Limo

Team A understands that there are four levels of assessing training needs, organization analysis, demographic analysis, operations analysis, and individual analysis. The six topics of discussion that…As an Atwell Consultant for Bradley Stonefield’s Limousines Service (small business scenario), the most interesting strategies and principles included in the performance management plan was the Framework for Performance Management and the Results-oriented Method of appraising employee performance. The Framework for Performance Management is a logical strategy for implementing performance management because it defines performance, facilitates performance, and encourages performance (Cascio, 2013). Performance management can only be successful by empowering the employees to...

I will examine the extent to which my school’s performance appraisal and professional development policy and practice fit into a human resources framework. Lastly, these examples will be used to identify some of the potential and pitfalls of performance appraisal and professional development for an educational organization.

Human Resource Management

Personnel management (PM) is therefore often used to describe the work related with administering policies and procedures for staff appointments, salaries, training and other employer/employee interactions. Organisations must engage in PM to employ staff, pay them, manage their performance, cope with concerns, motivate them and sustain them. The responsibility for many of these PM functions is that of line managers who work directly with the employee (McGraw, 1997; Rudman, 2002). However, in addition to PM functions, organisations must have established systems for HRM at a higher level in order to ensure that the needs of the organisation are being met (McGraw, 1997). In establishing such functions, HRM developed beyond PM in both concept and practice, as Peter Drucker (1968, cited in Rudman, 2002) once described the practice of PM as “a...