¶ … Management
The author has been asked to take one of the handful of human resources interventions that were discussed in the prior assignment and present them in a meaningful way like they would be if they were presented to a management team. As a quick review, the interventions proposed in the seventeenth assignment were the performance management model, talent and career intervention, work diversity dimension interventions and stress management diagnosis intervention. Of those four, the author would focus on the first and the last.
Performance management is something that should be an integral part of any human resources approach. Performance should get a formal review at least once a year and feedback of some nature should be ongoing so that it is known by the employees that they are being monitored and they will know what they are doing right and wrong. However, the challenge in doing this is measuring people completely and accurately. This can be done through measuring metrics like turnaround time on assignments, whether customers were addressed the right way, whether the person was on time for work and things like that. Using objective and unquestionable metrics should be paramount as subjectivity should be avoided at all costs. Stress management is the other thing to watch out for and this would include people getting irritable, burned out and so forth. These employees perform at a lesser level and make more mistakes. There needs to be a good work/life balance for all employees so that they...
Indeed, having employees that are fresh, know what they do well and know what they need to work on will contribute more than those that are missing one or more of those.
Follow-Up & Evaluation
As noted above, there is the need to be continuous and objective when it comes to monitoring and reviewing what is going on with employees and their performance. There is also the need to relieve stress and keep burnout at bay. One major way to measure whether there is a major work/life balance and a way that is very objective is to make sure that people are using their vacation. If someone is capped out on their vacation and/or they are losing out on getting more vacation because they never take time off, that is a bad sign. If a person is "not able" to take time off because they are deemed to be too critical to not have around, that condition needs to be fixed. There should be a backup for everyone on the job so that there is not the need to limit or preclude someone from taking time off.
As for measuring job performance, either during review time or ongoing from day-to-day, it has to be objectively defined and established what the minimum level of performance and compliance is and why that…
