A state civil service hires a wide variety of employees, ranging in pay and educational levels from janitors and truck drivers to clerical staff at various levels and professionals in a wide variety of fields (such as engineering, law enforcement, and social work). These entry-level people report to supervisors, who report to program managers, who report to division directors, who report to department directors, who report to the governor. The department directors serve at the pleasure of the governor and are charged by the governor with strategically directing their departments to fulfill various campaign promises. The other employees take standardized tests and are hired and promoted on a civil service, merit-based plan. During their first year in their positions, these employees are employed on a probationary basis, with evaluations every 90 days. After the first year, supervisors evaluate employee performance once a year. The appraisal process is standardized, with the supervisor grading performance in five categories: quantity of work, quality of work, effort, teamwork, and adherence to procedure. Due to a constitutional requirement that government employees be paid the same as comparable private sector employees, these civil service employees are paid at the mid-range for similar positions in the private sector. There is a seven-step pay system. Employees are hired at step one, and they receive a 5 percent step increase every year until they reach step six. They remain in step six for 5 years and then are moved to step seven as a seniority bonus. In addition, every year, if there is an increase in the cost of living, salaries are adjusted to match the cost-of-living increase. The civil service matches the mid-range of private-sector insurance and retirement benefits. Some employees complain that they could probably get paid better in the private sector and often leave after a few years. Other employees care about the programs they are involved in, and other employees are grateful for the security of a government job. The primary purpose of the entire civil service is to administer and enforce the laws of the state. You have been hired by the governor to examine the civil service institution and make recommendations to improve its responsiveness to the public. You want to recommend the implementation of a performance management system and have requested a meeting to discuss your recommendations Question Assess whether the state needs a performance management system. Discuss the purposes that such a system serves, and explain whether it would be better than the current system. Explain the advantages of implementing a performance management system for the employees and for our state.
Recruitment in Business Communication
The process of discovering and employing the finest and most competent individual for a work opportunity fairly and cost-effectively is referred to as recruitment in human resource management. It is also known as the act of locating potential individuals and motivating and pushing them to compete for positions within a firm. It is a complete process with a complete life cycle that originates with the assessment of the organizational requirements in relation to the position and continues with the employee's engagement with the organization.
Recruitment
Recruitment is the most important part of Human Resource Management (HRM) which is done by HR (Human Resources) of a company, firm, or industry. To understand the policy, HR needs to understand and analyze the requirement of a profile who can fit into the position as per the company’s objectives and goals. Recruitment involves shortlisting, hiring, and analyzing candidates' skills along with experience and qualifications and comparing them with the organization's requirements or job profile. The objective of the recruitment process is to find the right candidate for the right job.
A state civil service hires a wide variety of employees, ranging in pay and educational levels from janitors and truck drivers to clerical staff at various levels and professionals in a wide variety of fields (such as engineering, law enforcement, and social work). These entry-level people report to supervisors, who report to program managers, who report to division directors, who report to department directors, who report to the governor. The department directors serve at the pleasure of the governor and are charged by the governor with strategically directing their departments to fulfill various campaign promises. The other employees take standardized tests and are hired and promoted on a civil service, merit-based plan.
During their first year in their positions, these employees are employed on a probationary basis, with evaluations every 90 days. After the first year, supervisors evaluate employee performance once a year. The appraisal process is standardized, with the supervisor grading performance in five categories: quantity of work, quality of work, effort, teamwork, and adherence to procedure.
Due to a constitutional requirement that government employees be paid the same as comparable private sector employees, these civil service employees are paid at the mid-range for similar positions in the private sector. There is a seven-step pay system. Employees are hired at step one, and they receive a 5 percent step increase every year until they reach step six. They remain in step six for 5 years and then are moved to step seven as a seniority bonus. In addition, every year, if there is an increase in the cost of living, salaries are adjusted to match the cost-of-living increase. The civil service matches the mid-range of private-sector insurance and retirement benefits. Some employees complain that they could probably get paid better in the private sector and often leave after a few years. Other employees care about the programs they are involved in, and other employees are grateful for the security of a government job.
The primary purpose of the entire civil service is to administer and enforce the laws of the state. You have been hired by the governor to examine the civil service institution and make recommendations to improve its responsiveness to the public. You want to recommend the implementation of a performance management system and have requested a meeting to discuss your recommendations
Question
Assess whether the state needs a performance management system. Discuss the purposes that such a system serves, and explain whether it would be better than the current system. Explain the advantages of implementing a performance management system for the employees and for our state.
Step by step
Solved in 6 steps
Explain any dangers of poorly implementing such a system. Evaluate the potential effect of such a system on the human resources department
How much would something like this cost? Assess whether there might be some cost savings from the implementation of a performance management system
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