Performance Management and Human Resource Development Research Paper

Performance Management and Human Resource Development - Research Paper Example This paper tells that performance management served to be the answer because this system is specifically designed to drive profitable growth. Nevertheless, organizations encounter the problem that their daily activities are not associated with their strategy, initiatives, resources and risks; that is why they developed the strategy-related process known as performance appraisal. The main thrust of this paper is to explain what is meant by the term performance management and show the importance of performance appraisal scheme. Performance Management (PM) Performance management (PM) has no exact definition for it is emotive, â€Å"meaning different things to different people and dependent on which level in the organization they occupy† (Cattell, 2005, p.157). Likewise, several research studies with regard to the handling of employees are not consistent with their performance indicators because of diversity in individual needs and workplace expectations that differ from country t o country. This process is a systematic approach that is interested in motivating employees’ performance and productivity, monitoring, and assessment of performance through performance appraisal system. PM has two management fields that is focused on the progress and success toward goal achievement, and these are individual behaviour toward the organization and organizational strategies. The first aspect is all about organization as a whole, its performance and the performance of the top executives (managers and heads). The second aspect is the performance of individual system; they are the individual employees that worked for the achievement of organizational goals and objectives. These two aspects are distinct from each other in terms of the covered scope and resources. PM on employee’s level is really necessary to the company and this process would be effective if planning work and setting goals are consistent all throughout the execution. Through these, appraisal w ould be much clearer to the employees particularly on what aspects they will be evaluated, and the consequences behind the good and bad performance. Because of these consequences, coaching/feedback is given to the employees right after their evaluation. This is what Hackman and Oldham (2002, p.123) inculcated in their job design theory which â€Å"contends that a person’s intrinsic motivation is affected by his or her psychological state...† The only way to correct de-motivated behaviours of employees is to reward them intrinsically by giving them positive or negative feedback. However, there are instances that performance management is hard both to the managers and to the employees of the organization. Managers in their part, they tend to avoid PM process because they are afraid that their connection with their employees will be put to risk once they give feedback. Also, on the part of the employees, they felt embarrassed with the negative connotations from their mana gers especially if their performance did not meet with the expectation, and so their pay or advancement will be jeopardized (Chladek, 2006).  

Health Insurance Costs Versus Privacy Essay Example | Topics and Well Written Essays - 750 words

Health Insurance Costs Versus Privacy - Essay Example If such adjustments cannot be accommodated, CBD may revoke the job offer. This, however, should always be an absolute last resort. Federal regulations illegalize CBD from discriminating against job applicants or workers based on their genetic information. CBD may test workers to ascertain if they have illegal drugs or alcohol or in their systems. The law prohibits them from testing employees' genetic predisposition to alcoholism or drug abuse (Mathiason, 2007). Wellness programs such as the one proposed by owners of CBD in option two of their two- step program cannot be considered illegal by the law. A wellness program that renders an incentive conditioned on participation in a health program is not discriminatory under Health Insurance Portability and Accountability Act (HIPAA). However, the Act prohibits CBD health plans from discriminating based on a health factors such as; health status, medical condition, claim experience, receipt of health care, and medical history. Examples in clude nicotine addiction and body mass index (Mathiason, 2007). Collective bargaining is where employers and employees negotiate agreements that regulate terms of employment. Employees belong to a union that voices their interests. Collective bargaining in the automobile industry in United States has developed since 1930’s. ... According to Block (2006), Ford and GM companies UAW negotiated wage increases by an average of 7.2% annually from 1961-1980 and increased by 3.6% from 1985-2004. The union also negotiated for employment security, and this amounted to 5.9% to the hourly income paid by the companies. Following this, the union traded half of its wage increase for job security guarantees. However, in 2005 and 2006, the union negotiations focused on health care and employment levels. This resulted to companies faced with the dilemma of paying for health care benefits of retirees. Health insurance was, therefore, not provided by non-U.S.-based firms opened in the mid-1980. In 2006- 2007, GM and Ford reflected this concern by providing health care benefits to active employees for the remainder of their employment contracts. Eventually, the two organizations drew a plan whereby they paid for health insurance of active employees and retirees. This has resulted in severe financial losses for automobile indust ries such as Ford and GM. Considering the Occupational Safety and Health Act, the general duties of first-line managers include providing safe areas of access and exit to place of work, providing healthy and safe place of work, maintaining safe facilities, equipment and working areas and ensuring safe work systems. The first line managers ensure management and other staff members comply with their duties regarding safety and health regulations in the work place (Pomfret, 2006). On the other hand, finance managers ensure the company adopts and integrates an effective Occupational Safety and Health regulation Act. This leads to a sound investment and produces excellent financial rewards for the company. They plan, organize, lead and control all