Human Resource Management for B. R. Investments -myassignmenthelp

Question: Discuss about theHuman Resource Management for B. R. Investments. Answer: Introduction The major task of the human resource manager is, in layman terms, to manage the various members of the workforce of the concerned company. B. R. Investments is one of the famous finance companies in the country and has been operating from 15 different branches in the country and employees almost 200 people in the home office of the concern. The following report aims to put forth an evaluation as to whether the performance appraisal of the company should be discontinued. The report also puts forth the ways in which the concerned human resource manager should have tackled the situation. The report tends to reach its end with certain recommendations pertaining to the changes that B. R. Investments needs to bring about in the employee performance appraisal system. Contradiction with the management on the discontinuation of performance appraisal The performance appraisal system of the company generally refers to the process in which the job performance of the concerned employee is documented and evaluated by the concerned management of the organization. This process of employee appraisal is highly rather solely dependent on the performance of concerned workforce of the company. The performance appraisal of the concerned employee might also be referred to as the performance evaluation, employee appraisal, development discussion or the performance review of the concerned employee (Bratton and Gold 2017). The performance appraisal of the employees tends to help the concerned members of the workforce by motivating them into giving their best while serving the company (Bernardin and Wiatrowski 2013). In the concerned case, the management of B. R. Investments had opined that it would have been better to put forth a discontinuation of the employee performance appraisal schemes that had been operational in the organization. However according to the experts in the field, the employee performance appraisal schemes should be present in each and every organization. This helps in motivating the various employees of the organization so as to help in the overall growth of the organization. The performance appraisal of the concerned employees might help in the improvement of the communication that takes place within the concerned organization. The appraisal process might help the concerned members of the workforce of the company to develop a better understanding of the job roles that have been assigned to them. The performance appraisal of the concerned employees also helps in providing a proper career path to the concerned employees of the organization. The performance appraisal might also help the concerned employees of the organization with the various decision-making abilities that they demonstrate. Role of the HR manager The role of the human resource manager in an organization is huge. The basic functionality of the human resource manager of an organization is to bring about a management of the various employees who have been serving the organization. The other most important function of the human resource personnel is to perform an overview of the functions of the various departments that are active within the organization. The human resource department of the organization tends to be responsible for the effective communication that exists among the various members of the workforce of the company (Dusterhoff, Cunningham and MacGregor 2014). The human resource management of the organization is often entrusted with the duties of carrying out the appraisal process that is conducted within the organization. The human resource personnel of the organization might be responsible for sharing the feedback on the performance of the employees (Salleh et al. 2013). In this case, the human resource department o f the company in discussion, B. R. Investments, is advised to hold a meeting with the concerned employees in order to have a proper idea of the grievances that the concerned employees might be facing while serving the organization. The concerned human resource department of the organization might be advised to deal with the various methods that need to be followed in order to solve the various problems that the employees have been facing (Aggarwal and Thakur 2013). The human resource department of the organization must also need to present to the concerned authorities the actual representation of the work that is done by the concerned employees so as to aid the process of the employee appraisal in the organization. Modifications in performance appraisal system The company in discussion, B. R. Investments, might be advised to abide by certain steps in order to bring about the needed modifications in the performance appraisal system that is followed by the concerned company. The company might be advised to implement the needed measures in the field of the employee management so as to bring about a change in the overall growth of the company (Barnes-Farrell 2013). The concerned management of the company might be advised to bring about an increase in the remuneration that it pays to the concerned employees of the concern. These financial rewards that are based on the performance of the employees tend to provide the employees of the concern with greater amounts of the motivation in the matters that might ultimately lead to the overall growth of the company (Cheng 2014). The employees might also be provided with certain targets and deadlines by the management of the organization. The management of the organization is advised to extend certain re wards and recognitions to the employees who might achieve the targets and the deadlines that have been set by the company (Fletcher and Williams 2013). This might help the concerned employees to get motivated towards serving the organization and thus help in bringing about an overall growth of the concerned organization in discussion, B. R. Investments. The concerned management of the concern is further advised to introduce some amusement programs for the concerned staff that might help them to get relieved of the stress that they might feel due to the workload that they might feel while completing the various tasks that are assigned to them. Conclusion Thus, from the above discussion it might be concluded that the company in discussion, B. R. Investments would face a positive growth if they choose to abide by the recommended courses of action that are discussed in the above report. The company in discussion might benefit from the implementation of the increased remuneration, the financial awards and the installation of the recreational facilities within the business organization in discussion, B. R. Investments. It might safely be concluded that the concerned management of the organization needs to implement the recommended steps in order to motivate the current employees of the organization thereby bringing about an overall growth in the concerned company. References Aggarwal, A. and Thakur, G.S.M., 2013. Techniques of performance appraisal-a review.International Journal of Engineering and Advanced Technology (IJEAT),2(3), pp.617-621. Barnes-Farrell, J.L., 2013. Performance appraisal: Person perception processes and challenges. InHow people evaluate others in organizations(pp. 161-180). Psychology Press. Bernardin, H.J. and Wiatrowski, M., 2013. Performance appraisal.Psychology and Policing,257. Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave. Cheng, S.Y., 2014. The mediating role of organizational justice on the relationship between administrative performance appraisal practices and organizational commitment.The International Journal of Human Resource Management,25(8), pp.1131-1148. Dusterhoff, C., Cunningham, J.B. and MacGregor, J.N., 2014. The effects of performance rating, leadermember exchange, perceived utility, and organizational justice on performance appraisal satisfaction: Applying a moral judgment perspective.Journal of business ethics,119(2), pp.265-273. Fletcher, C. and Williams, R., 2013.Appraisal, feedback and development: Making performance review work. Routledge. Salleh, M., Amin, A., Muda, S. and Halim, M.A.S.A., 2013. Fairness of performance appraisal and organizational commitment.Asian Social Science,9(2), p.121.