Strategic Human resource Management Essay Example | Topics and Well Written Essays - 1500 words

Strategic Human resource Management - Essay ExampleOn similar lines, in our organization, performance of front line line executives is metrical on the basis of productivity and quality achieved. Although organizational values incorporate specific behavior, values and conduct expected from employees, these have negligible impact on their performance outcome. Measuring performance of front line employees on the basis of productivity and quality is more like following scientific management principles of Taylorism and Fordism, which ar incongruent with contemporary management and organizational behavior as thoroughly as organizational requirements. Currently, performance management should focus on overall efficiency of the organization and a continuous sustainability. The ever-increasing competition in the products and services markets requires people to be more innovative in creating newer products, features, systems, and mechanisms of working. Innovation in types of services provi ded as well as improving profitability for organizations is also much required. Now that the number of employees at the front line is the maximum and these groups are directly into carrying out core operations of the organizations, maximum contribution towards innovation send word be expected from this group. However, with no direction and returns, they will not be motivated to think out of the box and/or go extra mile to achieve the uncommon or untold tasks. Strong support from leaders at all levels and for all groups of employees is also required to encourage innovation and extended contribution from employees. This would also mean accountability from leadership perspective that can be measurable. Lack of such support and practices will only result in decreasing motivation and commitment from employees, which is the case presently in our organization. reach of improvement and reasons for the change In order to address this aspect of performance management and employee behavior, it would be best to include a component of employee behavior in performance management that can create accountability for the desired behavior besides encouraging specific behaviors that would be beneficial for the employee development as well as the organizational growth. Performance management is a process employed by organizations to continuously improve their employee performance, enhance employee motivation and look for opportunities to innovate or further improve in order to gain as well as sustain competitiveness. This is a complex and critical process that has been researched immensely and has resulted in different methods. Performance measurement has been a universally adopted method of performance management. Measurement of performance at every level and in every function is a distinct activity, and cannot be combined. Although the organizational purpose remains unique and single, different activities need to be performed in order to achieve that goal by different people having distinct skills and capabilities. Because the nature of work performed by these people contributing to achievement of organizational goal is different, they have to be measured differently, that is accurate and appropriate, in order to help in achieving the desired results. Halachmi (2005) asserts that in order to advance performance there is a need to manage