This report is totally focused on improving the process of the company with the help of HR general manager capability to handle. This report is also focused on the feedback section related to 360 degree performance appraisal system implementation.
Objective and responsibility of HR general manager and bench mark to evaluate performance
Being a HR general manager of Austrian Hardware Company, one of the main objectives must be to building quality employees for the organization in order to achieve growth in both aspects financially as well as operationally (Hutchinson & Purcell, 2010). Another object of the HR general manager must be to develop policies which are in favor of both employees as well as employers. Here, the company will make use of 360 performance appraisal systems to monitor the performance of General HR manager which will include feedback from peers, subordinates, employees as well as customers (Guest & Conway, 2011).
Performance from Bench mark
After assessing myself on this 360 degree performance appraisal, I came to known about my various strength and weakness related to competency (Espinilla, de Andrés, Martínez & Martínez, 2013). I came to know that I am above average in team work and even my adopting skill related to changing environment is also above average. I came to know that I am good in decision making and even leadership skills are well organize and many more (Maylett, 2009). But when it comes to weakness, I also came to know that I am weak in analytical thinking as well as relationship building.
Feedback from team member, client and manager on 360 degree performance appraisal
Team member- As per team member’s feedback, I am extremely good in leadership skill and is able to distribute work among all the team members in organized way. I am good in motivating my team members.
Manager- As per manager’s feedback, I am able to take proper decisions but I have to work hard on my analytical skills. I am good in adopting changes with high ethical moral values for work and organization.
Client – As per client feedback, I am able to communicate my message clearly and is able to convey all the required information as per the demand. But in relationship building I am able to connect the client only for short time.
Australian Hardware Company is a manufacture of metal products like hardware, so the objective of the company is mainly related to the sales of the company (Christian, Garza & Slaughter, 2011). From the related feedback, I am able to understand that I am actually working on the track of meeting all the objectives of the company by supporting team work, creative decision making, developing staff and introducing leadership sense but still there are few thing on which I have to work hard so that I can convert them in to opportunity which will help the organization to achieve growth such as relationship building with clients.
Work objective
Being the HR general manager of Australian Hardware Company, my main objective is to keep my employees motivate by offering them equal opportunity to prove their efficiency because these are the assets which everyone cannot buy and set long in the form of mission as well as short term goal in the form of targets which will be related with the companies goal.
The Australian Hardware Company must focus on the lean work standards in order to create a work environment which is full of innovation, creativity and supports resource optimization so that waste reduction can be applied in the form of Poke Yoke along with continuous improvement which means continuous small improvement in order to create safe work conditions for employees.
Feed back
Methods used to evaluate personal performance
Performance data – It is actually data which provides required statistics which is used to measure main performance indicators that helps in managing information which are extremely helpful in decision making related to improvement.
Observation – It is a tool in the hands of the manager by which a close monitoring can done on the performance of the employees.
360 degrees feedback – It is a process of analyzing the performance of the person through feedback from his/her colleagues, subordinates and peers as well.
Other methods of feedback
There are various types of feedback, one of them is constructive feedback in which all the information is specifies, focused and organized in the form of positive or negative feedback (Suarez, Kravtsov & Prucnal, 2011). Another is praise in which the person is being motivate with positive triggers related to self-esteem and confidence. Another is criticism in which the person is made feel low through negative statements about their opinion, behaviour or their actions.
Self- assessment
Yes, I am able to meet all the objectives of my work because i have suggest for implementing the lean process in the business process which will help the company to achieve effectiveness in their operation by optimizing the available resources in more effective way (Sundström, 2008). Yes, I have maintain all the standard which are important from work point of view because standard decides the quality of the product. The feedback has revel two areas of concerns which are actually my weak zones. One is analytical thinking and other is relationship building. In order to improve myself I have to work hard on both these weakness and will convert in to my future strengths.
Area of improvement
Being an HR general manager of Australian Hardware company, I have to main focus on my relationship building part in order to form a strong bond not only with my employees but also with the suppliers, shareholders as well as client of the company and try to convert it in one cluster group in which each participant will support each other towards lean process with the help of effective communication among all the members. I also have to focus on my analytical skills in order to understand the risk related to the new markets relate to our products in terms of numbers because in present time every single aspects if related to numbers which acts as answer for each question.
Organization requirement
Australian Hardware Company follows a procedure in order to identify and report area of improvement by first conducting a general meeting in which management discuss on the data which is being collected at the end of the year and try to find out the relevance issues (Garvin, Edmondson & Gino, 2008). Then it discuss these issues with the managers in order to find out the team who has the capability of solving these issue and after that a monitoring team is involve to ensure that these issue will not occur again with the help of performance check system. To monitor and plan task in future company will use program management software as well as Resource management software.
Conclusion
We cannot bring any improvement in any company until we are not aware about the area of improvement in that particular company. As per study we cannot improve if we cannot measure and hence 360 degree performance appraisal system will act as standard for measuring performance of employees, suppliers as well as managers.
Reference
Guest, D., & Conway, N. (2011). The impact of HR practices, HR effectiveness and a ‘strong HR system’on organisational outcomes: a stakeholder perspective. The international journal of human resource management, 22(8), 1686-1702.
Hutchinson, S., & Purcell, J. (2010). Managing ward managers for roles in HRM in the NHS: overworked and under?resourced. Human Resource Management Journal, 20(4), 357-374.
Espinilla, M., de Andrés, R., Martínez, F. J., & Martínez, L. (2013). A 360-degree performance appraisal model dealing with heterogeneous information and dependent criteria. Information Sciences, 222, 459-471.
Maylett, T. (2009). 360-degree feedback revisited: The transition from development to appraisal. Compensation & Benefits Review, 41(5), 52-59.
Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel psychology, 64(1), 89-136.
Suarez, J., Kravtsov, K., & Prucnal, P. R. (2011). Methods of feedback control for adaptive counter-phase optical interference cancellation. IEEE Transactions on Instrumentation and Measurement, 60(2), 598-607.
Sundström, A. (2008). Self-assessment of driving skill–A review from a measurement perspective. Transportation Research Part F: Traffic Psychology and Behaviour, 11(1), 1-9.
Garvin, D. A., Edmondson, A. C., & Gino, F. (2008). Is yours a learning organization?. Harvard business review, 86(3), 109.
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