Human resource management - Essay Example

Running Head: Change for Performance Management within JVA Corp Week 5 Simulation JVA Corporation Introduction A Performance Management System is absolutely necessary to the success of JVA Corp. Thus the Performance Management System which will be followed by JVA Corp will help in achieving the following criteria (Transparent HR processeshttp: //www.infosys.com/HCM/case-studies/telenet-case-study.asp retrieved on 4th October 2009):
i. It will review the employment cycle of every employee right from the beginning and ending when the employee quits.
ii. Must get connected employees noesis, skills, and abilities to JVA Corp’s human capital needs and business aims.
iii. Aid managers and employees with the required tools so that short-term and long-term goals of the organization can be focused.
iv. Helps in sustaining the organization culture and acknowledge individual contributions and team performance with apt rewards.
v. Endorse a work climate which helps employees to be flexibly focused.
Performance appraisal and implementation of requisites a must
The research conducted by Mitra et al. (1997) and by Katkowski et al. (2002) will be adopted and followed by JVA Corp. Their study made use of both a direct evaluation process for finding out pay increment satisfaction, and also to provide different percentage increments when appraising pay growth satisfaction.
The participants in the organization will be particularly asked for the pay increase which would satisfy them the most. Then based on the feedback the management could arrive at a decision which would at most satisfy the majority of the employees. This is very vital because this way JVA Crop can save hundreds of thousands of dollars by holding back the talent that is working at present for the company. In addition to this performance of the same persons can be increased and thus the company’s goals can be achieved easily (Katkowski et al, 2002).
If the employee feels that his present position at the company will benefit them personally then it is obvious that production activity of the company increases and also such staff is far less probable to look for employment elsewhere Mitra et al. (1997).
Also Lagging Indicator and Leading Indicator mode of appraisal will be introduced. This means that the lag performance of an employee will indicate the achievements of the employee for a particular period after which his performance will be evaluated and he will be rewarded or punished accordingly. Lead Indicator is an activity which indicates the supposed to-be-done activity for his goals to be achieved (Transparent HR processeshttp: //www.infosys.com/HCM/case-studies/telenet-case-study.asp retrieved on 4th October 2009).
Conclusion:
The entire above said mode can be effectively applied to JVA Corp to bring the organization back on the track where it was before the terrorist attack of 2001. Not only this, the company will be benefited and will be able to retain its present employees who are star performers.
Reference
Katkowski, D. A., Medsker, G. J., Pritchard, K. H. (2002). Literature review of “acceptable” or “just noticeable different” pay increases. Poster presented at the 17th annual meeting of the Society for Industrial and Organizational Psychology, April, 2002, Toronto, Ontario.
Mitra, A., Gupta, N., & Gupta, G. D. (1997). A drop in the bucket: When is a pay raise a pay raise? Journal of Organizational Behavior, (18), 117-137.
Transparent HR processeshttp: //www.infosys.com/HCM/case-studies/telenet-case-study.asp retrieved on 4th October 2009 Read More