[英語學(xué)習(xí)]Assessment task 3人力資源管理doc

1、assessment task 31. appraisal systema. a g bell ltds key objectives in introducing an appraisal system. a g bell ltd has a reputation throughout industry for its innovative approach to hr. employing 180 staff, the flat organization structure facilitates a supportive, enabling culture, where people a

2、re valued as a key resource and developed to meet business needs. so a g bell ltd i introducing an appraisal system have some key objectives. in order to determine the staff existing performance level. in order to study how to improve the employees performance or improve the employees performance le

3、vel of method. to receive feedback on employees performance, increase motivation for their employees. to identify training needs. to make further plans for individual career development. to improve service for their company human resource have a long-term planning and so on.besides of these objectiv

4、es, there are some advantages for ag bell ltd.b. the advantages and constraints of most appraisal systems.(1) advantages performance appraisal systems can provide information for management decisions, it can help organization plan, problem solving and resource allocation. it is a kind of implementat

5、ion and manage change means, it promotes the team construction and improve the relationship between the team members. it make the communication and cooperation between the organization strengthen thus completing the organizations goals. it can be sure that staff development and training needs and to

6、 have the important meaning for the potential of employees of the development.however, appraisal systems have some constraints.(2) constraintsgenerally speaking implement performance appraisal have too time consuming. so, performance appraisal development and maintenance of cost must be taken into a

7、ccount. in order to be better able to participate in the performance appraisal process, all the employees need a good training, because of lack of trust between some managers and some employees. not suitable and not related performance appraisal methods are also one of the restricted factors. employ

8、ees are encouraged to focus on meeting objectives set by the appraiser, and as a result, quality is compromised managers just in the oral do the performance appraisal system, but in the actual operation have do not connect with the staff goals and organizational goal together.2. types of appraisal s

9、cheme and the roles and responsibilities for participants in the appraisal processa. there is a chart described the types of appraisal scheme and the roles and responsibilities for participants in the appraisal process.forms of employee appraisalroles of line manager(appraiser)role of employee(appra

10、isee)role of hrspecialistroles of other people involvedsliding scales of gradingthe line manager could all contribute their rating on each of the elements of job performanceas the same as line manager, employees could all contribute their rating on each of the elements of job performancehr specialis

11、t is responsible for ensuring that the appraisal process is implemented consistently throughout the organisationsupervisor as the best model for establishing the scale.overall assessmentthe line managers appraiser, they wrote their judgement about the appraisees characeristecs and performance elemen

12、ts.-to receive feedback on their performance-to identify training needs-to make further plans for individual career development-to provide feedback to managementhr specialist is responsible for ensuring that the appraisal process is implemented consistently throughout the organizationsupervisor was

13、usually required to complete some form of documentation.consultant appraisalthe line manager provides the consultant with feedback on the employees performance , which is used to inform the decision-making process, but the consultant carries out the appraisal meeting and managers the appraisal proce

14、ss.employees are asked valuing the feedback that they receive from source other or their line management. hr specialist is responsible for ensuring that the appraisal process is implemented consistently throughout the organization360-degree appraisal line managersresponsibilities:-that their perform

15、ance will be measured by subordinates;-and that this measurement matters.employees proved the data that can evidence their performance that they have equal access to the opportunities for training and career development.hr specialist is responsible for ensuring that the appraisal process is implemen

16、ted consistently throughout the organization.team members and co-workers provides most of the evidence for appraising performanceb. about the a g bell ltd, there are some appraisal schemes that they can introduction. but consider from the size of organization, type of business, financial resources a

17、nd time available. i think the 360-degree appraisal is the most appropriate for a g bell ltd. there are some reasons for my choice . a g bell ltd has a reputation throughout industry for its innovative approach to hr. employing 180 staff, the flat organization structure facilitates a supportive, ena

18、bling culture, where people are valued as a key resource and developed to meet business needs. the 360-degree appraisal is to employees satisfaction as the starting point. and the appraisal scheme is suit for the large-scale company. besides, this scheme is more objective. from considering the cost,

19、 360-degree appraisal may be need to spend more than the other, but he is more fair for employees, and more conducive to improving the enthusiasm of the employees. considering the time, 360-degree appraisal need to spend more time to implement.but he can more comprehensive and detailed reflect the c

20、ompanys overall situation, the more beneficial to help managers to decision-making.all of this, i think the 360-degree appraisal is the most appropriate for a g bell ltd.3. the guidelines to issue to managers in a g bell ltd respect of best practice in appraisal.(1) preparation stage spend time to c

21、ollect all kinds of information to support decision making. prepare special place for performance appraisal, ensure that performance appraisal process not break. and create a relaxed and comfortable working environment. look up and then to get the recent assessment of the record from the appraisee s

22、hould also get the training of the staff and development records and recorded employee training activities. advance putting all the documents performance appraisal and the material hand out to the appraisee make sure they have plenty of time to prepare, be advance notice them interview time and plac

23、e.(2) privacy and confidentiality arranging performance appraisal must keep a certain degree of confidentiality, the degree of confidentiality often become the one hand appraisal scheme design. performance arrangement should be ready to all of the performance evaluation data.(3) the structure of the

24、 performance appraisal interview appraiser and appraisee must pay attention to the proposed interview structure, and they are should be training. appraiser will make the appraisee keep relaxed, to ensure the interview that in a good and informal conversation, avoid excessive subjective evaluation em

25、ployee performance.special stressed: in the interview process, to ensure that the process was not illegal, no discrimination is very important. for example: gender、race and disability discrimination.in this process, we have to follow these laws the sex discrimination act (sda)-it came into force in 1975 and was amended in 2003. the sda makes it unlawful to discriminate on the grounds of sex. it is unlawful to discriminate becaus