HRM Homework-11

Name: Mohammad Hafeez Samiullah Karim(芮韩)

ID: 188801158

Question 1: In a brief essay, explain what a strategic plan is, and discuss
how an HR manager translates a firm's strategic plan into HR policies
and activities.

Answer: Strategic planning is an organization's process of defining its

strategy, or direction, and making decisions on allocating its resources
to pursue this strategy. It may also extend to control mechanisms for
guiding the implementation of the strategy. Strategic planning became
prominent in corporations during the 1960s and remains an important
aspect of strategic management. It is executed by strategic planners or
strategists, who involve many parties and research sources in their
analysis of the organization and its relationship to the environment in
which it competes.

Human resource policies are continuing guidelines on the approach of

which an organization intends to adopt in managing its people. They
represent specific guidelines to HR managers on various matters
concerning employment and state the intent of the organization on
different aspects of Human Resource management such
as recruitment, promotion, compensation, training, selections etc. They
therefore serve as a reference point when human resources
management practices are being developed or when decisions are
being made about an organization's workforce.
A good HR policy provides generalized guidance on the approach
adopted by the organization, and therefore its employees, concerning
various aspects of employment. A procedure spells out precisely what
action should be taken in line with the policies.

The HR manager can translate a firm's strategic plan into HR policies

and activities by:

1)By the support of Human Resource specialists HR policies and

strategies can be implemented.

2)The performance management can be improved by positive

work relationships that evaluate their teams ability to work.

3)By training the staff and motivating them positively with fair
practices and promoting relationships of co-workers.

4)Treating staffs with proper respect and gaining their trust to

work fairly and with honesty.

Human resource planning is a process that is part of the strategic plan.

A good HR policy provides generalized guidance on the approach
adopted by the organization, and therefore its employees, concerning
various aspects of employment. Each organization has a different set of
circumstances and so develops an individual set of human resource
policies. Human resource planning refers to the process of formulating
HR strategies and designing programs and schemes to carry out their
implementation. If done the right way, strategic HR planning results in
several direct and indirect advantages for the organization. The
planning processes of most best practice organizations not only define
what will be accomplished within a given time-frame, but also the
numbers and types of human resources that will be needed to achieve
the defined business goals. HR manager should concern about the
policies and activities and combine with the firm's strategic plan.

Question 2: In a brief essay, discuss an effective performance

management process.

Answer: Performance management has been one of the most praised,

most criticised and most debated management practices for decades.
Critically analyse the reasons for this situation, and make
recommendations as to how the practice of performance management
can be improved.

In the past decades, performance management is one of the most

admired, censured and argued management practices. A performance
management that is well tuned can accomplish organizational success.
This essay will examine this state, analysis the performance
management practice and comment on it critically.

Performance management defined as a process that is systematic for

improving organizational performance by the performance of
individuals and teams development. It means when understanding and
managing performance within and agreed basis of planned objectives,
criteria and capability requirements, the organization can get better
results. Individuals are much less appraising then performance
management. Performance management can also define as an
integrated approach and strategy to organizations to be successful
sustainably that focus on improve the performance and employee
development; performance is about how it is achieved and not only
about the objectives. Performance management provides to the
accomplishment of culture adjustment and integrated with other key
HR activities, for example: human capital management and learning,
development management and reward management, HRM claims a
strong relationship between performance management.

William Deming (1986) has defined a performance management cycle,

it is a natural process of management, not a coincidence, and those
processes taking place in this cycle are plan, act, monitor and review.
Firstly, it agree the objectives and requirements, generating plans to
meet those aims and improve performance and prepare the plans for
development to boost the skills and knowledge of the organizations.
Secondly, the reference to the plans and new demands carried out the
work required to achieve aims. Thirdly, it monitors on the achieving
objectives development and react to new demands. Finally, it holds a
meeting for review the evaluation process and classify which action
need to improve and develop performance for finish the performance
management cycle to move to the other cycle.

An effective performance management system can supports managers

and fellows to work as a team, communicate and provide feedback.
(Rogers, 2004) Performance management is not easy due to it is
demanding. Engelmann and Roesch (1996) have shown that when the
employees get the wrong feedback on their work performance would
cause poor self-esteem and motivation, managers and employees do a
few or no communication of performance and inefficient use of time
and action would make the performance management become
inefficient. Due to the inefficient problem, Sterbler, Bevan and
Robertson (2011) have provided a numbers of requirement principles
for performance management to become effectively, they suggested
that the aims need to be clear and the success criteria need to be
measurable, that should also be designed, easy and possible to operate,
focus on performance improvement and role clarity, provide clear and
correct training and development frame, lastly, review the performance
regularly and openly.

The objectives of performance reviews are motivation, development

and communication. Provide useful feedback, respect, encourage and
give promote opportunities to employees can motivate them to take
control over their development and performance. Feedback is one of
the important performance management processes. Feedbacks specify
areas for development or improvement and provide opportunity to
distinguish achievements, it refers to affected significant behaviors and
results in specific ways. The individual have the potential to carry out by
generate an origin for developing and expansion abilities relevant both
to the current role and future role. Development can be concentrated
on the current role, allow employees to supplement and increase the
range of the employees required responsibilities and skills.
Communication can help the involving parties to communicate about
relationships, problems and goals.

Performance management has been criticized and attracts a numbers

of critical attentions with different commentators. Crosby (1995)
argued that the performance management process is challenging
because of the complication and difficulties complicated in one person
to sum up the performance of another, despite the excellent designed
and planned management scheme, there are a lot of performance
management schemes that are designed and managed poorly,
appraisal is an unpredictable and basically subjective process and
means of despotic or forced control, and it always ignores the factors or
performance management system.