Essays on Performance Evaluation

When the staff in an organization have objectives, they tend to be encouraged to work hard. When they get feedback regarding their progress, they become more motivated. Any ventures achievement is influenced by the presentation of the personnel. To estimate the performance of each member of staff and offer an opinion, it may be essential to develop a job assessment structure (André, 2008). A sporadic appraisal allows the employee recognize that which he/ she is doing well, and the areas that require improvement, and positively contribute to the accomplishment of strategic goals. Despite the fact that performance appraisals are ...

CHAPTER FOUR

Introduction This study will mainly focus on the ways that can be proposed so as to make the medical care provision of Russia be improved. The results that will be achieved from this research work will immensely contribute to the improved and much efficient health care provision in Russia.

Findings

Notably, the research methodology employed a mixture of both qualitative and quantitative analysis. We shall therefore look at the various prospects of Russian healthcare business in the global international healthcare market. Some of the most visible prospects and fragments that are the backbone of the healthcare sector include demographic issues, ...

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Abstract

The healthcare providers are focused to enhance the healthcare status in the country by means of remaining responsive towards the healthcare need of the nation. The public healthcare organizations address the healthcare need the residents at the national level by offering the effective healthcare services. The current paper has conducted the situational analysis by means of conducting PESTEL and SWOT analysis to assess the external and internal environment and it has been observed that Hamad Medical Corporation has the potential and resource to extend its healthcare services to address the wellbeing of the nation in a broader ...

Development of Performance and Reward Management system in Nokia

Performance and Reward Management are very critical functions of Human Resource Management especially in Multinational firms which employ a diverse workforce. The performance Management and Reward management systems in these organizations have to address country specific issues to make them more effective. Well formulated policies for performance and Reward Management achieve important HRM objectives such as motivation, employee satisfaction and loyalty and low employee turnover. However changing workplace environment and external factors necessitate that these policies are reviewed and reformulated regularly to keep them aligned with organizational strategies as well as external environment. Due to the global implications of ...

ContentsPage

Executive Summary 3 Introduction 4 Discussion 4 Conclusion 7

References 10

Executive Summary Quality education is not always equals to a higher budget. This kind of education can be achieved by maximizing the readily available resources and optimizing human resource skills, and using modern technology at human advantage. When environment and human resources, and modern technology are properly used, an excellent quality of education is possible without the fear of workers’ strike and student protests. This study wants to present a possibility of a cost less quality education among the leaders and administrators of St. Vincent Community College. It is a ...

Performance Management Process

Performance management is considered to be a continuous process that entails evaluating past performance, learning from it and identifying what can be done to enhance operation efficiency as well as add value for shareholders money. It is a process of planning, monitoring, and evaluating employee performance concerning his contribution to the organization to realize organization success (Robbins & Judge, 2013). An effective performance management strategy should mainly revolve around matters of accountability and directness. There are many elements to consider when to develop a robust performance management plan (Adler, 2011). Lumenpulse has gone a long way to establishing several mechanisms ...

Alpha Group

Consolidated financial statement of financial position for the year ended 31st December, 2015. Items £ (000) £ (000) Long-assets 2014 2015 Investment property, fair value 2500 2500 Property, plant, $ equipment 4324 4818 Total long-term assets 6824 7318 Current assets Cash 200 140 Cash equivalent 30 20 Trade receivables 1900 1200 Inventory 1000 1950 Dividends 100 190 Non-controlling interest share 120 150 Inventory, fair value cost to complete and sell 180 150 Total current assets 3530 3800 Total assets 10354 11118 Equity and liabilities Share capital 1500 1250 Retained earnings 1910 1000 Profits for the year 1000 1250 Dividends payables 100 190 ...

Examination of Performance Review Conflict

Examination of Performance Review Conflict Performance review conflict can create serious problems in the public sector. In reviewing an employee’s performance, the supervisor considers self-reported performance assessment, his/her observations of an employee’s work, and feedback from other supervisors and peers who had the opportunity to oversee or observe the work of the employee. However, ratings for each criterion depends, in part, on the subjective interpretation of the supervisor. Rater bias and favoritism based on gender, race, age, physical appearance or attractiveness, personality, and personal relations or interests may influence supervisor ratings. Evaluation results become the basis of ...

CLOSING CASE:

Teams Fuel Global Innovation at Whirlpool Cross functional team at Whirlpool Charles Jones came up with cross functional teams with his expertise and knowledge regarding the products that need maximum benefit at Whirlpool. He was actually hired to build a better and a global division that enhanced the cross functional teams, as such he was a Vice president of the company. there were reasons as such to select the cross functional team at Whirlpool because the design of the products matter and as such the new product development part has to be carried with some consequences that led to ...

4. Environmental Analysis 4.1. Operating Factors Some of the common goals in any restaurant regardless of size is the desire to make money, control food and labor cost and to retain employees . A restaurant is one of the toughest businesses to run successfully because of the long hours involved, the high turnover and the relatively low pay when compared to the number of hours. Therefore it is clear that human resource is a critical operating factor. An understanding of the nature of the market is also essential; factors like market saturation and market trends are critical to operating a ...

Introduction of staffing and Performance Appraisal in retail sector context

Staffing in Retail Sector Retail sectors constitute the part of the economic market made up of businesses that sell well to the final consumer. The ultimate or the final consumer is the client who buys goods for personal use and not for business use. The retail sector encompasses various kinds of shops such as small and medium-sized stores and kiosk, large department stores, supermarket chains, mail-order business as well as online businesses. Staffing is an integral and a core process within the retail industry. Staffing includes a range of activities followed in the acquiring and maintaining a human personnel. ...

Introduction

Research and practice have indicated that both managers and employees dislike performance appraisal. Due to this growing problem, performance appraisal has declined in popularity, especially for organizational managers who have to conduct the evaluations or be evaluated at the same time. One of the reasons why managers hate performance evaluation is the negative impacts it can create in an organization and potentially affect the achievement of the organizational goals. For instance, those on the receiving end of a performance appraisal process can develop a negative attitude towards other employees who were seemingly favored. They could also exhibit declined performance ...

1.1. The problem presented in the case was how the Chief Learning Officer (CLO) Tom Pederson, would transform the company by developing a strong company culture. Coming from a long history of struggles, employing talent of varying cultures to help get them thru the challenges they faced, the bank is now faced with the dilemma of how to merge these cultures to come up a with a unified organization. Pederson also had hesitations about the newly-implemented performance evaluation program, which is the first time employees are rated against the company’s vision and values. 1.2. As mentioned, one of ...

1.1. Early on, Dr. Vasella was able to identify that the company’s turnover rate is more than acceptable. It was becoming a problem for them to make people stay. He noted that it is not enough for the company to pay good money to their employees. They also must be able to solicit their commitment and drive for excellence at the same time. 1.2. One of the factors affecting this high turnover rate was the inability of the company to recognize talent for promotions within. By the time they do so, these potential senior executives were already on ...

Specifically, what functions did it (not) fulfill? Why?

Morgan Stanley (MS) is one of the leading investment banks in the United States. Since its founding in 1935 by Henry Morgan and Harold Stanley, the company has been transformed into a “One-Firm Company”. The company relied on its employees to achieve the transformation and present itself to its clients and the public in a unified manner. In the old appraisal system, only the managers of the firm evaluated the employees. In many cases, the evaluation would be done once a year. Many employees viewed the evaluations as unwelcome and awkward paperwork instead of perceiving them as crucial tools ...

Performance management is an important tool for the supervision of human resource in an organisation as it makes sure that the available scarce resources are utilised efficiently and effectively. The purpose of a performance management plan is to develop or design a planned, organised, systematic-wide methodology to process policy and performance measurement, evaluation and the enhancement of the health services being provided. According to Epstein and Manzoni, management control scholars have for a long time advocated for the alignment of strategy, structure, and systems that leads to a rise in a firm’s organisational performance standards needs to rise. ...

In tough economic situation many companies question the effectiveness of traditional processes, including the processes in HR area, as they tend to evaluate costs versus outcome more precisely. One of the processes which is commonly considered old-fashioned and requiring significant changes, is Performance Appraisal. Let’s try to define performance appraisal first. “An employee performance appraisal is a process—often combining both written and oral elements—whereby management evaluates and provides feedback on employee job performance, including steps to improve or redirect activities as needed” (Gale, 2012). As usual it is a regular formal process, however there is a ...

Introduction

Performance management refers to the continuous process of communication between the supervisors and the employees which take place throughout the year and are aimed at accomplishing the strategic objectives of an organization. It includes setting up objectives, clarifying expectations, identifying goals, providing feedback as well us reviewing results.

Part one

Government Sector The government through a particular agency laid unique management strategies to ensure higher performance of its sectors these strategies were as follows: It formulated pre-session development materials while still identifying key documents to be used for strategic planning. This paper was to be used as reference sources for these ...

Introduction

The human resource management function is an organization function whose main concern is to manage people within organizations focusing on the organization policies and systems (Siddiqui & Kleiner, 1998). Siddiqui & Kleiner (1998) argue that effective management of the human resources is essential to the success of the organization. Human resource management function is tasked to oversee the welfare of the employees’ administrative affairs in the organization. Traditionally, in the healthcare sector, the importance of the human resource management has not been fully appreciated (Kabene, Orchard, Howard, Soriano & Leduc, 2006). However, over the years, the benefit of the human resource in ...

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Introduction

There is a morale problem among staff members in Smiley Hospital that stems from incongruence in its jobs organization and performance evaluation system. Various aspects of management will be examined to find out what decisions and actions can be done to resolve the situation. They are goal setting, planning, motivation, mentoring, directing, leading and decision-making.

Managing in a Hospital

Because of the urgency of its mission, a hospital has one of the most stressful environments. Management’s role is to organize and supervise staff so that they can handle stress and perform effectively. High quality of service is required in ...

The most difficult areas of the Human Resource (HR) activities to collect information are the risk management and performance evaluation. Risks are inevitable within an organization and can hinder the business operations of a firm if not well managed. There are four risk areas in an organization with HR implications namely: operations, strategic, financial, and compliance ("Focus on the HR Risks That Matter Most"). Strategic risks can prevent a firm from achieving its strategic objectives. They include lack of succession plan, poor talent management, unethical behavior, and poor payment and compensation models among others. Operational risks deal with the ...

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Problem Description The Japanese IT joint-venture company has a large overseas office where 80% of its employees are locally hired. It has been observed since the start of the century that many young employees are leaving the company in disproportionate numbers in just after 3 years. The HR manager suspected that the reasons for leaving are rooted in the nature of these young people as members of a distinct generation called Generation X or Millennials (Bersin). In the exit interviews, it was discovered that these young people believe that they are not being compensated fairly based ...

Implementation of Compensation and Benefit System

Compensation relates to paying someone an amount or in kind in return for work done for you. In an organization, it refers to the sum an employer provides to its employee for doing the work. The compensation is rendered as a result of industry's trends, job description, competition from close substitutes, etc. A compensation package comprises of not only monetary payments but in-kinds also to have a claim on goods and services offered by the firm (Buhl, 1989). These benefits, as well as other non-compensation systems, are used to motivate employees and generate benefits from leveraging their capabilities in ...

Performance appraisal is an interaction between an employer and employee. The appraisal is a review where there is an evaluation of the employee’s performance and a discussion of the strengths and weakness of the employee. The assessment also identifies the opportunities where the employee needs to develop professionally. Performance evaluation is mostly done either quarterly or annually depending on what suits an organization best (Reda, 2010). The manager uses appraisal instruments to conduct and process the performance evaluation. The tools are such as the essay assessment form, checklist or MBO (Management by Objectives) method, critical incident technique, graphic ...

The Reason Managers Dislike Performance Evaluation

The first reason that the managers hate performance evaluation is because they are never willing to give feedback to their employees. The only time managers give performance feedback is at yearly performance appraisal meetings. Apart from this, managers argue that they disregard performance evaluation on an individual basis. Instead, they focus on team building and conduct performance evaluations accordingly. Research tells us that managers do not favor performance evaluation because employees feel that employer’s assessment is what determines their designation, compensation and employment benefits. In such cases, employees fail to give attention to their productivity at work. Rather, ...

Based on the various achievements, my dedication to the work I do, and the focus I have on this job, I think I have been able to accomplish a lot and that I deserve a promotion. There are various activities, and tasks that I have been able to undertake that have not only left me wondering, but have also put my ability to work at a higher level. Based on the capabilities and the achievements I have been able to bring to my organization, I feel proud of myself, and I feel that the work I do is part ...

Abstract

Budgeting has always and continues to play a crucial role in business planning. That is given its application is estimation of the future performance parameters. With that, the discussion explains the relation between the profit planning and the budgeting process. For that, budgeting has been identified as the basis of the estimates used not only in profit planning but also in business planning. Also, several benefits have been identified regarding the business planning and budgeting including that they form the key reference for the performance evaluation. Further, the discussion explains the role of a controllers regarding the reporting to ...

1. Introduction Oman Oil Company (OCC) is one of the biggest commercial organizations of Oman, undertaken by the Government of the country. The company was set up in 1966, headquartered in Muscat, Oman (Oman-oil.com, 2016). Pursuing the investment opportunities in oil and gas and other energy sectors, Oman Oil Company has become one of the leading companies of Sultanate of Oman. Identifying the investment opportunities both inside and outside the country, the company has developed an impressive HRM to manage the organizational operations affirmatively. The HRM of the organization supports the employees to deliver their best performance for organizational ...

The OH&S Policy of Riverside Electric is specifically designed to orient various stakeholders of the organization on the crucial standards and procedures that provide specific guidelines to prevent falls in the work setting; particularly focusing on general falls (walks and walking surface) and the use of the ladder and scaffolding . The organization is committed to ensure that the workplace abides by the standards posed by OSHA in terms of safety and avoiding injuries through falls.

- Appropriateness:

The policy is designed in a straightforward structure using comprehensible language that would be clearly understood by employees from different demographic ...

Introduction

Roberts (2003, p.89) argued that performance appraisal is a controversial management tool that provides answers to problems within the system design and administration of organizations. Majority of the organisations have adopted appraisal systems to enable it gauge employee performance in trying to boost morale, and reward them accordingly. However, despite the importance and popularity of the performance appraisal in organisations, its implementation and effectiveness have been controversial (Liu and Dong, 2012, pp. 150). In fact, some studies revealed that there are many performance appraisal systems that have completely failed to motivate employees to do a better job (Oh and Lewis, 2009, ...

- Introduction

1.1 Background developments

Traditionally, accounting standards have been developed by different countries on the basis of local legal, economical and cultural institutions frameworks (Elliott and Elliott, 2009, p. 158). As a result, the standard setting was very country specific. With the globalization process at work for the last 3-4 decades and increasing mobility of capital internationally accepted accounting standards have become necessary to facilitate cross border transactions and make financial reporting comparable between countries and companies thereby leading to a greater transparency for investors (Nobes, 2004). IASB has been set up as a private international standard setter with a mandate to create high quality accounting standards ...

Alex Gorsky is the CEO and Chair of the Johnson & Johnson Company. As the Chair of the Board Committee of the organization and CEO of the company, Gorsky has an influential, authoritative position in the organization. Effectiveness in leadership encompasses the overall leadership approach and structure employed by the leader, the enhancement of communication and the ability to manage crises in the organization. As a leader and manager of the company, Alex Gorsky attempts to promote effectiveness in his leadership in order to promote efficiency in the entire organization. Additionally, it is mandatory for him to strive for excellence ...

Introduction

While I was working for Pepsi Company, I experienced the Critical incident process of performance appraisal. The management of Pepsi Company took consideration of critical factors affecting us as the employees of the organization. The critical behaviors of the employees are monitored and recorded by employees. The supervisors of Pepsi record such incidents as they occur in order to make the analysis easy. I also experienced performance interviews in Pepsi Organization as the managers tried to determine our performance levels in various departments of operations and production. This appraisal tool also involved the identification of various problems in performance ...

Assignment 2: Avon Products

- Determination of Necessity for Change

Avon Company has a 122-year history and experienced fundamental changes. The Company was founded as a door-to-door bookseller distributing free samples of perfume as an additional bonus for the customers. As perfume samples drew more customers’ attention than books, the owner of the Company David H. McConnell founded California Perfume Company. The Company had become a successful global $8 billion cosmetics seller with 10% cumulative annual growth reached by 2005. Avon operated in forty countries receiving 79% of earnings from abroad having excellent financial results. However, the Company faced challenges connected with the decline of operational ...

Creating, describing and explaining the type of fictional public organization

The Paramute is a non-governmental organization in the United States of America that deals with assisting disabled people to lead better lifestyles. The organization was started in 1970 and has a staff of 450 people. It has offices in several States. This is because the organization seeks to provide services to grass-root levels so as to address the issues effectively. The organization depends on donor funding for it to run its operations. Although a young organization, Paramute has intentions to expand its operations to other countries.

The organization has however faced several challenges. Corruption and embezzlement of funds by the top managers ...

Valley Wide Utilities

Valley Wide Utilities is facing a lot of problems currently. Some of these problems are macro while others are micro in nature. One of the macro problems is that the company is financially inefficient as a result of its plan for expansion of its facilities. Another problem is that three years ago company implemented a performance evaluation method with the help of an outside consulting firm. There are some negative reactions towards this approach because it was not perceived as fair. Dissatisfaction among employees is one of the micro challenges faced by the company. As a result of dissatisfaction employees have threatened to ...

Introduction

Planning is an integral part of development and enhancement, and it is one of those aspects of an organization that associated specifically with the productivity and management of an entity. The process of planning itself has numerous elements found in it, and through all of these elements the entire process of planning would become effective that leads to organization productivity and workability of the employees (Armstrong & Cummins, 2011).

Strategies can be regarded as the heart of an organization, and no organization can survive for long without its heart. Planning initiatives can be taken for every department of an ...

Cejudo Cordoba, R. (2013). Making Sense Of Doing Wrong: On The Justification Of Compromise Decisions. Crítica , 45 (135), 29-53. Retrieved from http://eds.b.ebscohost.com.proxy-library.ashford.edu/eds/search/advanced

This paper holds that compromises are types of agreement and types of decision. Its major objectives are the following. First, is to identify the formal organization of compromise situations (CD), or dilemmas where some CD cannot be avoided that includes jeopardizing the integrity of the maker of the decisions. Second, that by the notions of Amartya Sen’s of the basic and compulsive judgments and create a CD in a condition of compromise that is justified be morally. It concludes that the justified compromise situations involve rationally justified moral regret that assists to bridge the gap between consequentialism and deontology, respectively.

Cohen, M. A. (2012). Empathy in Business Ethics Education. (C. MacDonald, & A. Marcoux, Eds.) Bus Ethics J Rev , 1 (18), 113–119. Retrieved from http://dx.doi.org/10.5840/jbee2012918.

...

- Give a brief description of your organization. How and when was it formed? What bases its operations? How is it performing?

Cambridge consultants has for more than 50 years taken a lead role in product development and technology solutions. Founded in 1960 by Tim Eiloart and David Southwarth with the goal of providing innovative product development and conception, for Technology Companies mainly based within Cambridge city set up by Cambridge University graduates. Cambridge consultants has active offices in the United Kingdom and United states, the company has expansionary plans to grow into the Asian market beginning with the opening of its Singapore office to serve the enormous and fiercely competitive Asian hi-tech manufacturers in countries like Australia and Japan. The company ...

Introduction

Performance Appraisal is a process of evaluating the performance of employees and their productivity in connection with certain predetermined goals and organizational objectives. Performance appraisal also measures other aspects of each of the employees including their organizational behavior, achievements, potential for improvement, strengths and weaknesses. Though performance appraisals are usually conducted on an annual basis, many companies are adopting the process of making evaluation on a quarterly basis. The objectives of performance assessment include 1) deciding and defining the performance goals, 2) evaluating the performance of the employees, 3) setting target bonus for various levels of performances and 4) giving rewards ...

Riverside Electric

Safety and Health Written Policy: Riverside Electric

1. Goals and Objectives 1.1 The goals of the Safety and Health Written Policy of Riverside Electric is to orient employees on the pertinent standards and procedures governing fall hazards in the work setting; 1.2 The written policy aims to provide information on crucial personnel who would be responsible for the training and for ensuring that these procedures are clearly understood, communicated, and appropriately adhered to by all employees; 1.3 The objective of the written policy is to ensure that Riverside Electric conforms with the standards proposed and recommended ...

- Use of ratios in performance evaluation

Ratios provide an evaluation platform for companies. Through calculation of ratios, firms have two to three options for evaluation. The options involve a set of conditions that make the use of ratios possible. This is because ratios only play a comparison role and cannot be used in isolation. They have to be applied together with a set of other ratios to make comparison hence deduce information that enables performance evaluation.

The first option in using ratios involves the application of ratios together with industrial ratios of the firm’s industry. Often, the industry in which the firm operates in have industrial ratios. ...

Performance appraisal

A

The three points of concern in the current evaluation form is how personal characteristics and relation with other co-workers was manipulated so as to be seen as a weakness on the side of the engineer. Another point of concern is the tentative decision where friendliness was considered in the evaluation to show the engineer is unfriendly and that he cannot associate and socialize well with other workers in the company (Werther & Keith, 2000). The attitude of was another point of concern in the evaluation form. It was rated to suggest that the engineer is not attentive when the ...

Executive Summary

Organizational architecture determines how efficient or inefficient an organization is. An organization has to adopt a harmonized mix of the three core elements of organization architecture. The reward system, assignment of decision rights, and the performance evaluation criteria should display quantitative and qualitative balance. The ability to balance the above three elements brings about success in all organizations. When an organization’s architecture is continuously updated, it is in a perfect condition to respond to market shocks like competition and technological changes. The rate at which an organization successfully alters its architecture in response to market shocks directly influences its ...

Armco Inc. was the sixth largest steel manufacturer in the United States at the end of 1990 and employed about a thousand employees in its production facilities. Being in a labour and capital intensive and declining industry with low margins meant that managers at Armco had to be very careful with their spending to stay competitive. Part of the plan to stave competition was to produce higher quality goods and raise employee performance with incentives programs based on employee responsibility and historical performance. The old method of performance evaluation was based on ‘Cost Above’ system, a plan that summed up the ...

IHRM

Introduction Firms that do not have the quality human resource face challenges in managing its operations globally and in attracting quality human resource (Farndale, Scullion, and Sparrow, 2010). Therefore it is critical for firms to manage their human resource. For this reason, the practices of human resource management are decisive in the success of the organization. As firms expand their operations to different countries, organizations have to consider a lot more factors than they have to when they are managing an organization that operates in only one country (Adler, 2002). Therefore, the role of international human resource management practices ...

a. Purpose of Managerial Accounting Managerial accounting is the process of preparing accounts and management reports that provide timely and accurate statistical and financial information. Managers require such information in making short and long term decisions (Wild, Shaw and Chiappetta, 2013). Unlike financial accounting that produces annual reports used by external stakeholders, management accounting generates reports means for an internal audience and use. The objective of management accounting is to improve on the effectiveness of both control functions and management planning. Management accounting serves four functions; cost control, cost evaluation, management planning and performance evaluation. It provides ...

Introduction

Recently, the role of a managerial accountant is widely discussed in the scholars. Johnson and Kaplan (1991) argue that management accounting is “too late, too aggregated, and too distorted to be relevant for managers’ planning and control decisions” (1). Haedr (2012) considered the mediation effect of management accounting information on motivation using contingency theory stating that “MAI usefulness accounts for a full (i.e. complete) mediation effect only on the relationship between centralization and MCS effectiveness.” (n.p.). As the number of views cannot present a unified opinion on the matter, the purpose of the current paper to reveal whether the functions of the ...

“Budgetary control is part of overall organisation control and is concerned primarily with the control of performance. The use of budgetary control in performance management has of late taken on greater importance especially as a more integrative control mechanism for the organisation”. Critically evaluate this claim, supporting your discussion with both theoretical arguments and practical examples.

Introduction

The primary objective of budgetary control is to plan and control an organization’s activities in the short-term as opposed to the long-term corporate and strategic planning with broad objectives. While the short-term plan may be for the objectives for the subsequent accounting year, ...

Riordan Manufacturing, the international plastics manufacturer, employs about 550 people with planned annual earnings of $46 billion. Riordan Industries, a Fortune 1000 enterprise with revenues in excess of $1 billion, owns the manufacturing company. Riordan’s manufacturing is separated into the following three groups: plastic beverage containers made in Albany, Georgia; normally prepared plastic parts in Pontiac, Michigan; and plastic fan parts made ​​in Hangzhou, China. With the goods being produced at the different parts of the world and different makes, Riordan’s major clients are motorized parts producers, aircraft builders, the U.S. Department of Defense, beverage bottlers and creators, ...

Introduction

Organizations derive increased productivity from workers when they are properly developed in their capacity to execute their job functions effectively. This development is attained through workers training. Training can be on the job or off the job. A designed training scheme for any organization should aim at ensuring that individual workers job needs are fashioned into the program. Small business organizations, with their limited resources, can still build up training schemes to make their workers more effective on their job. Innocent Drink is a small organization that manufactures different brands of beverages and soft drinks. Innocent Drinks organization began ...

Q1: The four cycles of HR are: acquisition, development, maintenance, and separation . Acquisition is also one of the relevant functions of HR which directly affects HRM. Acquisition involves recruitment, screening, and placement of applicants for positions that are vacant in the organization. Thus, the ability of HR personnel to locate candidates that perfectly match the needs and requirements of the organization as defined in the job description would determine the level of effectiveness in the HRM system. Development is also a function of HRM that involves training of personnel and identifying opportunities for promotions and earmarking career paths. This ...

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Executive Summary

The current discourse presents an analysis of the problems encountered by Newlands, a hospital located Ireland. Case facts revealed that Newlands’ staff had been accustomed to the way they do things and are reported to exhibit reluctance to change. However, recent developments in the external environment, including the Regional Health Board’s requirement for level 4 qualification necessitate urgent improvements. As such, through the request of the CEO and the Board of Directors, the report details the problem encountered, the alternative courses of action, as well as the recommended ...

Career Development

It is clear that employee turnover within an organization is mainly a big challenge to managers since they cannot find their efficient replacement. It is evident that, employee turnover slows down organizational growth because of the loss experienced workforce. Moreover, new employees need time in order to adjust in a new environment. Therefore, the management of an organization prefers to keep employees in the same position rather than employing new employees since employee turnover slows down the growth of the organization. It is important for an organization to have in place mechanisms that prevent the employees’ desire to seek greener pastures. ...

- Methods used by Enron to manipulate accounting figures The fall of Enron was one of the highly publicised corporate failures. The directors of the company manipulated the financial statements of the company to mislead users of accounting information. The methods used by the firm included mark-to-market and off-balance sheet financing as well as interference with auditor independence.

Mark-to-market accounting

Enron changed its revenue recognition policy from the traditional revenue recognition principle to mark-to-market accounting. As an energy company, Enron’s incomes were derived from mainly the sale of natural gas. As a practice, Enron entered into several long-term contracts with ...

Human Resource Director

Job Description of Human Resource Director Human resource director plans, designs, as well as executes human resources policies and programs for compensation, benefits, health and safety, staffing, training, and employee relations. The position needs a bachelor’s degree within related fields; moreover, at least seven years of work experience within the human resources management field. Human resource director requires a broad degree of latitude and creativity. The candidate must be familiar with practices, procedures, and concepts of the field. Depends on experience as well as judgment to plan as well as accomplish objectives. Human resource director executes numerous tasks like ...

Abstract

Customers complaining of waiting too long to get served and poor quality service in removing stains and pressing items indicate that employees are not well motivated at the store. The plan to improve motivation at the store will involve setting performance goals. Employees’ results will be regularly reviewed, and feedback provided accordingly. Each section will have a head responsible for the performance of employees. Achievement of performance targets will attract both financial and non-financial rewards. Establishing a proper record system as well as finances from the top management will support the plan.

Motivation issue

There seems to be a motivation problem on the employees ...

Annual performance evaluations are often regarded as essential components of employee development. The mentioned performance review is prevalently geared towards balanced assessment of an employee’s performance coupled with fairness. Notably, employee evaluations elicited myriad concerns on the relevant systems that efficient and effective employee appraisal would rely on. The paper seeks to establish the relevant means of implementing effective performance evaluation processes. Prevalently, the mid-sized manufacturing plant initially based the evaluation on friendliness of an employee. The item of friendliness came to practice when the manager considerably awarded a medium rating on that scale. The evaluation emanated because ...

Values, morals, and ethics have become quite important these days as employees concerns have gained equal importance as organizational policies and objectives. Decisions in human resource management do affect jobs of employees and future prospects, and managers frequently face ethical dilemmas and moral concerns. This paper describes ethical and moral unease that leaders face in performance evaluations. The author has also discussed the application of ethically responsible management practices in performing assessments. The biggest dilemma with evaluations is that they are subjective and managers, often, tend to mix personal feelings while conducting evaluations. Theoretically, measurement should be based ...

Organizations are groups of people who work closely together with an aim to attain some purpose i.e. they have a collective sense of purpose. Behavior, on the other hand, is the response of a person or people to an action, environment, an individual or a specific event. Organizational behavior is the study of how staff members of the organization think, respond, act and feel within the confines of the organization (Stone & Marsden, 2001). Workplace practices influence prospective of human capital. Human capital entails workers skills; knowledge and other abilities that provide competitive advantage by helping uncover opportunities and reduce threats. The study ...