Dr. Harold Griffin
HSA 530: Health Services Human Resource Management
February 23, 2012
Introduction Employee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale (Hopkins & Hampton, 1995). Essentially, employee relations is concerned with preventing and resolving problems involving individuals which arise out of or affect work situations. This paper will develop a strategy specific to my organization for integrating job performance & training, discuss the most significant performance management challenges the organization I have researched has faced, outline basics of a performance management
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Management support to act upon the outcomes of the performance management process is also necessary to ensure that good performance is recognized, inadequate performance results in the necessary support and/or training to improve performance and consistently poor performance results in a change of responsibilities or termination, as appropriate. Whether you are introducing a new performance management system or if you are modifying an existing process, it is critical that you communicate the purpose and the steps in the performance management process to employees before it is implemented. Also remember to review your new performance management system after the first year and make adjustments as necessary. Often the most difficult part of the planning phase is finding appropriate and clear language to describe the performance objectives and measures or indicators of success. Managers need to ensure that the objectives are a good representation of the full range of duties carried out by the employee, especially those everyday tasks that can take time but are often overlooked as significant accomplishments.
Create A Set Of Best Practices Specific To Your Organization For Improving Employee Relations An effective employee development plan boosts the value of an organization's human capital while achieving your