Running head: COURSE PROJECT 1

Course Project

Angelica Hernandez, Gabrielle Moore, Keya Eliga, Starmarie Simmons

HRM 601

Professor: Aimellia Siemson

12/05/2021
TEAM PROJECT 2

Bliss Wedding Events

Performance Management Strategy

People are an important tool of the organization. They ensure a balance of finances, modernity and assets,
so the organization is ready to go. Some good leaders today believe that the gains cannot be pushed aside
based on the type of support or incentive offered to employees. There is a need to examine the rights of
agents following non-financial support. There are many types of non-financial support that are associated
with meeting the needs of employees. Examples include support, self-esteem, self-awareness, and other
aspects of leadership in which the representative is independent.
The Bliss wedding event is a success with the staff's decision and good humor. Organizations, for
example, follow the advice that has been obtained by men, and Bliss Wedding Events recognizes its
representatives in a valuable and meaningful area as a vital way to complement. The Bliss wedding event
created success by changing only a part of her inspiration. The Bliss wedding event follows four simple
principles that provide opportunities for advancement in the operator's booth.

 The organization should take advantage of the diversity of inspiration for each workplace.
 There must be a clear and concise focus on the employee, and it is prudent to have a clear focus
on everyone.
There must be a change. Leaders should focus on two aspects of the year. For example, the manager
needs to check the number of employees and customers, then the manager needs to measure the number
of returning customers, then the manager needs to assess the increase in the contraction. These
interactions provide the opportunity to explore the characteristics and efficacy of agents and further
explore new functional strategies in practice.
Bliss Wedding Event have three stages of inspiration: financial support, non-financial support, and
relationships. This is what we generally refer to in Maslow's inspired hypothesis. However, Maslow
explains that all the necessary equipment should be personal. A review of the Bliss wedding event and its
procedures and procedures shows that it will establish a quick meeting of staff needs and representatives'
presentation. It meets all the requirements of each level. Certainly, everyone has many needs at all times.
The Bliss Wedding Event is a great inspiration to think about staff presentation and make the organization
more productive. The staff at Bliss Wedding Event Organizer used a theme that matches the current
situation. The organizing office used a special procedure at the start of the inspiration hypothesis. The
Bliss wedding event uses a design process as the food preparation process, which makes the design and
presentation very interesting (Beer, 2017). The Bliss wedding event also used genuine inspiration as an
inspirational idea.

Performance Appraisal Method

Each employee signs a contract to start working with the organization. In this contract, the employee
confirms what will be considered on the site. The presentation of estimates allows seniors to examine the
impact of representatives on their work. The framework also requires directors to review benefits with
staff. The main goal of using the board is to enable employees to realize their potential by leveraging their
TEAM PROJECT 3

work. They also plan to distract employees from their work and their perception of work. All
representatives should be seen as key assets in their organization.
We're currently using a 360-degree frame, which is a lecture on the use of Bliss marriage. This framework
allows senior research staff to develop and move around when the results are available. This is very
encouraging, as the staff reported this action a few weeks ago. Bliss Wedding events use this basis of
presentation assessment to advance, set future goals, plan and support current and future staff (Hogler,
2016).

Feedback Methods

The open and two-way communication that exists in the field of Bliss Wedding Events engages cultural
and entrepreneurial people in a hierarchical plane about the relationship between relationships that
support emotional well-being and development. On the data side, the restaurant has interactive data that
can be returned daily on the exchanges. This information provides a Bliss wedding event with
information on the use of the product as well as the cost of the promotion and the publicity / marketing
effort that has been made (Tullar, 2011). Improvements to this information provider organizations with
information about the changes, transformations and various changes that need to be made to increase the
potential of these activities, such as: planning, timing and separation, support and implementation of
future projects. The exchange explains the key to initiating the Bliss wedding event in that the impact of
public relations created an environment in which the organization is imbued with a remarkable way of
life. Many people keep an eye shut until their organization updates their products daily.

Policies on Performance Improvement, Discipline, or Termination

The concept of this discipline is designed to promote the use of consistent information and appropriate
discipline to combat illicit business practices or illegal behavior. This method applies to all general school
staff. Employees can confidently respond and follow the presentation needs of their work.
Nothing in this proposal is intended to modify the voluntary links of the Bliss Wedding Events and its
agents or to establish a legal and regulatory framework. Discipline or treatment for unsatisfactory work or
disruptive behavior is often compelled to follow a permanent change and with a description of human
resources / people work and work relationships (Hogler, 2016). Depending on the recurrence, severity and
circumstances of the further indication of the murder or offense, the steps may be omitted or continued.
No disciplinary action or appropriate correction should be applied in situations involving actual
infractions.

Discipline
Supervisors consult with HRD / staff and labor relations representatives to initiate briefings and
discussions. Reports are provided to decision-making staff:
(a) post inappropriate or fraudulent information; (b) corrections made by staff; (c) Note that other
disciplinary measures, including termination of activity, may be instituted for misconduct or misconduct
(Felgate, 2020).
During team coordination, the team leader investigates personnel issues. A copy of the notice is sent to
the HRD / Employees and to the Employment Office for inclusion in the training files of teachers, staff
TEAM PROJECT 4

and employees. The employee is required to submit a declaration that they will seek advice from the
Relationship Advisor on any achievement or issue.

Termination
If at that time, finally or as a result, an exposed or in-person employee is still not satisfied during the trial,
the manager will interview the DHR / employees and the labor representative to determine if the cut is
appropriate. Your choices will depend on your current circumstances and circumstances, your
background, and your assessment of whether or not you have followed school strategy. If a deadline is
chosen, the president must provide the employee with a letter of fairness after the deadline and the
deadline date (Brewster, 2014).
This approach does not distinguish between incidents involving actual crime including, but not limited to,
crime, violence, disobedience, fraud, misconduct, harm, separation, etc. In this case, the president of
human resources (or his representative) will be called.

Linkage to T&D, Total Rewards, Talent Management, and HRIS

HRMS is a process of integrating different types of data for better access. HRMS helps you plan and meet
the challenges of your business. Using the information provided to the agent in a feasible way, it works in
conjunction with an agent performance review which includes the necessary planning.
In today's environment, the organization has become data aggregation, data sharing and collaborative
learning, which provides a comprehensive context for continuous improvement. For this reason, training
and functional development are also an important part of the process of generalizing and controlling
hierarchical development. Instead, it would be reasonable to assume that the T&D process is usually
accomplished in collaboration with organizations to agree on hierarchical goals. In order to meet the
challenge and respond to ecosystem changes first, T&D is seen as the key organizational capacity in the
current situation. Research (Beer, 2017) shows that, in general, organizations have a way of solving
problems. Learning organizations, such as self-paced presentations, continue to provide independent
learning to achieve prestigious goals.
TEAM PROJECT 5

References
Beer, M. (2017). Developing strategic human resource theory and making a difference: An

action science perspective. Human Resource Management Review.

https://doi.org/10.1016/j.hrmr.2017.11.005

Brewster, C. (2014). European perspectives on human resource management. Human Resource

Management Review, 14(4), 365–382. https://doi.org/10.1016/j.hrmr.2004.10.001

Felgate, Y. R. (2020). Human resource management moral competencies. SA Journal of Human

Resource Management, 18. https://doi.org/10.4102/sajhrm.v18i0.1193

Hogler, R. L. (2016). Transforming employment relationships: Implications for human resource

management. Human Resource Management Review, 6(1), 75–88.

https://doi.org/10.1016/s1053-4822(96)90005-4

Tullar, W. L. (2011). Theory development in human resource management. Human Resource

Management Review, 1(4), 317–323. https://doi.org/10.1016/1053-4822(91)90005-w