Human Resource Management Essay Example | Topics and Well Written Essays - 1750 words - 2

Human Resource Management - Essay ExampleAlso, a conclusion will be provided in the last subsection of the paper. 2. The Report Free Malaysia Todays news report last March 4, 2013 by one of its staff James Pereira has delineated that Malaysian businesses argon devoted to stipulate customers with a great service. However, Pereira inscribes that these employees are notably in minority clusters. He insists that for a firm to be recognized internationally, it must be inculcated with employees who are haunted with customer satisfaction. There is indeed a aright approach to having an exceptional divergent type of employees, and for this panorama to be feasible, a scientific facet must be on hand. As such, a business to be dubbed as a predominant venture and become a victorious world-class firm, it must be infused with a top-flight reputation, which can only be achieved by employees. The top-flight reputation runs the profitable aspects of a firm and the ruler to attain this is Right E mployee x Right Training x Right Performance x Right Reward = Right Profits (Pereira, 2013). Notably, having been depicted as a formula of accumulating right dinero, the latter is deemed as a paragon that becoming successful is infused with a scientific aspect. 3. Performance Management Right profits are quantified by four aspects, which include right performance (Pereira, 2013) therefore, performance should be managed well leading it to become right. Performance management can be perceived in a broad or narrow context. In the broader context, the administration will be viewed in the conduct of assessing the organizational performance--the measurement and military rating of the administration of a firm (Pantouvakis, 2011, p.13) --while in the narrow context, the assessment will be held in the performance of every employee. The first step to managing the performance is through role profiling--where employees can be coming from external staffing and internal passages, and thereby syn ergy must in any case be instilled (Storey, 2007, pp.274-276). Integrating these employees to work together and establishing the right culture of the organization can help sustain an effective synergy. The concept of integration is very significant because only in integration will come the dominant aspect of synergy (Moulesong, 2013). Employees will perceive parity of value and unity of direction. They will somehow fathom that every entity in the organization has his or her certain role, and it matches a huge fraction or part of the measures that can assist in achieving the organizational goals effectively. In the light of synergy, employees can become more than effective as they integrate them as they work individually (Tanriverdi, 2006, p. 59). The next salient thing the firm must do is to decide the measures, which should be perceived as a succinct set of information that measures the future standards or targets of the firm. Furthermore, setting the standards does not just dep ict expecting of what has to be done, but implementing what must be done. Diversification is a dominant aspect here since achieving one target cannot be attained with a one-sized-fits-all aspect of business. Otherwise stated, employee diversification can also assist effectiveness and efficiency of operations because one of the competitive advantages of a firm is to have a diversified personnel (Ravichandran, et al., 2009, p.233). Reviewing the performance