A crucial component of an effective performance management system is the inclusion of explicit competencies that all members of the organization are expected to demonstrate. Performance appraisal is a method that can be utilized to measure one's performance, and while the design of the form may differ between organizations, five vital elements, including organizational competencies, job family competencies, key job responsibilities, projects and goals, and major achievements, should be present in all performance appraisal forms (Grote, 2002). HR plays a significant role in building strong connections with unions and implementing proactive policies to reduce the likelihood of union organization. Due to their historical ties from colonial times, some unions have become pawns in the hands of politicians.
Considering a certain situation, organizations have limited the involvement of trade unions to handling grievances and negotiating basic issues related to wages a
...nd job security. This has led to a relatively insignificant role of trade unions in organizations (Poole, 1999). To maintain favorable working relationships, HR can establish policies that promote good relations with unions. Creating policies that benefit the organization and prevent the emergence of unions can decrease the likelihood of unions forming.
The presentation discussed the impact of targeted activities on a small group within an organization, specifically baggage handlers. It highlighted how compensation can cause discontentment within an organization due to conflicting views between management and employees on the compensation structure. The presentation revealed that baggage handlers prefer cash benefits over non-cash benefits, while management aims to minimize cash payments and increase secondary benefits. It also emphasized the need to consider benefit ceilings at all times.
According to the presentation, a compensation plan that is transparen
and easily understood by employees is the best. It should adequately compensate them for their job while allowing room for improvement. Additionally, components should be included that motivate employees to go above and beyond. To convey a stringent policy on sexual harassment, an organization can impose rules and regulations and review them with employee cooperation. Managers should evaluate such situations dispassionately considering employee backgrounds and weigh all possible solutions before deciding.
The question of whether a performance appraisal system can be reproduced in another organization depends on the similarities between the two organizations. If the organizations are very similar, then the system can be replicated. However, if the organizations are different, then a specific performance appraisal system would be needed for each organization. References: Grote, R. C. (2002). Performance Appraisal: Question and Answer book.
New York-based AMACOM Div Management Association published Kerns, C. D.'s book, "Value-Centered Ethics: A Proactive System to Shape Ethical Behavior," in 2005.
The text enclosed in states that there are two books related to human resource management - "Human Resource Development Press" by New York and "Human Resource Management: Critical Perspectives on Business and Management" by M. Poole published by Routledge in New York.
Singer, P.'s A Companion To Ethics and Shaw, W.'s work are both published by Jones Blackwell Publishing located in New York in 1993.
According to Stahl (2004), Thomas Wadsworth published a book on Business Ethics in New York.
& Bjorkman, I. (2006) published the Handbook of Research in International Human Resource Management through Edward Edgar Publishing in New York.
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