Hrm test 2 wenjun liao sec 001

1.what is performance management a continual, ongoing process of identifying and outlining job commitments, priorities, performance benchmarks, and development plans that maximise performance and support company goals. Example : 1.As an illustration of employee performance management, 360-degree feedback involves multiple managers reviewing an individual's performance (manager, subordinates, co-workers etc.). Since there are several viewpoints about employee performance, 360-degree feedback aids in a more accurate evaluation of each employee. 2. Employee goal planning and performance reviews are made easier for managers by Facebook's employee performance management software, which also incorporates employee coaching. 3. Employee goal-setting is the cornerstone of Microsoft's approach to managing employee performance, and employees' progress towards their goals is continuously tracked. This illustration of employee performance management focuses on how to help people advance both personally and professionally. 2.what is recruitment and selection
Recruitment: Hiring is the process of giving people choices within an organization. This is when potential employees are sought out and encouraged to apply for positions within the organization. This is just one step in the hiring process, on the other hand it is a long process along a series of tasks from analyzing job requirements to hiring employees. Example: 1.Showcase employees on social media In today's world, recruiting employees is not only limited to posting vacancies on job portal websites. Try social media platforms, especially if you want to attract young employees and passive job seekers. Companies such as Headspring showcase their business and social events on their Instagram account. This includes the team-building events, company trips, and annual celebrations. Another example is Fast Enterprises which has decided to go all-in with social media recruiting. The company decided to have a separate recruitment account for job applicants. The content posted here may include open roles in the company and recruitment details. 2.Showcase your everyday work culture
Sometimes, showing is better than telling. Create in-depth content about your business and how your team works to attract candidates. It will help them see what you do and project the possibility of joining your organization. For instance, Klaviyo has a team of engineers who work with some writers to produce articles related to their work. Look at our article on how other companies promote their company cultures . Selection selecting a candidate from a pool of applicants who possesses the abilities and attributes required to fill a position in the company. Many techniques are used in this HR approach to help distinguish between qualified and unqualified applicants. The term "selection" refers to the process of matching the ideal candidate with the ideal job. Recruiters use a variety of techniques to find the applicant who is most qualified for the position during the hiring process. The selection process consumes the majority of the applicant's time during the hiring process. The eligibility of each applicant for the post must be carefully evaluated by HR managers, who must be careful not to ignore important factors such background information.age and academic background. Example : For example, The Spectator is a widely read British weekly magazine. The
publication has a no CV policy for editorial roles and does not require a university degree. If your company does require a CV, consider implementing a "blind review" policy; all personal characteristics such as name, age, gender and sexuality are removed. This aims to counter implicit bias. What is training and development It describes the process of enhancing the general performance of people and organisations through internal group training. Human resource development, in particular, is an educational process that can enhance employees' theoretical and practical knowledge, professional skills, and attitudes in order to improve employees' productivity. What is different between training and development New hires go through a learning process called training during which they learn about the essential skills needed for the position. Development is the training procedure for current personnel to further their overall growth. Training lasts between three and six months, but development happens continuously and is what matters in the long run. What is the role of HR in training and development?
The role of HR in training and development is to assist employees in reaching their highest potential. What are the 5 processes in training and development? The methods are:Analysis of training resources and needs Inspiration of instructors and students. creation of training materials and programmed.Training delivery: Procedure and evaluation of results Example : This successful e-commerce company has committed to
upskilling more than 300,000 of its own employees. Amazon's Upskilling 2025 pledge is meant to provide workers with the training that they need to secure new and high-growth jobs for the future. Some of the programs offered by the company are as follows: Machine Learning University Mechatronics and Robotics Apprenticeship.Amazon Technical Apprenticeship.User Experience Design and Research Apprenticeship Additionally, Amazon provides over 750,000 of its operations employees with eligibility for fully funded tuition. In doing so, the company clearly values the education of its employees. It wants to prepare them for the future Indeed, Amazon is surely a model company when it comes to training and development.
Eassy - 2 advantage and disadvantage of 360 degree feedbac k According to Forbes, the 360-degree feedback process is a cornerstone of the entire leadership development process at over 85% of all Fortune 500 organisations. One of the most neglected facets of personnel management is the feedback system. Managers typically provide comments to employees during their quarterly or yearly performance reviews. But is this criticism sufficient? Peer review is a crucial component of raising employee performance. Receiving input from coworkers is as crucial because sometimes they are more familiar with the nature of the job than the management. Managers, peers, direct subordinates, and occasionally even customers, consultants, and vendors participate in the feedback process in 360 degree or multirater feedback. It offers a comprehensive examination of the employee's performance within the company. Because of its many advantages, organisations are gradually switching from the old one-to-one feedback method to the multi rater technique. We will go over the advantages of 360 degree feedback and the justifications for corporations using it right away in this paragraph. An employee development tool that aids in creating a dynamic, skilled, engaged, and productive staff is 360 degree feedback. The majority of Fortune 500 companies use it for workforce development due to its numerous benefits.Firstly,the first of advantage that I want to discuss is Increases Self- Awareness. In a Gallup survey including 65,672 employees, it was found that employees who received feedback had turnover rates that were 15.9% lower than those who did not. ".
Employees that receive 360-degree feedback learn more about themselves, as well as how to recognize their own strengths and limitations. The employee gains knowledge of their undiscovered skills and limitations, which they would not have otherwise. Employees have a better awareness of their conduct and viewpoint on the workplace through the 360-degree assessment process. The second of advantage is Offers Multiple Sources Of Feedback 360 degree feedback provides the employee with a scope to get multiple inputs for their role, performance styles, and ideas. It provides a well- balanced view of the behavior and skills of the employee. It helps employees to know themselves from others' perspectives and bridges the gap between what they think of themselves and what others think of them. This feedback system is constructive and more acceptable for the employees.One significant benefit of 360-degree feedback is how it can combat managerial or team bias. According to Deloitte's 2019 State of Inclusion Survey, bias continues to be a big issue for many companies. A reported 68% of people say bias negatively impacted their productivity. 84% say that bias impeded their happiness, confidence, or well-being 70% say that experiencing or witnessing bias negatively impacted how engaged they felt at work Experiencing or witnessing bias can create a hostile work environment. And unfortunately, over 60% of employees feel bias is still present in their workplace. There's room for improvement here. 360-degree feedback can help employees receive fairer and more balanced assessments.Unfortunately, many people do not believe that 360-degree feedback is flawless. Regrettably, a lot of teams will use it incorrectly. When performing this, extreme caution must be exercised. This might simply make the issue worse if your culture already struggles with trust or the team doesn't work well together. It May Build A Bad Culture is one drawback.
A team member may have intense resentment against their clients or coworkers after receiving negative feedback, which can cause them to experience dread and wrath. By training your workers to offer constructive criticism, you can avoid this. This will help your staff turn negative feedback into something that can actually be done, which will be much more beneficial for the affected individual and your team overall. If not, it might not be accurate. The criticism might not be totally accurate. Your coworkers might be acting more friendly than they truly are, or perhaps they are being dishonestly harsh because of office politics. Since we're a small team and everyone gets along, can we really be that critical of one another? On the other hand, if you are a member of a very large team, are the people judging you actually knowledgeable enough about you to pass judgement? prior to performance reviews or compensation adjustments to make sure you get a full picture of their work. Prior to internal promotion, assess the employee's performance to determine what has to be improved. If you keep a balance between the different feedback collection strategies, you will be able to comprehend your team and its requirements better. When 360-degree feedback might not be the best option for your team, you can use Officevibe's feedback features to measure team morale without adding more effort to your already packed schedule. In conclusion As was already noted, 360-degree input provides a number of advantages as well as some disadvantages. If you're debating whether to implement 360-degree feedback for your team, the decision to do so depends. As a manager, you are aware of the best strategy for your team, which must overcome a number of challenges. 360-degree feedback is great for receiving a broad picture of your team's performance from various angles every six to twelve months. But, gathering regular, ongoing input is essential to having a current grasp of your team's challenges and ideas. Among the situations where your team might benefit from 360-degree feedback
are the following ones: When teamwork is lacking and you want to know how employees are interacting with one another.
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