Question

Write a short report noting three key changes you would like to make to your organisation's current method of measuring HR contribution. Make reference to the following:

Implementing measures of efficiency, effectiveness and impact

The benefits of your suggested changes

The tools you would use for measurement.

Answer 1

                        The HRM general policy defines how the organization responds to its social responsibilities towards its staff, and sets out its positions and attitudes towards them. It is an expression of the organization’s values and convictions as to how people should be treated.

                        HRM policies must address and prevent the main problems related to the day-to-day management of staff identified at the level of Customs administrations. They must also take into account external influences such as national legislation and international norms and standards.

The need for a HRM policy is generally identified in one of the following situations:

• National legislation explicitly or implicitly requires Customs administrations to have an

  HRM policy;

• There is a lack of coherence in the way Customs staff behave internally, or managers

    take decisions that have a negative impact on the working environment or fulfilment of   

    daily activities;

• New practices have emerged that have proven their efficiency in improving

    organizational performance and staff interests.

Though the company is performing well the following changes can be made to the utmost development .

1. Promoting adherence to value based culture.

2. Encouraging / Creating an atmosphere of continual learning and competency building.

3. Devising / Upgrading HR Systems to support organizational goals.

4. Maximizing stakeholder value in harmony with business goals.

5. Fostering an enabling work environment that encourages talent and unleashed creativity.

6. Building employee commitment through collaboration, empowerment and transparent communication system.

Benefits of your suggested changes:

o

· Improve employee turnover. High employee turnover hurts a company's bottom line.

· Conflict resolutions.

· Employee satisfaction.

· Improve employee performance.

· Training and development.

· Helps with budget control.

Tools you would use for measure:

Key performance indicators (KPIs) and metrics

KPIs and metrics provide a way to measure how well companies, business units, projects or individuals are performing in relation to their strategic goals and objectives. But the primary value of KPIs is not in measurement per se, but in enabling rich data-driven performance conversations and better decision making. Measuring everything that moves provides little more than an illusion that performance is being managed. Instead, it’s important to ask, “What goal will this KPI help my organisation achieve,or what problem will it resolve?” and “What decisions will the KPI help drive?” Well-designed KPIs should be vital navigational instruments, giving a clear picture of current levels of performance and whether the business is where it needs to be.

· Performance appraisals

· 360 degree feedback

· Management by objectives (MBO)

· Performance management frameworks

· Reward and recognition programmes

· Personal development plans (PDP)