The model laid down by Fombrun, Tichy and Devanna (1984) of HRM gives a clear picture of the HRM process. HRM Process In this model- Selection: Selecting the right candidate who would fulfil the organisational goals and objectives Performance: The output of employee's abilities which add value to the organization Human resource development: Providing the necessary training session, this would help the employees to possess the relevant knowledge and skill to perform better in the organization.Due to this the employees would improve individual skills as well as advance in the organization.At the end of the day, the block was rotated so that a particular colour, representing a grade (rating) of the employee's performance, was facing the aisle for everyone to see.
The model laid down by Fombrun, Tichy and Devanna (1984) of HRM gives a clear picture of the HRM process. HRM Process In this model- Selection: Selecting the right candidate who would fulfil the organisational goals and objectives Performance: The output of employee's abilities which add value to the organization Human resource development: Providing the necessary training session, this would help the employees to possess the relevant knowledge and skill to perform better in the organization.Due to this the employees would improve individual skills as well as advance in the organization.Tags: Thesis Statement About Good MannersHow To Start A Business Plan OutlineEssays On Death PenaltyEssay On Educational TheoriesBusiness Plan Budget Template ExcelAnnabel Lee Critical EssaysRohit Pandita ThesisColleges Offering Creative Writing MajorWhat Is A Financial Plan In A Business PlanMarket Segmentation Business Plan
In UK, Randell (1994) identified its use in Robert Owen's use of 'silent monitors' in the cotton mills of Scotland.
Here, the Silent monitors were blocks of wood with different colours painted on each visible side and it was hung above each employee's work station.
Appraisal: Appraisal which depends largely upon the employee's capability to perform would then show the employee's competencies and talent.
The modern human resource system may be divided into four parts acquisition of human resources (recruitment and selection), training and development, motivation and compensation.
Performance appraisal is involved in all four parts and serves to tie them together by providing feedback information for all of the other parts.( Latham and wexley,1977 :griffin:604) Performance appraisal therefore is known as the powerful tool for managing human resources.
(Forbrum and Laud, 1983) Therefore, an HRM process forms an important element in the organizational structure.Using a global rating, with descriptions of his men such as 'a good-natured man' or 'a knave despised by all' (Bellows and Estep, 1954, Weise and Buckley,1998).Thus, Performance appraisals today should be used as a vital tool to identify the work potential of an employee, instead of choosing the best individual in the organization.2.3 Linkage of HRM & Performance appraisal Human resource forms an obligatory part of the organization.Hence, it is very important to examine the role of appraisal in the effective and efficient utilization of this resource. The process of Human utilization According to Bratton and Gold,(2003:7)," Human resource management (HRM) is a strategic approach to managing employment relations which emphasizes that leveraging peoples capabilities is critical to achieving competitive advantage, this being achieved through a distinctive set of integrated employment policies, programs and practices." HRM forms a core in understanding people's behavior towards their colleagues as well as their companies.HRM department knows the objectives and function well of the organization.Therefore, it knows what kind of people the company needs and recruits in that way.Performance appraisal goals needs to become more inclusive ' goals which are beneficial to both individual and organization.For example, instead of just assisting an organization make decisions concerning an individual, performance appraisals should be used to help an individual make personal decisions regarding his/her current performance and provide strategies for future development.(Weise and Buckley,1998) Performance appraisal is regarded widely as a necessary attribute of management, part of an over-riding value set of efficiency, of being seen to succeed, to perform and to control.(Barlow,1989) Performance management forms a standard for setting the objectives and helps in giving a clear picture to employees and clearly explains, what is projected from them.Therefore, the question that arises is, whether performance appraisal system is meant only for completing the organizations objectives?Yes, performance appraisal does that, but at the same time it gives training and development to employees, proper pay benefit and right remuneration packages which help in inspiring motivating to the employees to produce the right output i.e. Performance appraisal is a unique and significant managerial tool used to motivate and control workforce.