Periodic evaluation of the human resource is important to ensure the workforce is aligned with an organization’s goals and objectives. Performance appraisal involves acquiring data from the customers that receive the services offered and employees through the use of questionnaires to eliminate the biasness that may be involved in other data collection methods such as interviews. An analysis of the employees’ performance is beneficial in matching the most suitable persona with their job function. Also, improving the efficiency of the workforce.
A comparison of employees’ sex and age is an analysis that evaluates the workforce of a corporation enabling the human resource to determine the most productive age set. The attitude of the workforce according to the place of origin can also provide valuable insights into the coordination with other employees in the accomplishments of the defined goals (Bamberger et al., 2014). Moreover, the impact of gender on specific departments is essential for the human resource to analyze the performance of various sectors.
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Every organization has clearly defined goals that follow a sequential procedure to attain them. Goals are important in measuring the progress of a corporation. The goals should be specific and free from any ambiguity, and measurable allowing for assessment. The labor force should be capable of attainment of the defined goals. Furthermore, goals should be realistic and achievable within a set period. The SMART (Specific, Measurable, Attainable, Realistic, and Timely) tool for goal setting is objective allowing for reflection on the progress to goals achievement (Hsieh & Chen, 2011) .
Collaboration with other team members involves brainstorming and sharing ideas on the most efficient and effective method of realization of a corporation’s goals. A forum where employees can share their ideas on improvement strategy can provide valuable information to the human resource management. Anonymity can be encouraged to obtain candid responses on sectors that need improvement and further improving thriving departments.
References
Bamberger , P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation, implementation, and impact. Routledge.
Hsieh, Y. H., & Chen, H. M. (2011). Strategic fit among business competitive strategy, human resource strategy, and reward system. Academy of Strategic Management Journal , 11.
