Management Compensation Systems In Central

HRM implications – how might HR have to operate differently?

Discuss about the Management Compensation Systems in Central.

Performance management is the managerial approach taken by the management specifically intended to promote and improve the effectiveness of the employees. This can be considered as a continuous process through which the managers and the work force coordinate together in order to achieve the individual goal as well as the organizational goal (Nisi. and Murphy, 2017). The performance of the employees are managed and coordinated to meet the competitive demands of the business market and to achieve the organizational goal (Iyswarya and Rajaram, 2017).

This report speaks about the relevance of the performance management system and its relevance in the work places for the success of the organization. A future work place situation “Employees will use Apps to manage their work and personal life better” is taken into consideration for of purpose of research and analysis for the performance management concept (Reddy, 2017). Any change in the work place can certainly influence the performance of the employees, leadership style etc. The effective implementation of the performance management system will enable the organization to cope with the changes (Sanyal, Biswas. and Ghosh, 2017).

This report highlights the implications for the employees (Saridakis, Lai and Cooper, 2017), Human resource management and the leaders and the managers due to the technological advancement. The implications which the employees, HRM and the leaders and managers will have to face if the employee uses the apps to manage their work and personal life better in future are discussed in this report.

Even though the HRM, managers and the leaders are responsible for an effective performance management system, the employees also plays a major role in it (Tzabbar, Tzafrir and Baruch, 2017). The employees also hold certain implications and responsibilities for enhancing their skills, knowledge and abilities so that the individual as well as the organization goals can be met. (Dave and Nasi., 2017). As a part of the performance management approach it becomes the responsibility of the employees to do so (Dermott et al, 2017). Through this the employees can also contribute to the effective implementation of performance management system.

The work place applications prevailing in the market as a result of the technological paradigm will enable the employees to manage their work productively and also their personal life in the future (Park, 2017). Some of the work place applications which can be utilized by the employees in order to enhance their productive are mentioned below.

• IPassword
• Clear
• Feedly
• Wunderlist
• Slack
• Google Docs

What are the implications for leaders and managers?

As a part of the performance management when the organization decides to make use of the work place Apps some of the primary implications’ for the employees are discussed below.

• The employees should take initiative to understand the purpose and the benefits of the work places which plays a vital role in the performance management and in the increase in the productivity (Hodge and Greve, 2017).
• When work place Apps are implemented into practice the employees can generate a resistance of change from their regular practices. This resistance to change faced by the employees are supposed to be eliminated (Bal and Jong, 2017).
• They should focus on attending the training and development program specifically conducted for generating the awareness about the work place Apps and how to use it to enhance the productivity.
• The employees will have to identify the appropriate work place applications so that they can make use of it effectively. For example Google docs can be utilized by the employees who conducts market research and for the data collection process, IPassword can be utilized by the executives who have to manage confidential details like password, meeting, data etc (Sohn and Bae, 2017).
• They should develop their talent, knowledge and skills so that they can make use of the applications effectively or their own development and for the organizational development.
• The employees should make sure that they make use of such applications ethically and morally. Unethical practices like the information theft, hacking the workplace apps etc can lead to the unfavorable situations (Masa, et al, 2017).

The performance management process is considered as a broader and complicated function of the human resource management. This HR function encompasses some of the important functions of management like joint goal setting, continuous progress review and frequent communication, feedback and coaching for improved performance, implementation of employee development programs and rewarding achievements. Particularly when the future oriented changes have to be implemented HR department is responsible for making adequate research and formulating appropriate strategies so that it can benefit the organization as well as the employees (Dwivedula, Bredillet and Müller, 2017).

An integrated set of HRM practices is central to performance management. When a link between the performance management and HRM is drawn it can be identified that the HRM practices focuses on enhancing the employee commitment towards the organization and employee motivation. This indirectly influences the performance of the employees and can contribute to the performance management. HRM influences the behaviour of the employees through training and development, work flexibility, motivation, recognition etc which produces positive behaviour outcome which is vital input for the performance management. More over the implementation of the HRM practices by the managers and the supervisors are underestimated. Hence the relevance of HRM in the performance management enhances (Caldwell and Ndalamba, 2017).

For implementation of the organizational change like the employee usage of the work place Apps in the future, the HRM holds some critical implications. Some of those implications are discussed below.

• Adequate action which can contribute to the maintenance of good employment relations can be taken by the HRM.
• The HRM policies and practices can be formulated so that the organization changes on implementing the work place Apps effectively (Lone et al, 2017).
• The work place will be associated with the employees from different age groups, knowledge, talents etc. Technological updation like the IPassword, Google Docs etc may not be much entertaining for the senior most employees. Hence a prior intimation about this change should be given to all the employees and gaining feedback from them is also essential.
• It is responsible for the coordination of the training and development program which can provide the employees with a chance to understand more about the usage and the benefits of the work place Apps.
• The HRM is also responsible for the malpractices which can occur due to the usage of such apps within the work place. It is implicated to conduct research on the legal and regulatory issues associated with the usage of these applications in the work place (GARG and Punia, 2017).
• It is implicated to eliminate the employee perceptions regarding the usage of the new Apps in the workplace. A clear information about the new change work place Apps has to be communicated to the employees for eliminating the perception.

The HRM formulates the performance management system through various performance management tools by considering the various organizational and the business factors. The managers and the leaders are in a position to directly implement the HRM performance management practices in the work place. They are the individuals who are in direct contact with the employees. The managers and the leaders are the individuals who put the performance management into practice and so are open to the employee perception, commitment, motivation and trust. When the HRM policies influence the behaviour of the employees, the managers and the leaders are responsible for coordinating that positive behaviour to the individual or organizational goal (Rios, Pougnet and Nogareda, 2017).

The employee usage of the workplace Apps for a better work and personal life is the future oriented strategy of the organization in order to enhance the productivity. Some of the implications for the managers and leaders which come under this work place situation are discussed below.

• The appropriate enactment of the line managers and the supervisors are essential for the appropriate usage of the work place apps (Bélanger, Haines and Bernard, 2017).
• The supervisors and the managers are directly dealing with the employees and manage them in the work place. They can understand the level of consistency of the employees in handling the new workplace technologies. Hence the appropriate enactment of the managers or the leaders is very much essential.
• The line managers or the leaders are implicated to have the sound knowledge about the new technology, the HRM policies related to it and the employee individual behaviour. They are implicated to formulate an appropriate strategy through which the employees can make use of the Apps positively in order to yield better results.
• Performance management is an approach which clearly and directly involves managers in the management process. Manager’s role in the performance management is to set challenging and achievable objectives, providing performance appraisal and providing appropriate feedback to the employees.
• They are implicated to ensure and facilitate all possibilities to the subordinates so that they can develop and stimulate a new work place through the adoption of the new technology. Even though the work place is stressed with high performance the managers and leaders can coordinate the employees to achieve their specific goals (Berber et al, 2017).
• They are also implicated to gather direct feedback from the employees so that it can be raised to the top management and the HRM. The employee feedback is an effective input for the HRM to formulate the HRM strategies.

Recommendation

Enabling the employees to make use of the work place apps for enhancing their productivity and managing their personal life is an effective future oriented performance approach. When such performance management approaches are implemented within the organization there are certain implications’ for the managers or the leaders, employees and the Human resource management. Here some of the recommendations which can be given to the organization for the better implementation of this performance management strategy.

Implementation of the new work place App strategy can lead to many work place conflicts and controversies. In order to avoid this HRM can initially communicate about this change to the employees in order to identify their interest and opinion about. HRM strategy can be formulated and communicate to the employees. The managers and the leaders can guide and support the usage of the work place apps through the provision off appropriate training and development. Proper planning, monitoring, review and feedback is essential for the appropriate implementation of this performance management strategy. The employees can be recommended to take a personal development analysis in terms of the usage of the new application. The negative perception should be avoided by understanding the benefits of the new strategy. 

Conclusion

This report focus on revealing the importance of the performance management. A future oriented work place situation is considered which can induce a change in the work place for the purpose of analysis. A detailed description of the performance management is given. The implications for the managers, leaders, employees, HRM in this work place change and the performance management are discussed. A recommendation is provided so that the organization can effectively implement this performance management strategy.

Reference

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Conclusion

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