Writing Assignment # 2 - Essay Example

First, there is no performance management system in place hence it is difficult to appraise or evaluate performance of workers. Since performance is not measured, the training and development needs of employees are also difficult to recognize. Further to that, it will be difficult for her to determine who deserves a promotion, a pay rise or who to transfer to another location if a vacancy arises as the knowledge, skills and abilities (KSAs) of employees are not known. Another difficulty is aligning the jobs of employees with organizational objectives.

Since there are no performance expectations or targets set, it is difficult to know if the employees are moving in the right direction and if company objectives are being achieved. Moreover, it is difficult to design rewards for performance if performance is not measured in the first place. This poses difficulties for HR director of improving performance through motivation. Lastly, it is difficult for her to help employees progress with their careers if no performance management plan is in place.

As regards compensation, many difficulties are bound to be faced. Compliance with the law is vital for an organization which seeks to reduce costs of litigations. Since there is no strategy as to how employees will be compensated as employees are paid by number of hours logged in, it is likely for HR Director to come into conflict with the law such as law on wage and hours or pay legislation. There may also be problems with worker retention due to poor compensation. The HR Director will have to address the type of compensation plan to be put in place.

It is to be based on task or skills, internal equity or external competitiveness, or is it fixed or variable? These concerns must be addressed and they are complex especially because they have to be in line with company objectives while at the same time in compliance with labor laws. One alternative to improving performance is