Management Notes

Reference Notes for Management

What is the final step in the strategic human resource management process?

What is the final step in the strategic human resource management process?

  1. assess success of recruitment process
  2. plan future human resources needs
  3. perform appraisals of people
  4. orient, train, and develop people
  5. recruit and select people

The Correct Answer is

C. perform appraisals of people

Correct Answer Explanation: C. perform appraisals of people

Performing appraisals of people involves evaluating their performance, skills, and contributions within a specific context, such as a workplace or a team setting. This process is essential for various reasons, primarily to provide feedback, identify strengths and areas for improvement, and make informed decisions about promotions, rewards, or further development opportunities.

Firstly, conducting appraisals allows for a structured assessment of individuals’ performance. It involves setting clear expectations and objectives, which are then used as benchmarks to evaluate how well an individual has performed against these predefined criteria.

For instance, in a work environment, this could include assessing an employee’s achievements, adherence to company values, meeting targets, and demonstrating skills relevant to their role.

Moreover, appraisals serve as a platform for providing constructive feedback. It’s a chance for both managers and employees to engage in meaningful discussions about performance.

This feedback loop allows individuals to understand their strengths, areas needing improvement, and how their contributions align with organizational goals. Through this process, employees can receive guidance on how to enhance their performance and develop professionally.

Additionally, performance appraisals facilitate decision-making regarding promotions, rewards, or career development paths.

Based on the assessments conducted during the appraisal process, managers can make informed decisions about recognizing and rewarding high-performing individuals, identifying potential leaders, or providing additional training and support to those needing improvement.

Now, let’s delve into why the other options are not correct:

A) Preparing payrolls:

This task involves calculating and disbursing compensation to employees based on various factors like hours worked, salary agreements, taxes, and deductions. While essential for ensuring employees receive accurate and timely payment, payroll tasks primarily deal with financial calculations and compliance rather than evaluating individual performance.

Payroll administrators focus on accuracy in compensation distribution, legal compliance, and maintaining records, rather than assessing an individual’s skills, achievements, or areas for improvement within the organization.

B) Conducting interviews:

Interviews are a pivotal part of the hiring process used to assess candidates’ suitability for specific roles within an organization. Interviewers aim to gather information about candidates’ qualifications, skills, experience, and cultural fit to determine their potential contribution to the company.

However, interviews primarily focus on evaluating prospective candidates who are new to the organization, rather than assessing the ongoing performance and contributions of existing employees. The purpose of interviews is to make initial assessments of candidates’ suitability for a role rather than evaluating the performance and growth of current staff members.

D) Managing inventory:

Inventory management revolves around overseeing the levels, storage, and movement of goods within a business. It includes tasks like tracking stock levels, replenishing items, optimizing storage space, and ensuring efficient distribution.

However, managing inventory is an operational aspect critical for businesses but is distinct from evaluating individuals’ performance.

Inventory managers focus on logistical efficiency, demand forecasting, cost control, and ensuring the availability of products, rather than assessing and appraising the performance, skills, or contributions of individual employees.

In essence, while tasks like preparing payrolls, conducting interviews, and managing inventory are integral to various aspects of organizational operations, they are not synonymous with the comprehensive evaluation, feedback, and assessment of individual performance and contributions within a workplace, which is the primary purpose of performing appraisals of people.

Appraisals involve a structured evaluation process focused on assessing individuals’ achievements, skills, and alignment with organizational goals to provide feedback, facilitate growth, and make informed decisions about their development within the company.

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