Introduction
In the recent past, many organizations have been grappling with the question of how to ensure high performance among employees. Research has revealed that the decisions which managers make contribute greatly to the level of performance in any organization. The human resource managers are tasked with motivating employees and looking into ways to increase their productivity. Thus, they should come up with ways to improve the level of productivity among employees in their companies. I have been working as a human resource assistant with the federal government for a couple of years. In this paper, I will look into ways of enhancing high performance in organizations by drawing from my experience, various scenarios provided and also from legitimate scholarly sources.
How the Federal Government Maintains a High-Performance Work System
The federal government employees quite a large number of employees. In order to enhance high-performance levels among employees, the federal government has invested in effective performance management. This is especially with the revelation that nearly half of all frontline leaders in US federal agencies were unprepared to improve employee engagement (Hyde, 2017). The US federal government has come up with a policy of enhancing performance among employees through performance management. In the federal government, performance management goes beyond following regulatory requirements for performance appraisal and focuses on other areas such as rewarding good performance, developing the capacity to reform, continually monitoring performance, planning work and setting expectations (‘’Effective Performance Management: Doing What Comes Naturally”, n.d).
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Two Steps to Contribute to High Performance of my Company
The scenario 10 is a unique one that many companies find themselves in. In the scenario, we see Angela, a human resource management trainer involved in a question and answer session with Ashley and Michael, who are human resource managers. Angela asks these two professionals measures which they can take in order to enhance high performance in their companies. Ashley states that high performance can be enhanced through measures such as having the right people on board and task design. Concerning the former, Ashley says that it is the responsibility of the HRM to recruit the right people. Moreover, their performance can be enhanced through training and development. On the latter, she says that task design is concerned with organizing activities of the organization into individual or team responsibilities. Michael on his part says that high performance can be enhanced through organizational structure and adopting a reward system. Organization structure is concerned with how an organization is grouped into useful divisions and departments. A reward system, on the other hand, is concerned with giving employees who perform exemplary token of appreciation. It encourages employees to strive for objectives which support an organization's goals.
I agree with the points by Ashley and Michael above. However, I also believe that high performance in organizations can be enhanced through a high level of effectiveness and developing solid relationships. A high level of effectiveness is key for HRM. It involves professional negotiations, coaching people, giving feedback and delegating well. Developing solid relationships, on the other hand, entails being purposeful in interactions with employees (Olding, 2011). For an HRM, this involves caring for employees and being effective. I believe this two alongside the point mentioned above is key in enhancing performance in organizations.
Two Methods of Job Analysis, Purpose and Outcome for Each
From the e-activity undertaken, the two methods of job analysis described in the video are incumbent interviews and open-ended questionnaires. Superior interviews is a job analysis method. Interviews are often used in job analysis. Incumbent interviews are performed to collect information about the incumbent’s task and how they are coping with them. The use of questionnaires is common in job analysis. Open-ended questionnaires cannot be answered in Yes/No and require a phrased statement.
They are widely used in job analysis in order to collect data about all aspects influencing how a task is completed, both internal and external such as duties performed daily, work conditions, salaries, and recommendations.
Work/Life Balance
Scenario three involves a conversation between Angela, Ashley, and Michael on how they can promote work life/balance programs for their employees. This is after realizing that their employees are complaining about lack of time to attend to issues in their personal lives such as attending to their children’s sporting events. Michael and Ashley propose various methods to promote work/balance programs such as incorporating flexible time that will allow employees to attend activities for their school-aged children, providing education benefit for workers and expanding healthcare benefits to offer more complete coverage to employee’s children. The above methods are useful however I feel that life/balance program at the workplace can also be enhanced by methods such as drawing a clear line between personal and work time, telenetworking, child care and compressed working hours.
Conclusion
From the above, it is evident that HRM has a crucial role to play in enhancing high performance among the members. From my experience in working as an HR assistant in the federal government, I have gained a lot of experience in matters pertaining to enhancing performance among employees. This paper has explained major issues pertaining to improving performance in HRM and is appropriate for all HR managers out there who are looking into ways of enhancing output among their employees.
References
Bareham, S (2011, October 11).HR Management: Job Description & Job Analysis. Retrieved from https:// www. Youtube.com/watch=sixyk9ptky
Effective Performance Management: Doing What Comes Naturally (n.d).Retrieved from https://www.opm.gov/policy-data-oversight/performance-management/reference-materials/more-topics/effective-performance-management-doing-what-comes-naturally/
Hyde, P. (2017).Strategies to Improve Employee Engagement in a U.S Federal Government. Retrieved from https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=5481&context=dissertations
Olding, M. (2011, March 11).High Performance Teams. Retrieved from http://www.youtube.com/watcch?v=E3h4wr9-zn4
