HR Strategy For The High Performing Business assignment essay

Question: Dicuss about the Report on HR Strategy For The High Performing Business? Answer: The best Human Resource strategies regarding the performance of the management system The meanings of strategies are the choices and actions made by an organization to fulfill its future development (Eigenhuis, Dijk Eigenhuis, 2008). The two best strategies of Human Resource are Loyal Soldier and Committed Expert. The hiring as well as retaining of employees who are loyal to the company is emphasized by the loyal soldier. The employees perform any kind of task according to the order of the company. The main reason behind this strategy is employees of the organizations have huge roles and perform a variety of different tasks. In most of the organizations, efficient job roles are being provided to the company professionals and staffs because they are skilled and experienced. So, it gives encouragement to perform well (Falcone, 2010). On the other hand, the performance evaluation of the committee expert human resource strategy is designed to balance competition and cooperation between the workers of the company. They also receive durable training for the development of their strong skill. This strategy also includes a good advantageous profit to the employees. The reason behind selecting the objectives of the new system The objectives of the new system are utilized to facilitate change of performance. The organization modified from subjective appraisal system regarding performance to more objective rating method. These rating systems are more concerned with the behavior as well as actions of the employees (Werner, 2014). The change from old to new system of the organization is good because the utilization of the behavior-based scale overcome the errors of the employees. As a result of this, the errors are checked and reviewed properly which helps to maintain the proper flow of projects. The performance regarding the evaluation of the employee is done once in a year. Here, the main advantage of the employee is that they can perform their job according to their capabilities and skills. For example, the new system strategy maintains cooperation between the employees and helps each other according to their skills. The changes are done to maintain a competitive environment between the employees as they p ut their best effort with an expectation to get awards from the organization. Therefore, the organization is able to make the development of the future. Time to time training also helps the employees to increase their employment skills and knowledge. The certain ratings of the organization In order to provide general ratings on the employee's performance organization are using different types of ratings formats such as narrative ratings, graphics ratings and forced ratings. Narrative ratings This is one of the major rating factors which influence the supervisor to ask other raters to provide a written description of employee performance. For an example, a professor can draw a character report of a leaner by evaluating its performance. Moreover, with the help of proper monitoring a person can write a report of individual people. On the other hand, the narrative ratings conclude some useful benefits that enhance tailored specific descriptions, various aspects of performance with perhaps unique (Cole Cooley, 2014). However, a stock analyst has some effective responsibilities with specific sets of goals and circumstances that may not applicable in the case of another analyst. Moreover, this narrative rating enhances an opportunity to make comments and evolutions that reflect the analyst. In addition, those comments can be used to improve the performance. Graphics ratings The graphics rating scales are generally used as the most common ratings formats. With the help of these graphics ratings, raters can provide a numerical rating numbers that include different dimensions of work performance (Buckingham, 2007). On the other hand, either outcomes or behaviors are influenced by measurements of graphical ratings. For an example, a scale that may include three categories such as low performance (1), average performance (2) and excellent performance (3). The rater is asked to place the employee in above mentioned ratings scale. Forced rankings Apart from above ratings, the forced rankings where a rater is asked to rank all employees. For an example, an office manager asked a rater to make all five office secretaries in a rank format according to their work performance. Moreover, the forced rankings enhance a tendency and provide a clear guidance to the organization that should promote and rewarded for performance to an employee. Moreover, forced ranking encourage employees to compete with each other in order to achieve individual targets. The strengths and weaknesses In the new system, main strengths are employee satisfaction, active communication, and customer satisfaction. The management trained their employees to become skilled. The customers are very satisfied with services. Talking about the weakness of process, organization did not pay attention to the employee recruitment process. Moreover, the management did not meet the needs of clients. As a result, many clients complained against the organization (Smither London, 2009). References Eigenhuis, A., Dijk, R., Eigenhuis, A. (2008). Hr Strategy For The High Performing Business. London: Kogan Page. Falcone, P. (2010). 101 sample write-ups for documenting employee performance problems. New York: American Management Association/Society for Human Resource Management. Werner, J. (2014). Human Resource Development Human Resource Management: So What Is It?. Human Resource Development Quarterly, 25(2), 127-139. https://dx.doi.org/10.1002/hrdq.21188 Buckingham, M. (2007). Go put your strengths to work. New York: Free Press. Cole, H., Cooley, T. (2014). Rating agencies. Cambridge, Mass.: National Bureau of Economic Research. Smither, J., London, M. (2009). Performance management. San Francisco: Jossey-Bass.