Human Resource Management Essay Example | Topics and Well Written Essays - 3000 words - 2

Human Resource Management - render ExampleIn a holistic picture, instruction execution oversight strives to improve overall processes achieve continually improving results and continuously develop resources and effective leadership it also aims at sustaining employee motivation and commitment. As make (2004) explains, transaction mensuration depose help organisations to demonstrate their value to many types of stakeholders, including the clients and nodes, employees and shareholders. The results from performance measurement can help in improving performance further, thereby meeting and even exceeding customer expectations, generating to a greater extent revenue and profit for the organisation, improving employee satisfaction and morale. However, Colbran Medical Institute does not seem to emphasize customer satisfaction or employee motivation in the real sense. A few effective performance management practices found on theory have been evaluated with respect to situation at Co lbran Medical Institute. Benchmarking Performance measurement is a recurring activity, and an essential aspect of performance management. ... The performance appraisal forms at Colbran do not give much evidence of work on benchmarking performance metrics, which further rules out possibilities of effective performance measurement. If performance measurement is only internally focused, then such measurement cannot produce competitive pip for the organisation irrespective of its level of performance. Therefore, benchmarking ensures that performance establishes competitiveness and best practice through doing the justifiedly things, right first time in the eyes of the end customer (Zaiiri & Leonard, 1994 81). Performance indicators At Colbran Medical Institute, performance seems to be measured based on number of goods produced. This is a very generalized approach and tends to thin out many issues that could have occurred during the production process. This process needs to be streamli ned in order to domiciliate accurate performance measurement as well as address the issues so that overall productivity can also be improvised. All goals that have been benchmarked need to be measurable. For this, the goals need to be converted to measurable indicators. Hatry (2006) asserts that measurement and improvement can be gauged based on specific indicators, and not based on the outcomes. Production units cannot wait until the output is achieved in order to assess performance in doing so, material time, effort and money will be lost. Moreover, performance measurement based on outcomes will not consider the gaps or issues that had risen during the production. Therefore, to address these issues, specific outcome indicators or performance indicators need to be assigned to every intended outcome or goal. Performance appraisal system Performance