Jahan University

Bachelor of Business Administration

Department of Business Administration

Subject: Human Resource Management

Lecture# 11 t h – Performance Appraisal
Lecturer: Hijratullah Tahir, Hijrat.hrm@gmail.com , 0794-303333

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Objectives of the lecture
After completion of this lecture students will be able to know:
1. Performance Appraisal,
2. Performance appraisal Process
3. Performance Appraisal Approaches

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What is Employee Relations?

• Employee relations refers to the interrelationships, both formal and

informal between managers and those whom they manage.

• How are we managed? how we would like to be managed? how

and why conflicts arise? and how these can be resolved at work?
These are the basic concern of employee relations.
The Employment Relationship
Parties to
Relationship

Operation Substance
Employment •Individual:
• Level
Relationship reward, job, career
• Process
•Collective: joint
• Style agreements
Structure
• Formal rules
•Informal Source: Kessler and
understandings Undy 1997
Industrial Relations …
IR is concerned with the systems, rules and procedures used by
unions and employers to determine the reward for effort and
other conditions of employment, to protect the interests of the
employed and their employers and to regulate the way in which
employers treat their employees.
K. Aswathappa
Coverage of IR
• Collective bargaining
• Role of management, unions, government
• Machinery for resolution of industrial disputes
• Individual grievances and disciplinary policies and practices.
• Labor legislation
• Industrial relations training.
IR to ER
Employee relations is more comprehensive and includes all aspects of HRM where
employees are dealt with collectively.

It covers …
◦ Participative management

◦ Employee welfare

◦ Employee development

◦ Employee remuneration, safety, welfare, etc.

Changing Focus – Managerial agenda
• Today management-employee relations in Britain more about involvement,
engagement, participation and partnership rather than collective bargaining
and conflict resolution

• Employee involvement and high performance work systems, employee

engagement.

• The role of management choice in shaping employee relations and employee

relations strategy
Employment Relations and HRM
• HRM and the ‘individualisation’ of employment relations

• Focus on the individual worker and relationship with management

• Mainstream HRM – concern with involvement and commitment

and relationship to business performance (Guest et al. 2000)

• Business-model of HR dominant
And Now….

• Increased concern with both individual and collective aspects of

employment

• Re-focusing on how the employment relationship is regulated.

• Theoretically, this marks a return to a focus on power and

authority relations in employment
Main Parties Engaged in ER…
Individual Managers
Employees

Employer’s
Trade Union Employer – Employee Association
Representative Relations
Representative

Courts and tribunes

Government
Different Perspectives of
Employee Relations …
Manager’s perspective …
• Creating and maintaining employee motivation

• Obtaining commitment from the workforce

• Establishing mutually beneficial channels of communication

• Achieving high level of efficiency

• Negotiating terms and conditions of employment

• Sharing decision making with employees

Trade union’s perspective …
 Collective bargaining about terms and conditions of employment

 Representing individuals in conflict with management

 Improving abilities of employees to influence events in the

workplace

 Regulating relations with trade unions.

Individual employee’s perspective …
• Improve their conditions of employment
• Voice and grievances
• Exchange views and ideas of management
• Share in decision making
Third Parties' perspective …
• Creating and maintaining harmony at work
• Creating a framework of rules for fair conduct in relationships
• Establishing a peace making arrangements
• Achieving a prosperous society with justice
References
1. Human Resource Management Book by Hijratullah Tahir

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