Sustaining Employee Performance

In this paper, team D result palm the course formula objectives of Riordan Manufacturing. First of all, the team allow for pick dickens commercial enterprise vistas deep take in the comp either, and discuss the general give-up the ghosts of consummation prudence dusts, rate-on rate fixingitys, salary plans, and the immensity of employee benefit plans. The both handicraft positions discussed in this paper will be the Director of judgeship, and gentleman Resources/recruiter. These positions were selected due to the radical essence of grandeur their roles play in completing Riordan Manufacturings Mission. planetary functions of act get offment systems The general function of work management systems in systems is for employers to manage employees doing and study by providing individual feedback on their implementation evaluation to spot and plan measurable argonas for personal development to picture the fundamental laws strategic goals argon being m et (DeCenzo and Robbins, 2007). For years, many an(prenominal) agreements provided judgment type performance reviews to their employees that ranked them against other employees.This type of ranking system is problematic, as it is cheating(prenominal) to comp ar employees from incompatible departments whos primary goals whitethorn be different from wholeness another and sens viewed as set muckle employees who may be unable to put in as many hours or as much effort as others who hit only one set project at a epoch and tolerate bog down down to set higher numbers. If employee development is not properly invoiced and managed, the organization may find it difficult to insure their strategic goals. This in turn can do complications between mainstream workers and management, as strong as the company, and their customers.Riordan Manufacturing uses a behavioral-anchored rating scale for their annual performance evaluations. The employees atomic number 18 rated by their pe rformance in different areas of competencies to determine if they met, exceeded, or if they did not catch the standard expectations of the labor. Behaviorally anchored rating scales specify definite, observable, and measurable ancestry behavior (DeCenzo and Robbins, 2007, p. 264). This rating is issued and determined by managers and is a sufficient measure for performance management.though this rating style eliminates competitive work habits that may assist in high intersection pointivity, it is a proven system that plant life much more(prenominal) consistent (Noe, Gerhart, & W effective, 2012) . project evaluation manners Job evaluations are all- primary(prenominal)(prenominal) for every organization to use because it ranks each position in the organization and is used to determine the pay structures for positions. Positions are ordinarily broken down by responsibility, skill, effort, and work conditions. It is also helpful to break open the positions into groups su ch as managerial, professional, sales, and so on.This submits the rankings more valid inside the job categories. To judge the music director of administration a good evaluation order would be the request method. The ordering method uses a committee composed of managers and employee reps to arrange jobs in ranking order from highest importance to lower importance. The tail of this is to compare dickens jobs and decide what job is more burning(prenominal) or difficult. Then to loan another job to the comparison until all of the positions impart been compared and ranked. There are two major drawbacks to doing evaluations this way.One is there can be many positions within the organization which can make the processes misidentify and long. Two, there are no consistent standards in the ranking evaluations. other way to evaluate the director of administration position is through the salmagundi method. This method was certain so that a standard was set in the evaluation proce sses. Classifications are set base off of skills, knowledge, and responsibilities and because by classes such as managerial, sales staff, and so on. Once these are established, then they are put in order by importance based on the criteria they are in.This process can be just as confusing as the ordering method if not done properly. A human preference department can be evaluated with the bear witness method. The point method breaks positions down based on identifiable marks alike(p) skill, effort, and responsibility, and assigns points to the criterias. This method can be helpful because all positions with the same amount of points are in the same pay grade. Jobs can change everyplace time save the rating scale under the point method stay built-in (DeCenzo& Robbins, 2007).Even though the point method is the most rock-steady it is the most time consuming. Compensation plans Director executive and gentlemans gentleman Resources/Recruiter are both essential functions in a business. They stool common commonalities. betwixt the two, they have distinctive, important functions. The Director of Administrations functions are to image business goals and unionise the personnel in the business. They also operate with financial management and selling management. Human Resources are responsible to manage, hire, making plans to curb employees, and find the right candidates.Human Resources are an important tool for any organization, industry, and geographic location. The residue between Administration and Human resources is that the administrative function is predominantly to have the conditions of employment. On the other hand, Human Resources use the traditionalistic process to manage Riordan Manufacturings goals and strategies, which follows with developmental organizational activities. some(prenominal) positions look for for the compensation plans for the organization by administering to employee bonuses, overtime calculations, and payroll.Riordan Manufacturing focuses on Administration and Human Resources, because it can create investments in the hereafter if the training programs are well elaborated and developed. Both fall into finding the best program functions (technical, finance). The development of employees is very important for Riordan Manufacturing since it helps create satisfaction among employees. The Board of Directors also maintains the executive and auditing committees under the incarnate governance plan (Apollo Group, Inc. 2011). Riordan Manufacturing also has to implement a corporate respect plan to have a safe future for the company.Riordans configuration plan will guide the company on how to handle on-line(prenominal) and future issues. The compliance plan is focused on working with issues, such as technological, logistical, and governance. By performing well in these areas, the company could be prosperous. The company has to maintain high quality in the performance of products and processes. This wil l help the company to be unsusceptible to product liability issues. magnificence of employee benefit plans to employees working in team Ds chosen positions Director of Administration and Human Resources/Recruiter Employees are offered benefits as a instrument to provide additional compensation above their regular salary to make their lives a little easier outside of the workplace. Health insurance, spend and holiday time, favorable security and retirement plans, are all important benefits to employees and their families. At Riordan Manufacturing, the Human Resources Recruiters mother the same benefits that are offered to every employee, which is an important factor for employee retention.The Directors at Riordan are offered special perks such as, travel benefits, a company vehicle, spending accounts, and other benefits that are not offered to every employee. decision maker level employees receive these special perks to encourage them to work hard for the organization and to promote fealty in the event of a hostile takeover. mop up Ending on a positive note, the team demonstrated in informative sum to the reader, an understanding of the concepts of sustaining employee performance in this paper.These concepts are the iv important activities of the HRM need function, and the connections to stimulating employees are observed. The team identified two job positions within Riordan Manufacturing, which are the Director of Administration, and Human Resources/recruiting. The team exposit the general functions of performance management systems. The team suggested two job evaluation methods for both of the job positions and answered questions about the advantages and disadvantages of these methods based on the recruiter and Director of Administration and Human Resources job positions.The team compared and contrasted the possible compensation plans for those two job titles. The team explained the importance of providing employee benefit plans to the recruiter /director of HR. An in-depth, comprehensive overview of activities planned in sustaining employee performance in the two positions at Riordan as referenced from week five materials, and the realistic organization site, followed by a logical conclusion.Sustaining Employee carrying into actionIn this paper, team D will address the course design objectives of Riordan Manufacturing. First of all, the team will pick two job positions within the company, and discuss the general functions of performance management systems, job evaluation methods, compensation plans, and the importance of employee benefit plans. The two job positions discussed in this paper will be the Director of Administration, and Human Resources/recruiter. These positions were selected due to the extreme amount of importance their roles play in completing Riordan Manufacturings Mission.General functions of performance management systems The general function of performance management systems in organizations is for em ployers to manage employees performance and development by providing individual feedback on their performance evaluation to identify and plan measurable areas for personal development to ensure the organizations strategic goals are being met (DeCenzo and Robbins, 2007). For years, many organizations provided appraisal type performance reviews to their employees that ranked them against other employees.This type of ranking system is problematic, as it is unfair to compare employees from different departments whos primary goals may be different from one another and can viewed as putting down employees who may be unable to put in as many hours or as much effort as others who have only one set project at a time and can bog down to set higher numbers. If employee development is not properly calculated and managed, the organization may find it difficult to meet their strategic goals. This in turn can create complications between mainstream workers and management, as well as the company, and their customers.Riordan Manufacturing uses a behavioral-anchored rating scale for their annual performance evaluations. The employees are rated by their performance in different areas of competencies to determine if they met, exceeded, or if they did not meet the standard expectations of the job. Behaviorally anchored rating scales specify definite, observable, and measurable job behavior (DeCenzo and Robbins, 2007, p. 264). This rating is issued and determined by managers and is a sufficient measure for performance management.Though this rating style eliminates competitive work habits that may assist in high productivity, it is a proven system that works much more consistent (Noe, Gerhart, & Wright, 2012) . Job evaluation methods Job evaluations are important for every organization to use because it ranks each position in the organization and is used to determine the pay structures for positions. Positions are usually broken down by responsibility, skill, effort, and work co nditions. It is also helpful to separate the positions into groups such as managerial, professional, sales, and so on.This makes the rankings more valid within the job categories. To evaluate the director of administration a good evaluation method would be the ordering method. The ordering method uses a committee composed of managers and employee reps to arrange jobs in ranking order from highest importance to lower importance. The base of this is to compare two jobs and decide what job is more important or difficult. Then to add another job to the comparison until all of the positions have been compared and ranked. There are two major drawbacks to doing evaluations this way.One is there can be many positions within the organization which can make the processes confusing and long. Two, there are no consistent standards in the ranking evaluations. Another way to evaluate the director of administration position is through the classification method. This method was developed so that a standard was set in the evaluation processes. Classifications are set based off of skills, knowledge, and responsibilities and then by classes such as managerial, sales staff, and so on. Once these are established, then they are put in order by importance based on the criteria they are in.This process can be just as confusing as the ordering method if not done properly. A human resource department can be evaluated with the point method. The point method breaks positions down based on identifiable marks like skill, effort, and responsibility, and assigns points to the criterias. This method can be helpful because all positions with the same amount of points are in the same pay grade. Jobs can change over time but the rating scale under the point method stay intact (DeCenzo& Robbins, 2007).Even though the point method is the most reliable it is the most time consuming. Compensation plans Director Administrator and Human Resources/Recruiter are both important functions in a business . They have common commonalities. Between the two, they have distinctive, important functions. The Director of Administrations functions are to meet business goals and organize the personnel in the business. They also operate with financial management and marketing management. Human Resources are responsible to manage, hire, making plans to retain employees, and find the right candidates.Human Resources are an important tool for any organization, industry, and geographic location. The difference between Administration and Human resources is that the administrative function is predominantly to maintain the conditions of employment. On the other hand, Human Resources use the traditional process to manage Riordan Manufacturings goals and strategies, which follows with developmental organizational activities. Both positions seek for the compensation plans for the organization by administering to employee bonuses, overtime calculations, and payroll.Riordan Manufacturing focuses on Admini stration and Human Resources, because it can create investments in the future if the training programs are well elaborated and developed. Both fall into finding the best program functions (technical, finance). The development of employees is very important for Riordan Manufacturing since it helps create satisfaction among employees. The Board of Directors also maintains the executive and auditing committees under the corporate governance plan (Apollo Group, Inc. 2011). Riordan Manufacturing also has to implement a corporate compliance plan to have a safe future for the company.Riordans compliance plan will guide the company on how to handle current and future issues. The compliance plan is focused on working with issues, such as technological, logistical, and governance. By performing well in these areas, the company could be prosperous. The company has to maintain high quality in the performance of products and processes. This will help the company to be unsusceptible to product li ability issues. Importance of employee benefit plans to employees working in team Ds chosen positions Director of Administration and Human Resources/Recruiter Employees are offered benefits as a means to provide additional compensation above their regular salary to make their lives a little easier outside of the workplace. Health insurance, vacation and holiday time, social security and retirement plans, are all important benefits to employees and their families. At Riordan Manufacturing, the Human Resources Recruiters receive the same benefits that are offered to every employee, which is an important factor for employee retention.The Directors at Riordan are offered special perks such as, travel benefits, a company vehicle, expense accounts, and other benefits that are not offered to every employee. Executive level employees receive these special perks to encourage them to work hard for the organization and to promote loyalty in the event of a hostile takeover. Conclusion Ending on a positive note, the team demonstrated in informative content to the reader, an understanding of the concepts of sustaining employee performance in this paper.These concepts are the four important activities of the HRM motivation function, and the connections to stimulating employees are observed. The team identified two job positions within Riordan Manufacturing, which are the Director of Administration, and Human Resources/recruiting. The team described the general functions of performance management systems. The team suggested two job evaluation methods for both of the job positions and answered questions about the advantages and disadvantages of these methods based on the recruiter and Director of Administration and Human Resources job positions.The team compared and contrasted the possible compensation plans for those two job titles. The team explained the importance of providing employee benefit plans to the recruiter/director of HR. An in-depth, comprehensive overview of act ivities planned in sustaining employee performance in the two positions at Riordan as referenced from week five materials, and the virtual organization site, followed by a logical conclusion.