Extract of sample "How the organisation can effectively manage staff performance"
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Effective management of staff performance is very important to any organisation if it is to achieve its goals.
The first step in ensuring managing employee performance is recruiting qualified personnel. Key competencies expected of new employees need be outlined in advance before the recruitment process begins (Dickens, 2012). Having a qualified workforce will ensure that tasks are performed effectively, and organizational goals are met (Storey 2007). Accomplishments and Contributions that employees perform give the human resources possibility to appraise the most notable employees and give feedback to their work and thus discover new resources for ideas and innovation (Thompson, 2012). My model organisation will be the Swiss company, “Nestlé”. It is the world’s number one Food Business with its long record of creating the best food for people. The company states that its main assets are not the numerous office buildings or factories, but the nationalities, religions and ethnic groups who consume Nestlé’s products and services. Unity and among employees enable the company to operate harmoniously in all its activities creating a single corporate culture (Revill, 2013). The company has developed a program that ensures Nestlé attracts the most talented people/staff. The company is also making efforts to ensure good employees are retained (Revill, 2013). The company contributes actively to the quality of HRM by proposing policies and by constantly applying and implementing them to members of Nestlé community. HRM assists in the execution of planning and creating awareness towards the required adaptability to unexpected situations.
The expectations of the workers are to be clearly set and clarified by the management. There is need for an all-inclusive process between the management and the staff that helps to set what is expected of the employees and continuously spell out their functions. Every staff is from time to
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On the other hand, extrinsic motivation comes into play when a worker is compelled to do something or act a certain way because of factors external to him such as money.
According to Abraham Maslow's hierarchy of human needs theory, it states that human beings have needs and desires which influence their behaviour.
This paper describes the basic theories and concepts with regard to the topic under study. Most of the existing research focuses on employee-organisation relationship from the perspective of corporate managers. The debates of how to classify types of employee-organisation relationship have never ceased.
Manufacturing capacity can be described as the capability of a manufacturing plant to produce required products utilising the available resources. Manufacturing organisations must utilise the available resources to ensure effective and timely production of required goods.
This is critical for leaders to understand if they are to manage people effectively. Psychologists have embarked on a rigorous process of categorizing different people. This categorization has been done based on certain personality traits that people in each category
Performance management can be defined as a systematic method through which the organisations tend to observe its employees as individuals as well as members of the group, in enhancing the competence of the organisation in the attainment of the group mission as well as objectives (US Office of Personnel Management, 2012).
The system would primarily emphasise on the key operational staff which would include the area managers and the restaurant managers. This represents the top 20% of the operational staff in the organisation whose salary exceeds $60,000 per annum. The project tries to identify and bring forth the loopholes of the previous performance management system in the organisation.
According to Rousseau (1995), psychologicalcontactrefers to onesbelievesdevelopedandinfluenced by theorganization, definingterms of exchangeinvolved between peopleand their organization. Apublicrelationscandal is a publicized
The author states that performance management can be defined as the process of creating a work environment where people perform to the best of their abilities. It is a vehicle through which managers communicate what is required from its employees and provides feedback on how the employees are performing in achieving the goals.
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