Natural resource management

Cons of Performance Appraisal Systems Along with the many advantages of performance appraisal systems, it all comes down to whether or not they are being implemented effectively and whether or not they are beneficial for the organization as well as the employee. A huge disadvantage of performance appraisals is that traditionally when conducted, they only involve the manager’s view of his or her subordinate’s performance. In many organizations, managers have a lot of responsibilities including…

Rehiring (should they bring in external talent and reduce integration risk), Increase diversity in order to have an inclusive culture. In essence, the Maersk Group had neglected in developing a strategic plan and developing goals related to their human resource leadership team and needs to invest both time, money and leadership in to developing their human capital throughout the company so they can be successful in the long term. In this particular case, “If” the company…

Lawrence Bossidy once stated “I am convinced that noting we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies”. This quote represents the heart of human resource management. Dias (2009), defines human resource management (HRM) as “the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them” (p. 8). Over the last several decades the field has…

In a statistical driven environment such as the case of a calling center, an objective appraisal measure of job performance is necessary to pin points and distinguish performs between the agents and their counterparts, the first point an analyst might need to impose is to be able to create evaluations or metrics which are relevant to job, measures which reflect back to the performance of the associate performance and related to what constitutes a successful execution of the job tasks. The…

INTRODUCTION: Benefits are over and above wages and salaries offering provided to employees as part of compensation. They can be called as fringe benefits, perquisites, non-financial benefits, and soft benefits. These have been offered since colonial times, but gained popularity during the World War. The government used it to attract people to join armed forces. Ever since then benefits have become integral part of compensation and have been used as a recruiting, retaining strategy for…

Education undoubtedly is one of the most valuable possessions that individuals can acquire. It is the foundation that people can use to build a better future, an important lesson that I can teach my son. I was inspired to return to school primarily because I wanted to show my son that school is important and though it can be difficult, we can persevere through hard work. I always tell my son that his mother is not smart, but have found ways to study better through commitment, dedication, and…

employees. Performance management is about setting goals, monitoring performance, and influencing behaviors. Additionally, performance management provides management with a formal way to provide valuable feedback to their employees. The objectives and responsibilities of within performance management should align with the company’s strategic plans. The human resource manager plays a key role in the process of managing performance (Snell, 2016). The main duty of the human resource managers in…

Compensation can be a strategic tool for organizations to attract, retain, and motivate their employees. More than a wages and salary earned by employee, compensation also includes benefits provided. An official statement specifying a company’s standpoint on compensation is known as compensation philosophy. According to the article, “It essentially explains the “why” behind employee pay and creates a framework for consistency. Employers can benefit from being transparent about their…

Human Resource (HR) Planning The plan for staffing consists of the following steps. The first one is relates to the implementation of criteria for working performance of the employees, while the second step is mostly devoted to the feature of promoting trainings…

To begin, I would first look at what information is being processed and how it is currently being taken from the new staff and given to payroll/billing. From there, I would talk to my team to figure out what part of the process they feel is inefficient and gather any ideas on what they believe would be better routes. I would speak with billing and payroll to figure out how this information is getting held up in transition and how they would like the information given to them. Lastly, from…