Human resources are always the most important element of any organization. Mathis & Jackson (2010, p. 5) claimed that human resources is more than just people in the organization. They are the collective value of the capabilities, knowledge, skills, life experiences, and motivation of an organizational workforce. Without them, there would be no business of any kind as there will be no one to perform everyday business functions an organization needs.
Moreover, human resources’ ability and their potential are keys to the success an organization can achieve.With rapid changing to the environment we are living due to globalization and technological advancement, today’s organizations are also continuously changing. Therefore, human potential, individual’s capabilities, time and talents must be managed and developed properly to maximize organizational effectiveness. Hence, HRM came into practice to ensure that employees are able to meet the organization’s goals and as the time goes by it becomes more important than ever to every organization. Our company is no exception.In the business world today, I believe that as HR people, our jobs are more than just to prepare payroll or do other administrative works.
It is our duty to design a system to make use of the human talents in our company effectively and efficiently with the purpose to fulfill our organization goals. There any many employees who have great talent and much potential but again we need to do in the right ways to tap into those resources. In order to have the best employees for your business it is important that you recruit and train the proper employees the first time around.Having to constantly recruit and train new employees is three times more expensive than keeping your existing employees. Hiring new employees also costs your business more money because of the time management has to spend on recruiting activities rather than on managing existing staff. That is why it is more important than ever to manage and develop your existing employees into capable staff to fulfill your organization’s needs. Training is one way to accomplish that. According to Noe, R.
A. et al (2008), training refers to a planned effort undertaken by an organization to facilitate employees’ learning of job related competencies.These competencies include knowledge, skills, or behaviors that are critical for successful job performance. The goal of training is for employees to master the knowledge, skills & behaviors emphasized in training program & to apply them to their day-to-day activities. Recently, I’ve found that theory to be more practical than ever. My organization has also developed some training programs for the employees and I’m one of those who were the beneficiary of those programs. Those training programs include many short courses ranging from IT skills to English program.I’ve enrolled myself to two courses in Advance Microsoft Excel and Basic Quickbook Program.
It has helped me a lot with my work because I can work faster because of the knowledge I’ve recently acquired through those trainings. What I have gained really make me proud of myself and of my organization in their part of helping me improve myself. In addition to those training, my organization has also organize an orientation program to showcase the company’s background, vision, mission and objective to all of the employees.It helps me to get to know more about the company I’m working in and make me know that I’m doing something worthwhile to help improve myself and society. Nevertheless, I believe that to be able to provide suitable training to improve the capacity of the employees, there are a lot of steps need to be done and gone through to ensure that they are suited to the needs of those trainees. Hence, it will avoid making those training program looking like a waste of time and money. Dr.
Kee (2012) also mentioned that training also has its own process. First, we need to find and identify the objective of our business.Then, we can determine the training needs follow by setting up the training objectives. After that, we can decide on subject, content, & training schedule.
Next, we need to choose the correct participants, facilities, instructors, & training methods. Even though we have such a good program, we won’t be able to succeed if the trainees and the trainer are not suitable to the course and in turn it would be a waste of time, effort and money. After all of those planning, we can start coordinating our program and evaluate it afterward to find the strength and weakness so that we can improve in our next program.However importance it is in training and developing existing employees, it is always not enough.
As your business grows, the needs to have more staff also become clearer. You can’t have one employee to work on multiple tasks that require more manpower and still be effective. Hence, you need to recruit more staff to ensure that your organization is still competitive comparing to your competitors. That is when proper HRM is needed again to make sure that correct recruitment process have been applied.Recruitment is the part of the human resourcing process concerned with finding the right person (Kee, 2012).
However, recruiting the right person for the right job is a very delicate process. Sometimes, you may find it hard to follow all the procedures hoping to find the most suitable person. Still, we need to go through with it to ensure we get the right employee for the job. You have to have clear aims of the recruitment process so that you can work accordingly. Moreover, we also need to have proper planning that we can follow. Without planning, it is just like keep walking without destination.The same applies to the finding of the right candidate, we can’t just decide that we need to recruit employee and recruit immediately without any plan.
First, we should do the job analysis to know clearly about the job and then we can write correct job description and specification for the potential candidates. This will help us to eliminate a lot of unnecessary applicants while highlighting the pool of good candidates for us to evaluate more before we decide to recruit. We should also have recruitment objectives and strategy for us to follow to make sure that we know what we are up to.
Apart from managing existing staffs and recruiting new staff, HRM also help in developing and monitoring performance management and performance appraisal as well. Cited from Silverstein, B 2007, in the lecture note of Dr. Kee (2012), performance management is considered as a process-oriented approach to evaluating and supporting employees. Its aim is to ensure that the employee’s performance is supporting the company strategic aims. While, performance appraisal is the summative evaluation of a year’s work and the results achieved against results expected or desired.Performance management and appraisal are very important to one organization.
That is why proper process and planning is needed for HR people to execute them successfully. According to a study by the Aberdeen Group, there are several factors behind the need to manage performance such as the need to improve company performance, the need to improve employee productivity, and the need to attract and retain top talent (Hebert, 2011). Performance management involves the continuous process of providing feedback on performance, conducting inform process review and dealing with performance problems as necessary.This may include the planning and implementation of: * learning, coaching or training interventions * disciplinary action * counseling interventions * managerial intervention. (Kee, 2012) On the other hands, I believe that if correct performance appraisal is carried out, there would be many advantages. Firstly, performance appraisal can motivate employee to work harder. When an employee understands his work will be evaluated and a salary increase may accompany that evaluation, his motivation to perform well is increased.Employees may also be motivated by a chance to sit down and discuss job performance with a manager or supervisor.
Secondly, businesses gain important feedback from employees during performance appraisals. Not only do managers and supervisors have an opportunity to hear the concerns and suggestions of the employee, but the employee also has a chance to learn the areas where she excels and the areas that may require more attention. Both parties benefit from these exchanges. Employees cannot change a poor performance when they are unaware of it.Thirdly, employees have an opportunity to improve areas after an honest assessment of their work. When a supervisor or manager explains the areas the employee can improve, the worker can make an effort to improve before the next performance review.
A business may use a performance appraisal as an opportunity to learn ways the company can improve as well. Employee suggestions may be encouraged during a performance evaluation. Fourthly, Managers and supervisors who evaluate employees take the time to assess the strengths and weaknesses of each worker in their charge.This provides the manager with an opportunity to match the worker’s strengths with job duties. During a performance appraisal, the worker can learn the manager’s assessment of his strengths and weaknesses as well. Managers can then place workers in areas where they are more likely to excel on the job.
In conclusion, with the right performance appraisal it can help with employee motivation, as well as receiving good feedback, improvement for both employees and employers and employers or managers can assign job that is suitable of the skills of the employees.The appraisal needs to be objective, honest and constructive or the results may be in contrast to what you have hoped for. A few months ago, when I’m due to receive my performance appraisal report from my boss after I had finished my probation period I was a little worried and skeptical. However, it has done to me more good than harm. I’m much more confident now.
My boss had also stated some of my shortcomings which help me a great deal in improving myself.