3.2. Methods organizations use to monitor employee performance.
The methods on the basis the performance is measured and reported include the following aspects: o Punctuality in job performance o Attendance and Leaves o Being ‘Late on the Job’ (if any) and ‘waiting time’ involved o Quantity of work output o Quality of the work output o Completeness of work output o Timeliness of the results o Team-spirit (including cooperativeness, commitment to team goals, adhering to team norms, and work relations with team members etc); o Result achieved including achievement of targets set for his/her Job; o Financial aspects of his performance on the job (like efficiency in use of resources, avoiding wastages, saving the costs, enhancing profitability of the work-process of which he/she is a part of) o Pass-rates of being able to do the tasks on ‘first-time-right basis’; and o Contribution towards goals and objectives of the team/group and of the organization, etc
3.3. Process of job evaluation and other factor determining pay.
A proper job-analysis is essential for fixing the level of remuneration. The following types of job-related information constitute the “job evaluation determining pay; o Work activities o Interface with other jobs o Procedure to be followed in the job o Physical movements and allied demands of the job o Machines and equipment required to be operated o Educational qualification level essential for the job o Previous training & experience necessary for the job o Special skills required o Physical working conditions involved o Work schedule and o Importance of the job in the context of organizational business strategies.
4.0 Assess contemporary issues affecting strategic HRM
Human resources managers face a myriad challenges with today’s workforce. There are issues concerning the diverse workforce, legislation affecting the workplace and technology matters that rise to the top of the list of challenges. Human resources managers who encounter these challenges use their leadership skills and expertise to avert issues that might arise from these challenges HR professional can’t ignore these challenges rather they ought to be line to design and execute innovative mechanisms of developing skills and competencies of human resources to prepare them to accept the emerging challenges.
4.1. Contemporary issues affecting strategic HRM Contemporary business environment brings new challenges affecting many aspects of management including one of its crucial facets of HRM. Most frequently mentioned challenges of modern HRM are: globalization, economic and legal environment, and workforce diversity resulting from both of the globalization and demographic change, technological development, changes in educational background of employees and in their expectations regarding working
conditions. These factors directly and indirectly determine human resource management strategies and the possibility of their implementation.
4.2. Analyze contemporary issues affecting strategic HRM Work force diversity: Now-a-day the lifestyles and the requirements are changing day by day. Employees want a balance between work life and family life. Some wants to earn more money by working hard even by overtime on the other hand some employees are less willing to work for a long period of time, or on overtime or on weekend days.
The quality of work Life: Now employees and managers are more concerned about the quality of work life where they are performing every day.
Management system: A proper management system is the framework of processes and procedures used to ensure an organization┬┤s required achievement and its objectives. An improper management system decrease customer satisfaction as services and productions and fail to deliver what they promise.
Organizational culture: It is an invisible but powerful force; it refers behavior of humans within an organization and the meaning that people attach to those behaviors. It is the collection of values, beliefs, assumptions, myths, norms, goals, mission, vision etc.
Leadership development: HR professionals are faced with being expected to provide the essential structures, processes, tools, and points of view to make the best selection and develop the future leaders of the organization.
Managing change: Change management represents a particular challenge for HRM.
New trends and changes have occurred in telecommunicating, outsourcing HRM practices, family medical leave, child care, spouserelocation assistance, pay for skills, benefit cost-sharing, union management negotiations, testing, and many other HRM areas of interest.
Decentralized work-sites: Organizations use decentralized work sites because telecommunicating arrangements enable organizations to find and use qualified employees without having to relocate business facilities.
Environmental challenges: Environment is the sum total of conditions that surrounds us at a given point of time and space. It is comprised of the interacting systems of physical, biological and cultural elements which are interlinked both individually and collectively.
Social issues: In some companies, employees are represented by a labor union. Managing human resources in a union management requires knowledge of specific laws, contract administration, and the collective bargaining process.
Innovations in technology: Technological innovations that can either benefit or hurt the business. Some technological innovations can increase the productivity and profit margins, if the organization cannot cope with the changes, then the performance will be decreased.
Economic and politics: The economic and political condition, both at home and abroad has a major impact on human resource management.
Different laws of the country: Every government has its own designed rules and regulation such as labor laws, women’s rights, rights of the disable persons, laws for tax administration, labor relations, etc, so this is a challenge for an organization.
Globalization: Global business environment can be defined as the societal and task environment of an organization which is influenced by the global forces. These global forces include global labor market, economic, technological force, and global competition, legal and political forces etc. Other Challenges: The other challenges may include the following: o Changing demographics of the workforce o Layoffs and downsizing o Information and communication system o Increased use of social networking to distribute information to employees o Design a handsome compensation package for the employees. o Identify appropriate source of recruiting and selecting employees. o Develop financial management and budgetary skills so that organization can reduce extra cost of managing the organization. o Assess and interpret costs or benefits of HRM issues likeproductivity, salaries and benefits, recruitment, training, absenteeism, overseas relocation, layoffs etc. o The HR managers must be updated with the new technologies. Hence they must be adopted as and when required and employees should be motivated to adopt these.
4.3. The impact of legal and regulatory framework on HRM
Most countries have their legislations and regulations that guide the termination of services of employees. Termination of employment results in employee’s departure from the job. It may be voluntary on part of the employee called as resignation; or it may be a punishment at the instance of employers which is called as dismissal. Dismissal is generally due to a fault of the employee. Layoff is generally for the fault of the organization due to bad time for the business.