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Discussion

Discuss about the Managing Teams and People for Human Resource.

The report is based on improving knowledge and skills in the field of strategic human resources management, motivation and performance management, organizational design, organizational behavior and culture and ethics. The selected company for the report is MiningCo, which is operating in the range of isolated location with the fly-in and fly-out staff from rotation. As HR executive of the company the decision has to be given based on the interrelated scenarios of the company. The first case is based on introducing performance management for motivating staff of the given location and how the initiative will be proposed for moving forward with the decision. In the second case, the issue is with the isolated location which is operating as a single entity, and there is very less staff rotation among them. Due to the economic crisis and rising impact of ISIS presence in the Middle East, some the executive were living the onsite location. So, by that recommendations need to be given to the board for the hysteria caused. In the third case a selection criteria, structure, and format and, functions need to be discussed for rewarding the team of the crisis management under for managing the team of gaping emerges in the individual site. Finally on the overall basis a recommendation and conclusion need to be given.

HR Managers are the one who is directly responsible for getting interacted with the employees working in the organization. So, for motivating the staff of the location, there are has to be a design of a perfect plan for performance appraisal plan for the staff of the company (Stahl et al., 2012). Performance management system is defined as a process by which managers and employers can access of track the performance and contribution in the development of the company. There is various impact of performance management among them some of them are as follows:

Sometimes managers of the company are getting engrossed in their work so much that they failed to get interaction with the staff, for getting feedback and opportunity related to the work (Budhwar & Debrah,2013).

Each and every employee is in a phase of development, and it is very much necessary or the responsibility of the company to prepare them for the upcoming opportunity coming to the coming.

Performance appraisal should be celebrated as a wonderful event for the employee in the course of work. This will help in encouraging the staff. One of the most effective tricks to positive appraisal is gently correcting the undesired behavior of the employees (Ball et al.,2012).

Case Two

Increase the bonus and rewards for the performance. This will be building direct correlation among the performance and financial rewards of the employee, it will also help in motivating and encouraging the employees for performing at top levels.

With the help of performance management the company will be able to identify the under-performers. This will help in completely eliminating the under-performers and allowing in a smooth transition of the company operation (Bratton & Gold,2012).

A documented history of employee performance needs to be maintained. This document will help the company in keeping track of the performance as well as development journey of the employee (Snell et al., 2015).

The motivated and encouraged employee will always think of the growth of the company. An effective performance management system will help in achieving a goal of the manager as well as of the employee. A good manager is always taking pride in watching the growth and development of his professionals

Performance management will help in overall improvement of the company’s performance as well as employee’s management for ensuring management system for playing a crucial role in the performance of the management (Griffin & Pustay,2012). The employees need to understand the importance of contribution in fulfilling the goals and objective of the company. Performance management understands the expectations of each and every employee and equally ascertaining required skills for fulfilling the objectives of the organizations. Performance management will be facilitating a cordial and harmonious relationship among the individual employee and line manager by empowerment and trust. Performance management will help in aligning and linking the goals and facilitating an effective communication all throughout the organization (Nel et al.,2014).  An effective implementation of performance management system will have number of advantages for the company, managers, and employees which will be depicted in the given table:

Company’s Benefit

Development in the performance of the company, loyalty, and retention in employee, improvement in the productivity, communication barriers needs to overcome, advantage in cost and clear accountability (Jiang et al.,2012).

Manager’s Benefit

Decreases conflicts and saves time as well as ensures consistency in the performance and maintains efficiency.

Employee’s Benefit

The expectation of the employee gets clarified, job accountability will be clarifying the self-assessment opportunity and contribution for improving the performance, promotes the satisfaction of job and clearly explains the career path

After clearly defining the goals, regular assessment of the performance of the company will help in fulfilling the corporate competencies and major skill gap in the development of the company. Performance management plays a huge role in the growth of the company. It will be clearly establishing a performance expectation which will involve the actions, result, and behavior. It will be helping the employees in getting an exact expectation of the jobs and will set standards which will be eliminating those jobs which are no longer in use. Regular coaching and feedback will be providing an advantage for diagnosing the issues at an initial stage, and a corrective action should be taken accordingly (Mathis et al.,2016).

Due to the economic crises in the Greece and presence of ISIS in the Middle East, there are some consequences which have occurred. But among them, one of the major effects that company is facing is the senior executives of the company are leaving the onsite. So for preventing it there are number of ways which are given below:

The competitive package needs to be offered – A proper research needs to before finalize the pay package for a particular job and role with relevant experience. Calculation of the salary should be done on a relevant level of competitiveness. Excluding the portion basic salary, the benefits package should have other benefits and rewards like life insurance, retirement saving plans, health insurance and leave policy. These benefits will be motivating the employee for willingly taking initiative in looking forward to other need and wants of the employee (Berman et al.,2015).

Offering more challenging task – High level performer will not want to limit the skills and knowledge in the entry level as well as day to day work. An easy task will make them realize that they are not utilizing their exact knowledge in the task. Instead of giving easy and less burden task given them tough, challenging and highly engaging task, which will also help them in going to higher level. This will be helping the employees in getting connected to the goals of the organization. When employees are capable of meeting the target and deadline, this will be making sense of flexibility and freedom and he will be feeling valuable for the company.

Healthy work culture – Each and every employee looks for better opportunity. If the company wants to keep the employee in the company, then he should be given new duties and responsibility and should be trained for equally performing in all the areas and department of the company. Regular meetings should take place between senior executives and other higher authority for having an open communication. An environment of freedom should be created, so that executive will be free to raise any issue inside the organization and can work feely (Hendry,2012).

Stay interviews needs to be replaced by exit interviews – to understand the reason of employees leaving the organization a stay interview needs to be conducted with the existing employees for understanding the ways of staying committed to the company. Executives should be asked ways to improve the workplace; any growth is occurring or not, a reason for leaving the company. After getting answers to the question, an analysis can be drawn on the areas of improvement and attention will be given to the top talent.

Convey the expectation – The company expectation needs to be laid forward for making them feel connected to the goal of the company. A clear and concise work policy will be keeping executive confident and satisfied with his performance. Communication is very important to keep the morale of the employee high (Dunning,2012).

Skilled executive – to keep the best employee in the team, mangers should show platform for getting promotion and achieve their personal goal. As a leader, a manager should support the growth of the employees; the training program should be arranged and engage them in social networking.

Performance management is one of the key components in the growth of the company, and moreover senior executive are the heads for managing the organization in a smooth way. Senior executives are the important person to complete the process of P & L.  P & L responsibility involves a process for monitoring assessing the income of the company (Oke,2016). In an organization, there is target which will be commonly referred to as the market. For running the company, one must be able to manage his duties and responsibilities for running the company. Most of the time executives become one of the major media for communicating with the customers of the company. Customers are the end user, whom the company is serving so they should be satisfied with their point. A senior executive is the contacting person with the customers and making a connection with the company. Senior executive helps the company in managing account ownership issues of the company. If an executive of accounts has failed to get approval from the account plan, his ownership will be getting forfeited to the other members in the same line. Each and every management decision will be getting affected by the decision of the senior executive. Navigation of the political landscape is the common role of the senior executive in the accounts. On an overall basis, it can be said that senior executives are the one who should be treated with the highest priority. A senior executive is a root of an organization.  

 Method of Performance Management

Figure 1 Method of Performance Management

Source: (Bennett & Ho,2014).

Selection criteria for managing and recruiting the team during the crisis management will be based on the three aspects of the individual which is a qualification, skills, and experience. All this section characteristic is described in detail are given as follows:

Skills – Few positions needs a very limited amount of skills, which do not need time to acquire. It depends on upon the nature of the industry and the organization working with the skills are required accordingly (Whetzel & Wheaton,2016). The given company for the case study is MiningCo so, according to the company the candidate getting hired should have all the skills necessary in the mining company. They should all features required in the professions of mining. Moreover, the company is going through a phase of crisis management, so the candidate getting hired should know all the tactics necessary for running the company in this situation.

Qualification – Qualification of the candidate presents a set of criteria to lay success for the employee and easily verified. The degree of high school and college will help in giving a guarantee of the level of education with written as well as oral communication skills. A technical degree will give recognition of professional qualification of the candidate. A postgraduate degree will be identifying the candidate with some special qualities. Only particular educational qualification will be recognizing the required qualification for the level of education. In few of the cases where a candidate does not have many qualifications will have certain specific skills which will be becoming the selection criteria for the candidates (Purce,2014).

Experience – Experience of the candidates will be depicting the application of education and skills in a practical way. The candidate with experience will have certainly had some extra and unique feature than the fresher. The mining company has culture and value, so candidates hired to have those qualities which will help to run the company in a better way. Hiring candidates after placing particular experience in the relevant field with the matching background will help in running companies working environment and culture. So, hiring an experienced candidate will be beneficial for the company (McPhail et al.,2012).

Hiring of candidate should be done in effective ways, which are given as follows:

Step 1: Identify the hirer – It is very important for the recruiter to hire a right candidate. Identifying the kind of candidate to be hired will help in avoiding miscommunication and confusion among the recruiter, employee, and manager in the organization. This will be including the designation and skills and role from various department as well the expectation for the candidates (Furusawa & Brewster,2016).

Step 2: Defining the parameters for evaluating candidate – Evaluation involve defining the criteria for and details of which are given below:

  • Basic necessity like location or structure of the previous company.
  • Throwing light to the necessary skills like non-technical or technical.
  • Further evaluating parameter like autonomy, communication skills, and decision making criteria.
  • Defining two to three extra parameters which will be putting weight on the other qualified candidate in the same field, which will become easy for the recruiter for hiring the perfect candidate.

Step 3: Defining the process of interview – This will be including the various step that will be needed for hiring the candidate with interview process are given as follows:

Screening – Screening will be done by two people who are recruiter and hiring manager.

Skill test – This step may or may not occur if candidate applying for the post are huge in number, then this step can take place. This step is nothing but one of the way of screening the candidates (Tonks,2012).

Interview – In this interview will be arranged in various ways for ensuring the right candidate to be hired. To make the right candidate to be hired will be included in this division:

Whether the candidate is culturally fit or not.

Whether the candidate is working in the team or not.

Whether the candidate will be honestly fulfilling his/her duty in the organization.

HR round – This will be the final round where one-on-one with the hiring manger is taking place. In this phase, the HR Manager will be totally opening the door of expectation from the company towards him. A comfortable environment needs to be created for fulfilling the expectation of the company (Nguyen et al.,2015).  

 Recruitment Process

Figure 2 Recruitment Process

Source: (Armstrong & Taylor 2014)

The company should move forward to have a global look at the performance management system, and objectives of the company should be fulfilled with the help of strategic initiatives. If the company has learned all the above process, then it will on the verge of knowing all the secrets of the company. A senior executive is the contacting person with the customers and making connection with the company. Senior executive helps the company in managing account ownership issues of the company. The hiring process of the candidate is one of the creative methods, which needs a lot of work, trust, and equality. The basic structure of hiring will be remaining same for all kind of candidates getting hired in the organization. Only change in the process in the step of final interview. Creation of proper hiring structure will be just breezing the entire process of hiring and interviewing the candidate.

Conclusion 

The report has clearly improved knowledge and skills in the field of strategic human resources management, motivation and performance management, organizational design, organizational behavior and culture, and ethics. As HR executive of the company, the decision has been given based on the interrelated scenarios of the company. The first case is based on introducing performance management for motivating staff of the given location and the how initiative will be proposed for moving forward with the decision. In the second case, the issue is with the isolated location which is operating as single entity, and there is very less staff rotation among them. Due to the economic crisis and rising impact of ISIS presence in the Middle East, some executives were living the onsite location. So, by that solution has been given. In the third case selection criteria, structure, format, and functions need to be discussed for rewarding the team of the crisis management under for managing the team of gaping emerges in the individual site. Finally, on the overall basis recommendation has been given.

Reference list

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.   

Ball, D., Geringer, M., Minor, M., & McNett, J. (2012). International business. McGraw-Hill Higher Education. 

Bennett, J. M., & Ho, D. S. (2014). Human resource management. InPROJECT MANAGEMENT FOR ENGINEERS (pp. 231-249).  

Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2015. Human resource management in public service: Paradoxes, processes, and problems. Sage Publications.

Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.  

Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge.  

Dunning, J. H. (2012). International Production and the Multinational Enterprise (RLE International Business). Routledge. 

Furusawa, M., & Brewster, C. (2016). IHRM and expatriation in Japanese MNCs: HRM practices and their impact on adjustment and job performance.Asia Pacific Journal of Human Resources.  

Griffin, R. W., & Pustay, M. W. (2012). International business. Pearson Higher Ed. 

Hendry, C. (2012). Human resource management. Routledge.  

Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal,55(6), 1264-1294.  

Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. (2016). Human resource management. Nelson Education. 

McPhail, R., Fisher, R., Harvey, M., & Moeller, M. (2012). Staffing the global organization:“Cultural nomads”. Human Resource Development Quarterly,23(2), 259-276. 

Nel, P.S., Werner, A., Botha, C., Du Plessies, A., Mey, M., Ngalo, O., Poisat, P. and Van Hoek, L., 2014. Human resources management. Oxford University Press Southern Africa.  

Nguyen, L. D., Kass, D., Mujtaba, B. G., & Tran, Q. H. (2015). Cross culture management: An examination on task, relationship and work overload stress orientations of German and Japanese working adults. American International Journal of Social Science, 4(1), 51-63.  

Oke, L. (2016). Human Resources Management. International Journal of Humanities and Cultural Studies (IJHCS)? ISSN 2356-5926, 1(4), 376-387.  

Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.

Snell, S. A., Morris, S. S., & Bohlander, G. W. (2015). Managing human resources. Nelson Education.  

Stahl, G. K., Björkman, I., & Morris, S. (Eds.). (2012). Handbook of research in international human resource management. Edward Elgar Publishing. 

Tonks, D. (2012). In what ways have the staffing trends of expatriates changed and how valuable are they to MNCs?. 

Whetzel, D. L., & Wheaton, G. R. (Eds.). (2016). Applied measurement: industrial psychology in human resources management. Routledge. 

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