Human Resource Management Essay Example for Free

Human Resource Management EssayThe key to trans turn a great championship idea into reality. Every business concept has a hand in hand relation with the manpower who leave drive various tantrum of the business. Unless the human resource and various aspect of it is not understood and utilized appropriately the success of businessCompetency and Its MappingCompetence (or competency) is the ability of an individualist to coiffe a job or any given assignment properly. A competency is a set of defined behaviors that provide a structured maneuver enabling the identification, evaluation and development of the behaviors in individual or group of employees. Various kind of competency was understood and based on this an individual or group of individual may be assigned a job. At the same time I got an opportunity to assess my personal competency and how it may be shifted to expert level i.e. I was not very comfortable with sudden changes in the course action suggested by my senior dealing with non get through instruction use to disturb me. But now I confuse understood that this is a part of job as one grows up in the corporate structure. And will have to manage such situation with better competency.RecruitmentThe process of recruiting an individual for some known set of job is excessively one of the important take a musical mode from this course. This refers to the process of attracting, screening, and selecting a qualified person for a job. The process to achieve competency in all the preceding(prenominal) mentioned skills was discussed in the course and it gave a fairly good idea on how to manage.Training and DevelopmentTraining and development is the field which is concerned with organizational act aimed at bettering the performance of individuals and groups in organizational settings. A well trained employee is the most valuable asset to the organization as he is capable of carrying into action most of the process desired by the respective individ ual.Important Legal Aspect In Reference to Indian Labor law.The legal aspect in the context of Indian labor law we got acquainted to some of the important laws which we must know as managers. This is for our benefit, the benefit of the group, company, society and the nation at large. The howl mentioned acts were very informative. Industrial Disputes procedure 1947 Trade Union Act 1926 Factories Act 1948 Employees Provident Funds Misc. Provisions Act 1952 Employees State Insurance Act 1948 Maternity Benefit Act, 1961 Payment of Gratuity Act 1972 Employees Compensation Act 1923Although the take away in this course cannot be documented fully notwithstanding I have pointed out few of them which was important to me. The take away will be demonstrated in the time to come by the way it is implemented in the real and practical situations.HR audit on Appraisal SystemHR audit is the systematic verification of various aspect of human interaction with the concerned job. This encompa sses job analysis and design, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and morale, participative management, communication, welfare and cordial security, safety and health, industrial relations, trade unionism, and disputes and their resolution. HR audit is very much useful to achieve the organizational finale and also is a vital shot which helps to assess the effectiveness of HR functions of an organization. It gives an idea that the organization is aligned to the organizational vision, mission and mark or not.In reference to this assignment I have done audit of appraisal system and its linkage to indemnify for performanceAppraisal System and Pay for PerformanceThe purpose to do this audit is to rise and pinpoint strength and weaknesses related to HR areas like appraisal system and Pay for performance system to enable an organization to achieve its long-term and short-run goals. This audit is done for my own organization. Few suggestions for improvement are also added.The present Appraisal systemThe job role is clearly explained and is quantified. The performance is rated as A+ , A, B+ , B and C. The one who exceed in achieving the goal this will get A+ and so on. The one who gets A+ will be rewarded monetarily for display of great performance which exceeded the given target. Rest all will not be financially rewarded. This happens every quarter and finally at the curio of financial year. Management felt it pauperismed to use pay-for performance as an additional inducement either to achieve particular goals, to reinforce learning and/or team behavior in semiautonomous teams, and or to compensate for an increase in span of control due to de-layering.In this assignment I will probe to point out the negatives of this kind of appraisal systemNegative pointsEveryone is concerned for their target and tend to ignore the following . Specifically, they motivate employees to focus excessively on doing what they need to do to gain rewards, sometimes at the expense of doing other things that would help the organization.1. The senior many time fails to inculcate employee motivation towards their individual achievement goal which in turn is a component of immediate senior goal. i. Hence fails to inculcate the charm of achieving challenging but doable goal.2. There is a quota of upshot of person who will get recognized for excellent performance. Corporate budgets for bonuses often limit payout.i. That in other terms means the achievement of goal is not the only measuring parameter. There are several more differentiating agentive roles which decide that the individual will get recognized or not.ii. This sometime becomes non motivating factor in the mid of the evaluation course when an individual realizes that the recognition is based on the ability beyond the achievement of target.iii. Managers can lose commitmen t to the pay system if it pays out more than anticipated due to problems in payout standards and if at that place are changes in performance standards due to changes in technology and organizational arrangements and unanticipated learning curves.iv. It is changing circumstances that make it difficult for managers to sustain links between pay and performance in a way that will reduce perceptions of unfairness and inequity. Such perceptions can undermine the perceived link between pay and performance so important to sustain its motivational power.3. There is no formal discussion with the HR representative during the appraisal.i. Which leads to inappropriate focus of personal development from HR point of view.In other words, rather than assuming that there are universal best practices for pay-for-performance, it may be that what is effective for a particular organization depends on some unique aspects of its culture, and one must, therefore, be vigilant in generalizing from one orga nization to another, even within the same industry. To ignore employee discontent with the pay system would mean undercutting the high-commitment culture.Suggestion for changes1. Discussion on the goal with the individual monthly, quarterly as well as half yearly and finally annual.2. The recognition of performance should be based on the attitude and attested motivation towards achievement of goals set during the above discussion.3. Appraisal should be done in presence of HR representative and immediate supervisor.4. Many times the individual does not know why he is being asked to do any specific job and is unable to see the bigger picture i.e corporate strategy, private-enterprise(a) strategy and functional strategy. And hence the individual does not sapidity himself inclusive in the overall process.5. Apart from the specific goals of the company there must be a focus on the personal skill, knowledge and attitude of the employee. There must be a discussion on the training need and requirement. This will strengthen the most valuable asset of any organization.6. The pay for performance should not be limited to little number of persons. It should be distributed in form of slabs to all.7. High commitment can only be created if employees develop an emotional attachment to the task, management, and the company. This in turn can only be developed if they feel fairly treated. And, this in turn is a function of how much voice they have in issues that affect task performance and their well-being.8. The recognition of performance should not be based on the skills other than the professional need.