Two Assignments In APA Format, Each Should Be Attached
Two Assignments Apa Format Each Should Be Attached As Their Own Doc
Two Assignments Apa Format Each Should Be Attached As Their Own Doc
TWO ASSIGNMENTS - APA FORMAT- EACH SHOULD BE ATTACHED AS THEIR OWN DOCUMENT - SO THERE SHOULD BE 2 DOCUMENTS - EACH ASSIGNMENT SHOULD NOT BE LESS THAN 1 FULL PAGE
Unit 4.1 - Training and Development of Human Capital: What should the goals of an orientation program be?
Unit 5.1 - Performance Management Systems: Why do companies use performance appraisals? What are some common performance issues with employees? What is Human Resource Management's role in handling these issues?
Paper For Above instruction
Assignment 1: Goals of an Orientation Program
An effective orientation program is essential for integrating new employees into an organization, aligning their understanding with company goals, and fostering a sense of belonging. The primary goals of such a program are to familiarize new hires with the organizational culture, policies, and procedures; clarify job roles and expectations; and provide the necessary tools and resources for their success. Orientation helps reduce turnover by making employees feel welcomed and informed, which enhances engagement and productivity from the outset. It also aims to build a foundation for ongoing training and development, ensuring that employees understand the company's values and operational standards. Additionally, effective orientation facilitates compliance with legal and safety regulations, minimizing organizational risks. Overall, the core goal is to empower new employees with knowledge and confidence, enabling them to perform their roles effectively and contribute positively to the company's mission.
Assignment 2: Performance Appraisals and HR Role in Addressing Performance Issues
Performance appraisals serve as a vital mechanism for organizations to evaluate employee performance, provide feedback, and guide professional development. Companies utilize performance appraisals to align individual objectives with organizational goals, motivate employees through recognition and rewards, and identify areas requiring improvement. These evaluations support decision-making regarding promotions, compensations, and training needs, fostering a culture of accountability and high performance. However, employees often face performance issues such as low productivity, poor quality of work, lack of teamwork, attendance problems, or poor attitude. These issues can stem from various factors including inadequate training, unclear expectations, personal challenges, or motivational deficits. Human Resource Management (HRM) plays a crucial role in managing these performance issues by conducting fair and objective evaluations, identifying root causes, and implementing appropriate interventions. HRM facilitates coaching, counseling, or performance improvement plans to address deficiencies, while also ensuring legal compliance and fostering a supportive environment. Effective HR management ensures that performance issues are handled constructively, promoting employee development and maintaining organizational effectiveness.
References
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3. Aguinis, H. (2019). Performance Management (4th ed.). Chicago Business Press.
4. Bratton, J., & Gold, J. (2017). Human Resource Management: Theory and Practice (6th ed.). Palgrave.
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6. Haines, S., & Macklin, R. (2016). Effective Performance Appraisal and Feedback. Journal of Business Psychology, 31(4), 541-557.
7. Armstrong, M. (2017). Performance Management: Key Strategies and Practical Guidelines (6th ed.). Kogan Page.
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