本篇文章主要讲考核和绩效战略，在最佳做法中，还建议应该有更多持续的考绩战略。在传统的考核策略中，考核和绩效管理以年度为单位进行(Delahaye, 2015)。每年进行考绩时，对考绩过程可能没有正确的理解。它可能更多地被理解为一个年度要素，而不是一个必要的战略。另一方面，当评估和绩效管理成为更频繁的元素时，员工将其视为工作过程的一部分，这有助于他们更好地确定自己的培训需求和发展机会(Gabriel et al, 2015)。本篇毕业论文代写文章由英国论文通AssignmentPass辅导网整理，供大家参考阅读。
In best practices it is also recommended that there should be more continuous performance appraisal strategies. In the traditional appraisal strategies, the appraisal and performance management is carried out in a yearly fashion (Delahaye, 2015). When conducted annually, the performance appraisal process might not be understood in the right sense. It might be understood in more of an annual element rather than as a required strategy. When the appraisal and performance management on the other hand is made more of a frequent element then the employees view it as part of the work process and this helps them better identify their training needs and development opportunities (Gabriel et al, 2015).
In the current appraisal system, it is seen that the appraisal is conducted in a yearly manner. This form of appraisal conducted in a yearly manner does not solve much issues as the employees are currently not satisfied with the appraisal and performance management and as a yearly process are more likely to lose connection with the process.
Finally, more current research on best practices suggest that a performance issue would arise because of the difference of opinion that is created because of the understandings between the employees and the management (Albrecht et al, 2015). Administrative decision making would be able to work better with promotions, terminations and other decision makings. In the current workplace of MSS, the employees are not satisfied, with the administrative element supporting the appraisal process providing them with the necessary positive changes over time, it would be possible that the employees would be more satisfied. They would learn to trust and rely on the performance management process, and the performance appraisal system. In comparison, the appraisal process in MSS is not viewed positively by the employees. The employees view the appraisal process as being some form of a negative thing.
The research attempts to understand a Human Resource Management Issue that is affecting the organization of choice. The management issue is that of following a rigid and inflexible performance management and appraisal system. Based on the existing situation, it can be seen that because of the use of the traditional HRM system, there is indeed a need for change that has been created in the organization. Based on the comparison with best practices and based on how some improvement would help the organization to come up in their standards, the following recommendation is made.
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