Human Resources Technology Essay

Pages: 10 (3490 words)  ·  Bibliography Sources: 6  ·  File: .docx  ·  Level: College Senior  ·  Topic: Business - Management


, 2012).

The major purpose of the performance evaluation is to aid in providing accurate information concerning job performance of the prevailing organization. The prevailing data are extremely accurate and effective since they possess potential value within the organization. Examine performance, identify of effectiveness and efficiency of staff via the creation of the advancement of the human resource is a significant information. Performance evaluation normally provides legitimate and correct information to the prevailing managers. Moreover, it also grant the prevailing employees suitable information concerning them. Employees' job performance accompanied by the behavior depicts the corresponding strength and weakness on their performance (Bayat, 2011).

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Performance evaluation management is a perpetual process with the main aim of providing accurate information concerning job performance of the organization. The underlying data are both exact and efficient as they are more potential value to nay organization. Performance assessment of the employees is crucial and undeniable obligation of the individuals in measuring growth towards organizational objectives and mission. Moreover, performance assessment and feedback on the prevailing information, potency and weaknesses, performance-accompanied position within organization determined the environmental alterations. The major aims of the performance assessment are to establish and define the existing gaps within the organization (Colomo-Palacio et al., 2012). The gap is normally created when the performance customary is not properly defined. The chief purpose of the prevailing feedback system is the knowledge of awareness of the staff concerning their job performance and issues within the organization.

HRMIS Report #2

TOPIC: Essay on Human Resources Technology the Human Assignment

The chart (HRMIS Report #2) on the separation of workers from the company indicates that the resigning was the greatest cause. This amounted to 97.59% of the workforce separation from the company. Resigning from the company indicates an unfortunate chart for the company. Resignation of any officer results in a loss of skills by any company. Noting that, for any company, all ranks of worker are susceptible to this case company should attempt all possible avenues to safeguard the company against this trend of losing skill to the other companies.

Resigning indicates that an employee is seeking better remuneration and working conditions than the company he worked for earlier. It denotes that the company loses experienced and educated workforce to new or established market competitors. This is the start of the decline of any company. Resigning of a worker portends a trend of disagreement between the administration and the workforce (Zolf, 2010). It may indicate poor payment in a job group. It may communicate breakage in the relationship of the employee-employer relations. Resigning is the most inopportune way of lose or getting rid of the workers. It delivers a message of threat to remaining lot of the workers. The consistent harassment by the employer prompts resigning of the workers.

Retirement of the worker comes in second after the resignation. It has 42.21%. The government determines the retirement age, however, after that; a worker is re-employable by terms of contracts. This mode is, however, not dependable, and most organizations do not prefer it. The worker does not benefit from numerous policies by the company. This includes the features related to the insurance and the security of the job (Werner et al., 2012). Any organization willing to assume the contractual employment comes into a special agreement with the one who is the work for the company. For the retired officer- they have vast experience but a workforce consisting of old persons are not encouraging. It shows high rate of discrimination of worker. This leaves the company vulnerable to a possible fall due to lack of a younger generation.

The younger generation acquires the skills that would propel the company to future targets. Younger people in the working environment provide intrinsic feature for the company. Old people are defenseless to a wide of diseases. This corresponds to absolute lose in the future for the company expenses in maintaining the health condition of its workers. It further exposes the company to a high rate of worker absenteeism. A company cannot hold to a worker forever. An individual worker at a ripe age must leave to pursue further missions in life. A retired person depends on the company for pensions. This is a recipe for loss (Brumfitt, 2009).

However, it is beyond the company control. It emerges from the law that determines the employment issues. The company should initiate the programs to have new signing of worker with distinctive qualities. This is a possible only by availing attractive incentives and salaries to the workforce. The company should allow and promote the entrances of youths into its system. Salary may be an issue for inexperienced and unskilled person; however, it has long-term benefits for the company. The young, aged workforces have several qualities that would propel the company to greater heights. They have high desire to learn. Are the flexible and able to adapt to any state of the work conditions. They can handle job nature that needs travelling or rather challenging work conditions. They show positive attitudes as compared to the old workgroup.

The old people would expect a lot from the company in terms of respect and demand unexpected or undue relations from the company (Brumfitt, 2009). The youthful workforce has other disadvantages regarding social issues. However with proper measures put in place by the company such concerns are controllable in the company. They are further vulnerable to emotional thinking or poor control of emotions on job matters. Since this is, a portrayal of immaturity companies must advocate for having professional counselors to look in such matters. The counselors shape the workforce to have qualities of exemplary listeners and proper decision maker (Zolf, 2010). The counselor of would prompt a creation of an employee who holds his regards up, appreciative of others, patient, reasonable thinker, good communicator, respects authority and appreciative of the differences of the others.

The company dismissed a 2.1% of its workers. Dismissal is inevitable especially for the unruly employee. This poor trait in a company is a recipe for massive loses eminent in mass action and workers strife. Early dismissal of such worker saves the company against future bigger problems (Brumfitt, 2009). However, the company should not use dismissal or retrenchment vacancies for threatening the workforce. It reduces the productivity of the workforce. The rejected and the dismissed lot of employees have similar relations or characters. The other 10.5% from the workforce are miscellaneous job exits. It may constitute deaths and many other job exits issues.

HRMIS Report #3

The report (HRMIS Report #3), which displays the total number of employees out on medical or personal leave by month for 2007 indicates that July had the highest number of the worker out of the company. It records an increasing trend from January when it had the least people taking a leave. After July, there was a decrease of people seeking leave. This trend went to a low of 12 before rising to 48 figures by the attaining of the December. The months of April, July, and December have a large number of people seeking leaves. This is attributable to holidays. People would go for holidays with their families to resorts and scenic places for tourism reasons and relieving stress. The company should increase rewards for the portion of the workforce that prefer to remain behind to attain a consistency in the productivity (Werner et al., 2012).

HRMIS Report #4

The Report (HRMIS Report #4) showing number of employees who separated, grouped by years of service indicates that 0-4 had the largest group of people (940). The trends reduced towards 17 by category of 35 plus. Noting that most people would go and come back or recruit back to work, this is expectable. However if, worker goes for a long period he is probable not to come back. This is not controllable by the company. It is an external environment for the company (Werner et al., 2012).

HRMIS Report #5

The Hispanic career history declined sharply from the year 1999 to the year 2007. The decline was from the grade An of the office assistant to grade C. Of the receptionist.

The department of the Humana resource, Behavioral health, administration, Public works, public health, Sheriff obtained the overall rank of three despite their lower level in the subsequent years. The department of the Humana resource, Behavioral health, administration, Public works, public health, Sheriff eval rank, was exceptionally high with three. This depicts that they were lower in the rank of a job group. The entire later elemental items were ranked within the lateral activity. The Public works in the early year of 1999 were valuable concerning the jobs of the office assistant and office specialist I hence received constant promotion. This was due to their high level in the prevailing career history. However, public works in the earlier year received the minimal eval rank of one depicting that they were extremely valuable.

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How to Cite "Human Resources Technology" Essay in a Bibliography:

APA Style

Human Resources Technology.  (2012, August 23).  Retrieved October 21, 2021, from

MLA Format

"Human Resources Technology."  23 August 2012.  Web.  21 October 2021. <>.

Chicago Style

"Human Resources Technology."  August 23, 2012.  Accessed October 21, 2021.