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Strategic Human Resource Management

Further, Human resource function in any given organizations looks to enabling, self-development and create a bond between the two most important aspect of the organization " Employer-Employee-Engagement."

HRM also encompasses the governing of employees in various corporates & institutions from micro & macro level, while maintaining parity between the employers and employees relationship. This approach focuses on the objectives and outcomes of the HRM function.

The word Human Resource Management came into effect first-time post the world war II with the return of the soldiers back home & the rehabilitation process got initiated for them to take part in the main steam in earning their livelihood. Since then the HRM has evolved with changing industrial demands. HRM involves managing people in organizations in a structured and planned manner. HRM covers the fields of recruiting, retaining & managing the exit process  through various HRM policies from salary scales to incentives concerning the performance,

Starting September, multinational management consulting firm Accenture will officially get rid
of its performance reviews as part of a 'passive revolution' in internal operations

. Imagine for a company of 330,000 people, changing the performance management process it & huge Pierre Nanterme, CEO of Accenture told The Washington Post.'We are going to get rid of proba... bly 90
per cent of what we did in the past.The company is ditching these reviews as they failed to achieve their primary purpose: to promote better staff performance. Instead, the firm will switch to a more fluid system in whichemployees receive regular feedback from their superiors.

Accenture aims to hit a middle ground by regularly supporting its employees and ensuring they
perform better without having to evaluate them after they have contributed. 'It's all about selected
the person. And if you believe you selected the right person, then you give that person the
freedom, the authority, the delegation to innovate and to lead with some straightforward
measure, 'Nanterme said.
As to whether the company gets the best value out of this change, only time will tell.

The performance management
process has been declined to many business firms that are maybe rather informal. Most of the
companies have been complicated in terms of utilizing the time and resource with the
improvement in performances.

While determining employee performances, it is essential to see their productivity level in the organization. The workers in an organization play various driven activities while achieving the goals... es, it is essential to see their productivity level in the organization. The workers in an organization play various driven activities while achieving the goals of a business; it also helps the organi

Source: Nankervis, Baird, Coffey and Shields (2017) Human Resource Management: Strategy and Practice (9th Ed). Cengage Learning Australia: South Melbourne, Australia. Issues to consider for your report:
1) Do you believe that abandoning formal performance reviews is a good idea for an
an organization like Accenture?
2) Removing all formal performance management reviews may have immediate financial
benefits for a firm, but could the resulting issues create problems that end up costing the
firm much more than they save?
3) With the understanding that formal performance reviews will not be reinstated, provide
some recommendations for how Accenture could effectively monitor, assess, and improve
the performance of their employees.

The organization also explores the operational expenses of an employee. Thus, it provides some recommendations for alternative approaches which Accenture used for monitoring the performance of thei...

r workers effectively.

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