HR

Milestone Three

Businesses evolve on a daily basis. As the corporate environment develops and evolves, human resource managers' management and development duties must adapt and extend to meet the needs of the organization. “Human resources departments in most businesses are responsible for staff development, organizational growth, employee relations, and employee promotions, among other things” (Snell et al., 2019). Human resource managers' have the responsibility of managing performance system throughout to guarantee that a fair system is in place, and also ensure that managers receive adequate training on the system, manage employee relationships, and track employee performance evaluations. Performance management is an important part of any organization's overall management process, and human resource managers play an important role in it. Apart from making contributions to the performance management process, human resource managers are also responsible for ensuring that the process is in line with the organization's strategic objectives. They can then decide if a business will succeed or fail and what will be necessary to achieve the business's goals. When examining the strategic plan, human resources can ascertain the company's requirements. Having a clear understanding of the company's direction allows them to recruit and train employees to fill those needs. They can also prepare by ensuring that they have the right people in the proper roles to guarantee that the transition goes smoothly. HR may establish if the appropriate performance requirements are being fulfilled and evaluated for each employee by referring to the strategic plan.

There are several distinctions between trait-based, behavioral-based, and performance-based performance assessment methods. “The attribute approach is intended to quantify certain traits a person possesses – such as reliability, initiative, and management - all of which are judged essential for the position and the organization” (Snell et al., 2019). A behavioral approach is a tool for specifying which actions should be exhibited on the task and which activities should not be displayed on the task. An employee's successes are evaluated using the result-based strategy, as opposed to the traditional method of analyzing their traits and behaviors on the job. It is via this technique that employees are held accountable for their activities while still being given the freedom to select how to achieve their aims.

When it comes to Maersk Business Partner, there are a variety of potential assessment approaches that may be acceptable. I feel that the most effective way would be trait performance appraisal. I would choose this evaluation since the person has worked for the firm long enough to understand the organization's requirements. You must be pleasant and polite while dealing with customers in the customer service profession. Utilizing a trait-based performance assessment can assist in identifying an employee's traits as well as determining if they are a good match for the role.

A corporation can use a range of different performance evaluation scales to assess its employees' performance. " Using rating scales, managers may determine the degree of performance or achievement of their employees in performance management systems. " (SHRM, 2014). A letter scale, a pictorial scale, and a numeric scale are the three types of scales that are most often employed. Each approach must be clearly described, and evaluators must be well trained in order to assess a team member's performance. "Rating scales can be numerical or alphabetical in nature, with numbers or letters denoting an adjective" (SHRM, 2014)."The graphic rating scale technique is a trait-based approach in which each employee is assessed on a scale of attributes" (Snell et al., 2019). This scale is simple to set up and operate. A downside of this sort of scale is that it may not accurately portray employees' performance due to generalized options, and each selection requires a judgment call and lacks specificity. Results are quantified using both numeric and lettering rating scales. They can be developed without describing the meaning of each rating point; for example, by establishing the meaning of the first and final numbers on the scale, the evaluator can understand the remaining numbers and score the employee fairly. These two measures enable objective evaluation of certain occurrences or features.

References

Performance Management: Which performance rating scale is best, and what should an employer consider in adopting a performance rating scale? (2014.). Retrieved from https://www.shrm.org/resourcesandtools/tools-and-samples/hrqa/pages/whattodowhendevelopingperfratescales.aspx

Snell, S., Morris, S., & Bohlander. (2019). Managing human resources. Retrieved from https://ng.cengage.com/static/nb/ui/evo/index.html? deploymentId=48845323535012744196703717175&eISBN=9781285872674&id=39648 3168&snapshotId=992424&