The paper is meant to give a discussion on the contribution made by various business stakeholders in the creation of a positive culturally sensitive working environment. The paper focuses on three groups of business stakeholders i.e. employees, line manager, and the HR department. The paper will provide knowledge that is necessary for application in the working field.
In today’s world, the business field is very competitive and any business needs to develop strategies that will enable it to be an effective competitor in its field. Among the business fields, human resource management has proofed to be among the most effective in enhancing business growth. Human resource management is significant in any business since it determines whether an employee fits in the position awarded by the organization and the conduct of employees in the organization (Burma, 2014). As a result, it enhances business organization and fitness of employees in their various positions. In return, there is a good working environment in the business organization. This is contributed to by the confidence created in the employees after they have fitted in the business field. They devote their energy to showing how effective they are in their respective positions. This leads to a significant growth to the business. The paper reviews factors involved in performance management and the strategies to review individual performance. It also gives an insight into factors that contribute to a positive working environment.
Performance management is a strategically integrated process that ensures the success of an organization by improving the performance of employees (Mustafa, 2013). The strategies are often developed by the HR department of the organization. They establish the targets and define the roles that employees are to play in their achievement. The HR department also focuses on improving the capabilities of the employees i.e. skills, behavior and employees performance. Through performance management the HR department sets business goals, determine the performance and evaluate of employees work. The strategies effectiveness always depends on their implementation process by the line managers (Terhalle, 2009). The line managers enforce the HR recommendations and monitor the employees’ commitment to their responsibilities. The line managers then give the feedback on employee performance, sights the need to improve the employee’s standards and also recommend for the awarding of employees with an outstanding performance. Performance management has several advantages to both the employee and the organization. The benefits include; one performance management ensures consistency in the business. Through performance management, the business is able to monitor the employees who are to be promoted in the various business fields. This is usually based on the employee’s performance. In addition, the business is able to decide on transfers and disciplinary action to employees who are underperforming. The line managers can also recommend training for employees to improve their standards. Secondly, the management helps in creating motivation among the employees through the awarding of those with outstanding performance (MEAadmin, 2015). The management also aids in developing responsible character among the employees. Lastly, the evaluation helps in the development of the employee’s experience and effectiveness since training are recommended whenever their standards do not meet the expectation of the employer.
The strategy is a plan that is developed with a vision of the future performance of the business. The strategy development is based on the current business challenges and is aimed at finding a solution to the challenges. As a result, the HR department develops new ideas to be executed by the employees (Abduli, 2013). The developed ideas are expected to solve the challenges facing the business and to make it more competitive. The challenges are usually raised by the line manager. In return, he is involved in the discussion of the new ideas that are innovative. The HR department and the line manager develop principles that will ensure the success of the new practices. The line managers have the responsibility of ensuring the execution of the practices by the employees. The enforcement is aimed at realizing the positive impact of the changes made in the business performance. The strategy also helps in the development of a conceptual framework of individual work performance. The framework serves as a guide to understanding the requirement for individual performance. Lastly, the HR department should develop a strategy where the expectations for every employee are specified. The strategy should include a description of the expected results from the employees and should illustrate how a given task should be handled. It should also include the ways through which the task performance will be evaluated. This guides the line manager on how to carry out the evaluation process. In the development of the performance strategy, the business should put some factors into consideration. The factors are identifying applicable performance factors and identifying essential job functions (UCR Human Resources, 2016).
In any business, the working environment is an important factor that determines the business performance. In the presence of a conducive working climate, there is a guarantee of increased productivity (Adecco Group Asia, 2015). There is, therefore, a need for any business to create a good working environment for it to realize its goals. Among the ways, an organization can achieve the environment include; one having the right people for the right position. The HR department is responsible for developing recruitment strategies that help recruit the best people for the business positions (Balasubramanian, 2014). The business should utilize the HR department to help fit the right people in the right positions. Also, the people’s efficiency for the various posts can be done through the performance evaluation based on the line manager’s recommendations. In case an employee does not feel okay with the position awarded the line manager can recommend for a transfer. Position fitness creates satisfaction among the employees motivating them to meet their responsibilities in the business development. Secondly, the business can empower their employees by encouraging them to work according to their knowledge and abilities. The employees do feel motivated and work hard to achieving their responsibilities since no pressure is being mounted on them. The business should also ensure the availability of the resources needed by the employees in order to perform their duties (Sarode & Shirsath, 2014). This ensures the proper functioning of the employees and increased productivity. The working tools should be worker-friendly which creates comfort for the employee during their working process. The satisfaction gained from the working tools motivates the worker delivery. It also helps reduce the chances of injury to the employee. Lastly, the line manager should recommend the awarding of employees whose performance is outstanding. As a result, employers do strive to make a significant improvement in their fields so that they can be rewarded and gain recognition. In return, there is increased productivity as a result of the motivated environment.
Business development is a key goal for any business and strategies should be developed towards its attainment. Businesses should consider the human resource management sector as a major segment in the business development. This consideration should be based on increasing the business productivity and ensuring the responsibility of all business stakeholders. To achieve these businesses should consider undertaking of performance management. In return increased productivity will be realized that will lead to the business growth following increased profits. Also, the business should consider creating a worker-friendly environment that will ensure commitment by the business stakeholders. The environment also ensures that there is a positive relationship between the stakeholders and the business administration (Pravamayee, 2014). This ensures that the organization caters for the employee’s demand and in return, the employees deliver as expected of them. Also, a positive relationship gives the employees a chance to give their ideas that may lead to business growth. This makes them feel that they are significant in the business.
References
Abduli, S. (2013). The role of human resources in performance management of SMEs: The case of the Republic of Macedonia. International journal of academic research in business and social sciences, Vol. 3 Issue 4. Pp. 223-236. Retrieved October 02, 2018 from www.hrmars.com/journals
Adecco Group Asia. (2015). Creating a healthy, efficient and positive working environment. Pp. 1-4.Retrieved October 02, 2018 from Adecco-asia.com
Balasubramanian, K. (2014). The significance of recruiting in an organization. Global journal of finance and management, Vol. 6. Issue 8. Pp. 735-738
Burma, A. (2014). Human resource management and its importance for today’s organizations. International journal of education and social science, Vol. 1 Issue 2. Pp. 85-94. Retrieved October 02, 2018 from www.ripknet.org
MEAadmin. (2015). Employees want better work-life balance in 2015, survey shows. Retrieved October 02, 2018 from https://www.meainfo.org/blog/benefits/
Mustafa, S. (2013). Key factors in performance management. HAMK University of applied sciences. Pp. 1-40. Retrieved October 02, 2018 from https://www.thesius.fi
Pravamayee, S. (2014). Strategy to develop an effective workplace environment. International journal of language and linguistics, Vol. 1 Issue 1. Pp 57-61
Sarode, P. &Shirsath, M. (2014). The factors affecting employee work environment & its relation to employee productivity. International journal of science and research, Vol. 3 Issue 11. Pp. 2735- 2737. Retrieved October 02, 2018 from www.ijsr.net
Terhalle, M. (2009). Line managers as implementers of HRM: The effects of line managers’ limitations on their HRM implementation effectiveness. Pp. 1-72. Retrieved October 02, 2018 from https://www.essay.utwente.nl
UCR Human Resources. (2015). Supervisors guide to performance appraisals. Pp. 1-15. Retrieved October 02, 2018 from hr.ucr.edu
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