Managing Employee Performance and Reward

Question: Discuss about the Managing Employee Performance and Reward. Answer: Introduction The role of the human resource management is much important in business. Especially, in order to gain the competitive advantage and establish the sustainable future, the human resource management has been maintaining the significant responsibilities. In this current globalised world, it is noticed that the business organisations undertake the effective strategies to strengthen the sustainable business position (Kooij et al., 2013). For example, business expansion is one of those fruitful strategies that can help the organisation in achieving the determined objectives. However, undertaking any change is not an easier process, as it includes the restructuring of different functionalities and managing the workforce. Hence, the efficient human resource department manages such changes by motivating the workforce and helping in management functionalities. The case study is highlighting that the hospital requires improving the human resource department for strengthening the sustainable posi tion. Accordingly, the study will focus on theory based concept related to the human resource management. The application of the proper theoretical description will help in identifying the necessary roles and responsibilities of HR management to establish the sustainable organisational position. Background of the Case Study The case study is based on the hospital, which is located in multiple sites of the geographically dispersed area in Australia. Almost 400 staffs are associated with the hospital in this multiple sites. It is noticed that even though the company has the payroll department, it lacks the proper human resource department and the senior HR manager. The CEO and the finance manager have been taking care of the job analysis, selection, recruitment, training, development, and performance measurement process (Kramar, 2014). It is quite obvious that the middle managers do not have the sufficient knowledge about the HRM process. Therefore, there is much occurrence of frequent errors, which are much challenging for the business. The industrial disputes and inconsistent application are harmful for maintaining the sustainable position of the organisation. In order to reduce such risks of staffs grievances, absenteeism, and turnover rates, the efficient HR practices are needed to be developed within the organisation. Therefore, the study will be focusing on the major roles and practices of HR management in order to develop the sustainable future for the hospital. Necessary Course of Action to Improve Human Resource Management Operations The relevant course of actions is necessary for improving the human resource management practices. Especially, it is noted that the middle managers are unable to manage the internal functionalities that are leading towards several disputes. Concentrating on such requirements, the human resource management requires participating in such process more actively. The relevant course of action that is needed to be taken into consideration is described further by discussing the theoretical model of HRM process. Guest Model of HRM In order to build the sustainable HRM system, the application of the proper theoretical concept is essential. The case scenario has been reflecting the potential issues with the inefficient HRM process. Hence, the application of the guest model will be helpful enough in resolving such issues with the human resource management system. Mr. David Guest introduced this model by concentrating on the HRM functionalities. As per the theoretical concept, it can be inferred that the establishment of the sustainable position of an organisation depends on the four major strategic outcomes (Guest, Paauwe Wright, 2012). Planning and Implementation High employee commitment High workforce flexibility and adaptability High quality workforce The maintenance of these four strategic outcomes will lead the organisation towards the sustainable position. The effective HR policies and the practices are the major approaches that can improve these areas and bring out the expected performance outcomes. The maintenance of the job consistency, high performance parameter, and improvisation of cost effectiveness is essential (Daniel, 2013). It is evident that if the human resource management can undertake such practices, it will be helpful enough in reducing the employee turnover, absence and grievances. However, it is necessary for the HRM department to recognise the actual business scenario and underlying issues (Stone, 2013). The recognition of the specific issues is much helpful in structuring the relevant activities. Hence, it is one of the most integral parts of the HRM process to identify the issues and manage the workforce with proper motivational factors. The continuous and frequent performance monitoring is also beneficial in such cases. The case study is highlighting the potential issues regarding the increasing number of employee turnover, grievances, and absenteeism rate (Ehnert Harry, 2012). The model is thus describing the procedure of resolving such issues through improving the credibility of the performance management. The application of such model determines the closer concentration on the issues to resolve them with proper decision making process. Key Features of Sustainable HR Capacity The efficient human resource management has to take the responsibility of managing the associates working in the organisation. It is evident that HR management takes the responsibility of managing people at workplace, recording the information regarding the recruitment and selection process, payroll, attendance, and motivational aspects. In most of the cases, it is noted that the human resource management maintains the major responsibility of motivating the workforce and bringing the performance efficiency (Longoni, Golini Cagliano, 2014). It is necessary for reducing the employee turnover rate and retaining the employees. However, as per the case study, it is noted that there are different departments of diversified work functionalities. However, there is the lack of proper human resource management, due to which the middle managers have to look after the selection and recruitment, training, retaining, and decreasing the turnover rate. Some of the recommendations are needed to be f ollowed in such regards. Recognising the identified challenges, the CEO of the hospital requires implementing several course of action. The application of theory and practices of effective human resource management process is depended on following aspects: Analysing Job Planning Manpower Needs and Recruiting Eligible People Performance Appraisal based on Employee Potentiality Training and Development Process Building effective communication Establishment of Employee Commitment Job Analysing and Recruiting People The human resource management initially needs to identify the job description. Once the human resource management recognises the job requirement and specifications, it becomes easier for them to divide the departments and structure the functionalities (Paill et al., 2014). For example, if the hospital requires recruiting the efficient health care staffs, the human resource management needs to concentrate on the selection and recruitment procedure by considering the job demands. On the other hand, it is even noted that the efficient health care staffs require proper guidance of performing the workplace functionalities. Accordingly, the human resource management requires focusing on proper training and guiding process. Hence, it is necessary to analyse the job at the initial stage before undertaking any relevant activity. The human resource management plays the most significant role in organisational planning process. When the HRM department recognises the actual needs of the working associates, the eligible and right people are needed to be recruited (Bratton Gold, 2012). If concentrated on this case study, it is recognised that the hospital authority requires the efficient health care personnel for increasing the quality of the health care services. Hence, the human resource management needs to select and recruit the people who are eligible to perform with proper efficiency. The association of the efficient health care professionals will improve the quality of the services in the hospital. Training and Development Another major responsibility of the human resource management is to facilitate the effective training and development sessions for the employees. According to Buller and McEvoy (2012), training is the effective process of increasing the knowledge and skills of the employees. The human resource management needs to undertake the proper actions regarding the training and development session (Thomas Galla, 2013). It is in fact serves as the motivational process for the employees to enhance their knowledge. If the hospital authority requires improving the quality of the health care services, it is important for the human resource management to undertake the proper training session. Performance Appraisal Performance appraisal is the systematic and periodic approaches based on employees excellence (Purce, 2014). The performance appraisal is essential process of motivating the employees in a significant manner. The human resource management needs to keep the data regarding the performance parameter of the employees (Shields et al., 2015). Based on the potentiality, the performance appraisal needs to take place. When the employees will receive the proper recognition from the organisation and performance appraisal facilities, it will decrease the employee turnover rate. Concentrating on the case scenario, it is noted that if the CEO can undertake such policies and practices, it will improve the human resource management operations. Establishment of Proper Communication The communication transparency is necessary to address the underlying issues and requirements. Similarly, in order to improve the practices of the human resource management operations, the establishment of the effective communication process (Alfes et al., 2013). When the human resource management is able to communicate with the associated employees regarding the organisational policies and practices, it will be helpful enough in identifying the underlying issues. Moreover, the human resource management will be able to recognise the necessary changes that can improve the organisational scenario (Zhang et al., 2015). In fact, it is noted that the hospital has been facing trouble with the inefficient management process and huge turnover rate. If the human resource management can establish the frequent and transparent communication process, it will be helpful enough in resolving the issues. Establishment of Employee Commitments Establishing the employee commitments is necessary to determine the higher productivity. The employee commitment is necessary to improve the organisational scenario. The human resource management is responsible in developing the employee commitments to ensure the higher productivity (Budhwar Debrah, 2013). The hospital authority has been facing the issues regarding the huge employee turnover and development process. Once the employee commitments are ensured, it will be effective enough to develop the productivity of the company. Recommendation The above discussion is following the aspect of building the efficient HRM process is focusing on the theoretical description. Recognising the underlying issues and the fundamentals of HRM process, the following recommendations can be provided to the CEO of the hospital. The effective communication process is necessary to understand the underlying issues. Once the issues are recognised, the HRM process can develop the proper functionalities to resolve the issues. For example, in order to improve the work quality of the employees, the company requires motivating the employees by communicating with them and understanding their requirements. Paying attention towards the performance parameter is essential. Monitoring the performance is essential to recognise the progressive attitude. Providing the training and development session will also be much helpful in improving the work productivity. Conclusion The study is based on the case scenario of First Hospital, which is based on Australia. The company faced the potential issues regarding the inefficient human resource management process. However, the application of Guest Model is determining the course of action that can be helpful enough in improving the HR operations. Accordingly, the application of the effective practices will be much helpful in resolving the issues with employee turnover, huge rate of absenteeism, and employee grievances. The communication transparency, training and development session, and performance monitoring process will be helpful enough in establishing the sustainable future of the company. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. 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. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Daniel, T. A. (2013). Executive Perceptions about the Effectiveness of HR.Employment Relations Today,40(2), 1-11. Ehnert, I., Harry, W. (2012). Recent developments and future prospects on sustainable human resource management: introduction to the special issue.Management revue, 221-238. Guest, D. E., Paauwe, J., Wright, P. (Eds.). (2012).HRM and performance: Achievements and challenges. John Wiley Sons. Kooij, D. T., Guest, D. E., Clinton, M., Knight, T., Jansen, P. G., Dikkers, J. S. (2013). How the impact of HR practices on employee well?being and performance changes with age.Human Resource Management Journal,23(1), 18-35. Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), 1069-1089. Longoni, A., Golini, R., Cagliano, R. (2014). The role of New Forms of Work Organization in developing sustainability strategies in operations.International journal of production economics,147, 147-160. Paill, P., Chen, Y., Boiral, O., Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study.Journal of Business Ethics,121(3), 451-466. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... Plimmer, G. (2015).Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Stone, R. J. (2013).Managing human resources. John Wiley and Sons. Thomas, L., Galla, C. (2013). Republished: Building a culture of safety through team training and engagement.Postgraduate medical journal,89(1053), 394-401. Zhang, M. M., Bartram, T., McNeil, N., Dowling, P. J. (2015). Towards a Research Agenda on the Sustainable and Socially Responsible Management of Agency Workers Through a Flexicurity Model of HRM.Journal of Business Ethics,127(3), 513-523.