HUMAN RESOURCES MANAGEMENT REPORT

GROUP NAME : GROUP 12

GROUP MEMBERS: MISHAALAN A/L ARUNAN (DEM1121090)
HEMANATHE A/L LOGANATHAN (DEM0721042)
TITLE: SECURITY AND INTELLIGENCE OPERATIONS
DUE DATE : 23/1/2022
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The Human Resource Management is the organizational function that manages all of the
issues related to the people in an organization. That includes but is not limited to
compensation, recruitment, and hiring, performance management, organization development,
safety, wellness, benefits, employee motivation, communication, policy administration, and
training. Human resource management is also a strategic and comprehensive approach to
managing people and the workplace culture and environment. Done well, it enables
employees to contribute effectively and productively to the overall company direction and the
accomplishment of the organization's goals and objectives. The department members provide
the knowledge, necessary tools, training, administrative services, coaching, legal and
management advice, and talent management oversight that the rest of the organization needs
for successful operation. How does Human Resources Management work? Human Resources
Management staff members are partially responsible for ensuring that the organization has an
overall mission, vision, and values that are shared and provide an overarching reason for
employees to want to work for their organization. These elements can be inspirational and
help employees feel as if they are part of something that is bigger than themselves. Additional
activities sponsored by Human Resources Management can include employee and
community outreach. They are frequent mentors and members of employee teams that
address philanthropic giving, employee engagement activities, and events that involve
employee families. Human Resources Management functions are also performed by line
managers who are directly responsible for the engagement, contribution, and productivity of
their reporting staff members. In a fully integrated talent management system, the managers
play a significant role in and take ownership of responsibility for the recruitment process.
They are also responsible for the ongoing development of and retention of superior
employees. Human Resources Management is moving away from traditional personnel,
administration, and transactional roles, which are increasingly outsourced. The HRM
function is now expected to add value to the strategic utilization of employees and to ensure
that employee programs recommended and implemented impact the business in positive
measurable ways. The scope of Human Resources management is, indeed, very vast and
wide. It includes all activities starting from manpower planning till employee leaves the
organisation. Accordingly, the scope of Human Resources Management consists of
acquisition, development, maintenance/retention, and control of human resources in the
organisation. What is Employee Performance Management? Employee Performance
Management is the set of activities and processes that aim to identify, maintain and
continuously improve employee performance in line with an organization’s set
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goals/objectives. Performance Management is strategic as well as operational, as its aim is to

ensure that employees contribute positively to achieve the set business goals or objectives.
What Are the Basic/Key Elements Necessary for Effective Performance Management?
Performance Management System should be developed and implemented in a very effective
& systematic way to get desired output for both the organization & the employees.
Performance Management is used to ensure employees’ activities and outcomes are fitting
with the organization’s objectives and entails specifying those activities and outcomes that
will result in the company successfully implementing the strategy. Basic or Key elements for
developing & sustaining an effective performance management system in step by step are
Setting Goal aligned with organization objectives, Effective communication & cooperation
for achieving set goals, Obtaining regular performance feedback, find out performance gap &
take necessary development actions, Initiate employee Training & Development program,
Ensure employee recognition & reward. There is no doubt that managing an employee’s
performance can be one of the most challenging parts of any manager’s role. Often by the
time that the organisation’s formal performance management process commences, difficult
and unproductive behaviours are already entrenched and the relationship between manager
and employee has deteriorated. Productivity is low and patience is in short supply. To prevent
the situation from getting out of hand, there are five key strategies to manage poor
performance by an employee. First one will be Don’t delay in many cases we see managers
wait too long to raise performance concerns with an employee or put off delivering tough
feedback. Opportunities for incidental or casual counselling sessions are missed. This can
mean that the employee often has a false impression of how well they are travelling and so
feedback about their poor performance comes as a shock. In extreme cases, we have seen
organisations decide it’s time for the employee to go without having implemented any formal
performance management process at all which invariably ends in legal action for unfair
dismissal. Secondly, have tough conversations Nobody likes being the bearer of bad news
and so it’s tempting to soften the blow when giving an employee feedback about their
performance. Lack of frankness or honesty does both the individual and the organisation a
disservice. If you want your employee to have a genuine opportunity to improve, they need to
know where their performance is lacking (with specific examples), what standard is required
and there needs to be a two-way conversation about how they can improve. Knowing how to
have these tough conversations is a skill that can be learned and improved, but it requires
practice. Thirdly, Follow-through So you have had the tough conversation with the employee
and you have come up with a plan together as to how they will improve. This is the stage
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where things often fall apart if no one takes responsibility for following through. Failure to
follow up with an employee afterwards at regular intervals can lead to old habits resuming or
for an employee to assume that they must have improved. A clear and agreed process is also a
useful tool that you can refer back to when emotions get high. If the individual involved fails
to improve and you need to consider the next step, for example terminating their
employment, that will be more straight forward if you can demonstrate that you gave the
individual an opportunity to improve through a fair, documented process. Next, Document
each step the history of your management of an employee’s performance should be supported
by a clear document trail. This doesn’t need to be an onerous completion of reports and
forms. Clear diary notes that document meetings and emails confirming the content of
conversations can also serve this purpose. Lastly, improve your own performance, if you are
not confident in this area and you have people management responsibility, then you need to
improve your own performance! Successfully holding difficult conversations and managing
poor performance is a learned skill that you can develop. Take our performance management
course or find a coach who can give you some professional development. Nobody likes
having to manage poor performance but with a confident and clear approach you can ensure
the process is constructive, respectful and hopefully, successful. Finally benefits of
employee’s performance evaluation to the organization are the performance appraisal process
can have a significant impact on employee morale and engagement. This evaluation method
often provides valuable insights to managers and employees, helping companies make
decisions regarding bonuses, raises, promotions and other rewards. It also allows managers to
define medium-term and long-term objectives for their team members and help them grow
professionally. Employee appraisals are crucial for measuring and rewarding performance.
When implemented correctly, they provide a means of evaluating your staff across various
performance metrics and assist in identifying high achievers. The performance appraisal can
help employees understand their strengths and weaknesses, correct bad behaviours, and reach
their full potential. On the other hand, managers can use this evaluation system to assess their
staff against defined objectives and address performance issues. The benefits of a
performance appraisal depend on how it's implemented. If carried out effectively, it can be a
valuable tool for hiring and promotion decisions. Think of it as an opportunity to assess the
organization's training and development programs, reward top performers, and identify
opportunities for improvement. Organizations may also use appraisals to manage changing
roles, highlight problem areas, and find new ways to leverage an employee's strengths. In
conclusion, the purpose of performance appraisals is to identify employees' strengths and
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weaknesses. Performance appraisals can reveal opportunities for improvement and help
managers identify the training needs of their staff, leading to a more productive organization.
They also allow you to spot potential talent and determine when your team members are
ready to take on greater responsibility. Plus, companies that invest in employee development
find it easier to attract and retain talent. According to Oklahoma State University, a growing
number of organizations now use rating less appraisals and gather feedback about employees
from multiple sources. More frequent informal meetings are replacing the traditional
evaluation process. This approach appears to be more effective at helping people develop
their skills and talents. The Society for Human Resource Management recommends
measuring employees' performance against their goals and providing ongoing coaching.
Furthermore, your team members should have access to the tools they need to thrive in their
roles. The insights gained during performance reviews allow you to map out a career path for
your staff and effectively allocate training resources. Managers can use this information to
determine who has contributed the most to company's growth and reward top performers.
Therefore, employee evaluations may form the basis of merit-based compensation plans that
let your best people know how much the organization values them. Again, it all comes down
to how you perform the evaluation. Common mistakes, such as completing the appraisal
without having measurable goals, can affect the quality of the results. Managers may show
unconscious bias against employees based on non-performance-related factors. That's why it's
important to gather data from multiple sources and set clear expectations for each role.
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REFERENCES.
1. YOUR ARTICLE LIBRARY- HUMAN RESOURCES MANAGEMENT: MEANING, OBJECTIVES,
SCOPE, AND FUNCTIONS. [ BY SMRITI CHAND]
2. BY HRM FUNCTIONS [27 MAY 2020] - https://www.hrmfunction.com/employee-
performance-management-process/
3. 5 strategies to manage poor performance at work [ BY SARAH TIDEY, FEB 22]
4. https://smallbusiness.chron.com/benefits-performance-appraisals-organization-15409.html
[BY ANDRA PICINCU, JULY 07 2020]