As a human resource manager, it has to be ensured that the positions in the department of Management in Pak and Save is selected effectively so that it can ensure the successful running of an organization. Pak and Save is instrumental in providing everyday food along with groceries at a price that is low so that it can serve the interests of the consumers in New Zealand (Paknsave.co.nz., 2019). The human resource manager of Pak and Save would make use of technology that can help in attracting many qualified applications in the department of Management. Automation can act as solution to the many challenges that the human resource management of a company can face. The resume parser tool can be used by the human resources department of Pak and Save that can prove to be of immense help in extracting information from the resumes and in finding the right candidate for the discount food ware house chain within New Zealand. The human resource manager by making use of this tool can enter all the resumes from the web drive along with e-mail to the customs application that can be beneficial in finding the suitable candidates for the management position (Russell & Brannan, 2016). The human resource manager can connect to that of the document source by making use of Zapier along with Workato. The data would be pushed by the human resource manager with the help of Zapier in an easy manner. This plan is justified as it can help in hiring in the pro-active manner and it can also minimise cost pertaining to recruitment in Pak and Save. This process can help in getting best out of the data and the efficient use of the data. Automation can play an important role in the creation of a hiring process that is structured in Pak and Save.
The recruitment plan should create a job description that is strong which can help in drawing the right talent to Pak and Save. The management of Pak and Save would be responsible for thinking about new deals along with promotions that can help in increasing the popularity of Pak and Save. The job description for the role of management would focus on innovation that can help them in rising above the competitors. Social Media would also be used by the human resources department of Pak and Save that can help in posting the job on the right platform. Social media would be used by the human resource manager of Pak and Save in engaging with the candidates that can help the organization in getting hold of the right candidate who can help in bringing profits for the company. The posting for the job would be given on Linked In along with Face Book (Momin & Mishra, 2015). This method can be justified as it can help in bringing quality candidates to the interview. The job boards can be used by the company that can play an important role in finding the relevant candidates. It can act as a cost effective way that can help in building the right team for the management who can help in ensuring success of the organization. The website of the company Pak and Save can be optimised that can help in increasing the popularity of the website and increase the number of visitors to the website (Hussain, 2016). The candidates who would be selected in the position of Management should at first be shortlisted on the basis of qualification, experience and skill sets that can prove to be useful in relation to recruitment. Phone interviews should also be taken recourse to in selecting the right candidate in the position of Management.
Performance appraisal process can be undertaken in Pak and Save in relation to the position of Operations Manager that can help in meeting both the personal along with the organisational goals. The position description of the Operation Manager should be outlined that can help in establishing the standards in relation to the position. The organization chart should be used by Pak and Save that can be useful in seeing whether job fits into function that is performed by organization. The appraisal worksheet can prove to be effective in reviewing the position description of the manager and it can help in focussing on that of results achieved. There should be sample questions in relation to each factor of the management position and for the individual factor there should be examples that can be useful in illustrating the representative performance results (Dipboye, 2018). The performance appraisal would be based on whether the techniques that have been used by the manager has been able to determine the market potential. The best performance appraisal method is the one that takes place on the basis of production. The tracking should be on the basis of units that are made by the managers and on the basis of profit made by a firm. The results of the managers in Pak and Save can be tracked over certain amount of the time and it can then be compared against the average of the company. The annual revenue earned by Pak and Save can act as a metric that can help in ascertaining whether the operation manager has been able to deliver the results on the basis of expectation of the company (DeNisi & Murphy, 2017). This performance appraisal method can be justified as it can serve as basis that can help in changing the behaviour of the manager towards that of effective working habit. The operations manager of The Warehouse group in New Zealand are promoted with the help of performance appraisals based on production that has been able to help the company in earning revenue of NZ$ 57.1 million in the year 2015. This stands as an example that talks about the efficacy of performance appraisal method within an organisation.
There are performance appraisal method that can be made use of for providing effective job performance review. They can help in providing the proper amount of feedback to that of the workers who are in some position within Pak and Save. The appraisal method of 360 degree feedback can be justified as it provides chance to the employees where they can submit the views. It can play an important role in contributing towards that of the business goal (Tziner & Rabenu, 2018). The employees can be rated by the subordinates, peers along with clients in Pak and Save. A questionnaire can be prepared that comprise of aspects in relation to team work, goal orientation along with the quality of leadership and relevant people should be asked in the company to fill out the questionnaire in an anonymous manner. The feedback coming from both the subordinates along with the superiors can help in gauging the abilities of the operation manager that can act as crucial indicators for his performance appraisal. The 360 Degree Feedback was used by Fonterra Co-operative Group Limited that is a multinational dairy company in New Zealand that helped the company in earning revenue of NZ$ 19.232 billion in 2016-17 (Fonterra.com., 2019). This can be stated to be an example of the success of the performance appraisal method of 360 Degree Feedback.
Another performance evaluation technique that can be used in relation to Operations Manager is Competency on scale. The performance of an individual pertaining to different areas of the job duties can be graded by taking recourse to a scale (Iqbal, Akbar & Budhwar, 2015). Different kinds of criteria like productivity, team work, customer service along with safety are the various metrics based on which the performance appraisal of operations manager can be done. This performance appraisal method can be achieved by taking recourse to either letters or the numbers. The parameters can be marked from “unsatisfactory” to that of “outstanding” on the basis of performance of the operations manager.
References
DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress?. Journal of Applied Psychology, 102(3), 421.
Dipboye, R. L. (2018). Criterion Development, Performance Appraisal, and Feedback. In The Emerald Review of Industrial and Organizational Psychology (pp. 535-579). Emerald Publishing Limited.
Fonterra.com. (2019). Retrieved from https://www.fonterra.com/nz/en.html
Hussain, S. M. (2016). The recruitment process & procedures of BRAC International.
Iqbal, M. Z., Akbar, S., & Budhwar, P. (2015). Effectiveness of performance appraisal: An integrated framework. International Journal of Management Reviews, 17(4), 510-533.
Momin, W. Y. M., & Mishra, K. (2015). HR Analytics as a strategic workforce planning. IJAR, 1(4), 258-260.
Paknsave.co.nz. (2019). Home | PAK’nSAVE. Retrieved from https://www.paknsave.co.nz/
Russell, S., & Brannan, M. J. (2016). “Getting the Right People on the Bus”: Recruitment, selection and integration for the branded organization. European Management Journal, 34(2), 114-124.
Thewarehousegroup.co.nz. (2019). The Warehouse Group :: Home. Retrieved from https://www.thewarehousegroup.co.nz/
Tziner, A., & Rabenu, E. (2018). Ways to improve the performance appraisal system 2: Alternative strategies for assessing and evaluating performance. In Improving Performance Appraisal at Work. Edward Elgar Publishing.
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