-changes the stronger staff.
this will have a disheartening impact on the morale and motivation of the top-performing
folks.

Q2. Identify conditions conducive to developing a strong pay-performance relationship?

Ans. Components of a good Pay-for-Performance Program There ar five major elements of a good
pay-for-performance program:

1) Analysis forms. - These are often differentiated by worker teams if necessary. The analysis
kind ought to clearly show the rating choices for every class or goal and overall ratings. the
 shape ought to clearly outline what constitutes every performance or rating level. (For
example, what would represent "outstanding" performance for one amongst the particular
goals? What will the worker ought to do to be rated as "outstanding" overall? this could be
clearly spelled out.)
2) Body manual or vade mecum for managers.- It ought to be one thing managers will regard
to guarantee they are conducting the evaluations properly. The enchiridion ought to give the
foundations for in progress administration and effectiveness.
3) Initial and on-going coaching. - Effective pay-for-performance programs need consistent
and in progress coaching from 60 minutes at key points: once the arrange is initial introduced,
once the arrange is modified, and once staff ar promoted into social control positions. 60
minutes should additionally monitor however well managers ar mistreatment the program and
should ought to hold refresher coaching sessions to cue managers of the method.
4) Effective communication channels. - Communication has to occur each from high
management to managers and from managers to employees. Communications ought to be
each written and verbal. 60 minutes includes a important role within the method, acting as
liaison, interpreter, and problem-solver.
5) On-going work and feedback. - Pay-for-performance programs cannot be primarily based
entirely on annual performance evaluations. Continual conversations ar required to support
the program and to support worker development throughout the year.

Q3. Describe the importance of SMART goals and highlight the challenges of change

Management?

Ans. The Importance of SMART Goal Setting Often - People or businesses can set themselves up
for failure by setting general and false goals like “I need to be the most effective at X.” This goal is
imprecise, with no sense of direction

SMART goals set you up for achievement by creating goals specific, measurable, achievable,
realistic, and timely. The good Methodology helps push you additional, provides you a way of
direction, and helps you organize and reach your goals.

Goals area unit a part of each side of business/life and supply a way of direction, motivation, a
transparent focus, and clarify importance. By setting goals, you're providing yourself with a target to
aim for. a sensible goal is employed to assist guide goal setting. good is associate degree signifier that
stands for Specific, Measurable, Achievable, Realistic, and Timely. Therefore, a sensible goal
incorporates all of those criteria to assist focus your efforts and increase the possibilities of achieving
your goal.

SMART goals are:

1) Specific: Well outlined, clear, and unambiguous.

2) Measurable: With specific criteria that live your progress toward the accomplishment of the goal.

3) Achievable: come-at-able and not possible to realize.

4) Realistic: handy, realistic, and relevant to your life purpose.

5) Timely: With a clearly outlined timeline, as well as a beginning date and a target date. the aim is to
make urgency.

Challenges of Change Management:

1) Managing multiple groups.

2) Differentiating the wants of multiple sites.

3) Change applicable documents to align with changes.

4) Juggling multiple synchronous changes.

5) Lacking visibility into your modification processes.

Q4. Elaborate the importance (for HR managers) of looking at things from others’

Perspective?

Ans. HRM is an essential pillar of any eminent organization; however what's typically lost in
translation is however human resources will assist you, the employee! Below we tend to take a glance
at a number of the key reasons why HRM is vital for Associate in nursing organization’s staff.

Strategic Management - HRM will improve a company’s bottom line with its data of however
human capital affects structure success. time unit management is thus factored into company higher
cognitive process.

Maintaining Compliance - Human resources management isn't solely restricted to the qualitative
aspect of the individuals processes, however it additionally plays the essential role of guaranteeing a
company complies with all employment laws selected in their location.

Recruitment – HRM is imperative in hiring staff WHO square measure in accordance with the
organization’s manpower wants and work the geographical point culture.

Perspective of Human Resource Management:

Human Resource Management is that the space of body focus addressing Associate in Nursing
organization’s staff. Therefore, finding and keeping smart staff is important for a corporation to
maneuver towards success.

Human Resource Management: the rationale Behind Organizations Success

Human Resource management (HRM) has gained speedy and widespread acceptance as a brand new
term for managing employment. it's a lot of express in each areas; its analysis of business strategy,
Associate in Nursing associated employment strategy, Associate in Nursingd exposition of an
underlying philosophy.

1) Human Resource Management (or newer ones, like International Human Resource Management)
clearly doesn't emerge inadvertently.
2) There's no universal agreement on that means of Human Resource Management. In fact, there
square measure varied and contradictory models; nonetheless they embody common components that
distinguish them from previous approaches to managing individuals – specifically, personnel
management.

3) HRM has relevancy to managers in each unit, project, or team. Managers’ square measure
perpetually two-faced with HRM problems, problems, and decision-making, and also the texts
primary goal is to point out however every manager should be a personality's Resource thinker and
pathologist.

4) HRM is a vital operates of each non-public and public sector organizations. Their choices square
measure doubtless to own a crucial and distinctive influence on structure performance.

5) Staff square measure necessary, as a result of it's through their efforts that company’s goals square
measure achieved.

6) Human Resource Management policies and practices ought to deal with the twin responsibilities of
providing a firm with the simplest staff to deliver improved money performance, and an ethical duty
to those staff to produce operating surroundings that's equitable and encourages personal
development.