Human Resources and Performance Management - Essay Example

Human Resource There are various strategies that are employed by business entities so as to develop the performance of an organization. Performance management is a complex aspect of any organization. Some of the most prominent methods that can be employed in order to improve the performance of an organization include forced rankings, effective appraisal systems, internal staffing, and career management among others (Bacal 27). All these methodologies are quite efficient in the improvement of institutional performance.

This paper will discuss the aspect of performance management and effective career management. Forced ranking can be described as a controversial management tool that is employed in organizations in order to identify the best and worst workforce employees. This method of performance management is significantly efficient since; the hard-working personnel is rewarded while the lazy ones are normally fired. In most cases, forced ranking is used by large business firms which are required to systematize their human resource (Bacal 59).

The criteria used in determining the rank of an employee should be more qualitative rather than quantitative. In fact, the success of a business is normally measured by the quality of services provided. The higher the quality of services offered the higher the number of sales. Therefore, forced ranking cannot be effective in an organization whereby all the staff members are superstars. This method is valuable to the employee, since; they have to work hard in order to avoid losing their jobs.

On the other hand, this method substantially benefits the company since; they improve their presence in the market. In this context, performance management is the main topic of discussion. This presentation presents the importance of performance-appraisal systems that can be employed in an organization in order to improve the effectiveness of the firm. Performance-appraisal systems are critical in an organization because; without this strategy, the progress of the company is weakened. Therefore, most companies evaluate the performance of their staff in order to augment their sales (Bacal 48).

Research asserts that performance management is quite critical. As a matter of fact, the progress of any company simply relies on the performance of its employees (Bacal 49). Therefore, if the employees are not serious with their work, they are likely to be relegated or even fired. Therefore, the evaluation of the performance of an employee is critical in ensuring that he or she remains focused on his or her job specification. Furthermore, the company gains from the popularity of the hard work of its committed employees.

In conclusion, career management is also a significant issue in any organization or business entity. The most critical area in career management is closely related to the internal staffing of an organization. Internal staffing mainly includes promotions, demotions, transfer or relocations, and layoffs/ retirement or resignations (Bacal 70). This can be described as the four main employee moves in an organization. In promotions, the employee receives greater responsibilities and higher salaries while, in demotions, these privileges are denied.

Relocations are also stressful especially to the family members; however, the privileges of the worker can be upheld. Lastly, layoffs/ retirement or resignations are also regarded as burdens. All these actors affect the employee and his family members, especially in layoffs and relocations. Additionally, the company is also affected due to decreased manpower (Bacal 74).