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

Human Resource Management - Essay Example In a holistic picture, performance management 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 Cooper (2004) explains, performance measurement can help organisations to demonstrate their value to many types of stakeholders, including the clients and customers, employees and shareholders. The results from performance measurement can help in improving performance further, thereby meeting and even exceeding customer expectations, generating more 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 based on theory have been evaluated with respect to situation at Colbran Medical Institute. Benchmarking: Performance measurement is a r ecurring 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 position for the organisation irrespective of its level of performance. Therefore, benchmarking ensures that performance establishes competitiveness and best practice through doing the right 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 ignore many issues that could have occurred during the production process. This process needs to be streamlined in order to provide accurate performance measurement as well as address the issues so that overall productivity can also be improvised. All goa ls 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, significant 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