Assignment Sample on Strategic Human Resource Management

Introduction

The report is going to be primarily focused on BJC’s current appraisal scheme. Thereby, it will
focus on showcasing different aspects such as the potential benefits of the appraisal system. As
well as it will also highlight the reasons for failing with the current system impacting the
retention rate of the employees of BJC.
Current appraisal system
In accordance with the findings of Fatimah et al. (2020), the appraisal system is noted to be the
framework that provides the ability to the management facility to successfully measure employee
performance against achievement of goals and development. As mentioned in the case study, it
has been effectively identified that the management of BJC has recently adopted a new appraisal
system for gaining competitive advantage within the market as an employer. Therefore, appraisal
systems are primarily utilised by the management facilities to successfully enhance the
performance of the workforce by providing allowance and other incentives that helps to motivate
them to achieve the organisational objectives more appropriately (AlHamad et al. 2022). In
reference to the findings of the case study, it has been identified that the current appraisal system
of BJC is focused on improving performance and decreasing the number of mistakes among the
shop floor staff. Therefore, it has also been mentioned within the case study that the current
appraisal system is based on taking place every six months and workers' performance will be
assessed to a certain measurement level. Accordingly, the primary motive of this particular
appraisal system adopted by the management facility of BJC is to successfully meet the previous
targets while being set for future targets that might have a positive impact on their overall
performance.

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As mentioned within the findings of Amjad et al. (2021), appraisal systems are primarily noted
to provide significant influence in the motivation level of the employees to achieve certain
organisational objectives more effectively in a competitive environment. Thereby, it can be
evidently stated that an adequate appraisal system in alliance with the organisational objectives
and activities might help the management to develop a positive ideology regarding the targets for
better performance. Apart from that, it has also been mentioned within the studies of Settembre-
Blundo et al. (2021), the appraisal system is also noted to provide the allowance to the
management to successfully increase the level of flexibility depending on the role of the
employees within the workplace. Despite the fact of the effectiveness of an adequate appraisal
system, it has been mentioned within the case study that within the management facility of BJC,
the union and the workforce are noted to face several disciplinary cases relating to
underperformance. Based on the case study, it can be highlighted that the primary reason that the
current appraisal system is impacting the bond with the stakeholders of BJCS is due to the
inefficiency of the management to consult prior to that limitation of this system within the
management facility. Thereby, as mentioned within the case study. It has been found that the
current appraisal system has been impacting the efficient high-quality standards of work within
the workplace of BJC.
Potential benefits of appraisal systems
Distinctive benefits can be enlightened concerning the implications of appraisal systems within
the workplace environment. The most significant benefit, in this case, highlights the emergence
of career growth opportunities for the employees with an improved performance (Rotundo and
Murumets, 2023). Moreover, the inclusion of appraisal schemes usually plays a supportive role
to empower the consequences of employee engagement within the workplace. Behind this
aspect, prolific role of extended employee motivation can be considered due to the formulation
of performance appraisals. The Herzberg motivation-hygiene theory can be highlighted in this
case, which reflects the prolific significance of maintaining the relationship between
motivational and hygiene factors to ensure employee satisfaction (Chiat and Panatik, 2019). The
monetary rewards and incentive provided to the employees through appraisal schemes eventually
add a greater value to the employee motivation level along with ensuring job satisfaction.
Moreover, fair, and transparent appraisal systems also benefit an organisation with the
clarification of expectations in front of potential workforce. The management and leaders of an

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organisation can look forward to enlighten future business growth opportunities with the help of
extended employee efforts through the performance appraisal schemes and systems
(Ristiawansyah, 2023). Due to this reason, appraisal systems can be certified as a perceptible tool
in terms of encouraging extended employee engagement and commitment on behalf of the code
business objectives and values. On the other hand, maintenance of profound communication and
conversation between the management and employees are also supportive to evaluate goals to be
achieved in future.
Reasons of failing with the current systems
In accordance with the case study information, BJC is already identified to experience problems
and issues with their existing appraisal system. The reason behind the failure of this current
system reflects inadequate engagement of the management and employees. As a result of this,
BJC was not able to properly implicate the existing appraisal system with an employee-oriented
mindset or approach. The case study highlighted the evidence of underperformance from the
employee’s perspective with several disciplinary cases. During every 6 months of the appraisal
process, the company management initiated to achieve competitive advantage in the market
depending on this system to ensure better performance of the employees, which went completely
wrong in the case of BJC.
Despite having active implications of trade union activities, BJC was not able to improve
employee performance as the management did not maintain prior consultation before the
implantation of this process. Another significant reason behind the failure of the current appraisal
system highlighted the existence of poor and inadequate engagement and motivation level within
the employees of BJC. According to the ideas of Rasool et al. (2021), toxic workplace
environment provides a negative influence on employee engagement. The case study evidence
also reflected increasing prospects of employee turnover which was also increasing the cost of
hiring on behalf of the business. The employees eventually reflected the overall working process
as very boring and monotonous, which highlighted a negative impact on their motivation level.
Along with this evidence, poor implementation of the appraisal system has also added a greater
value to extend dissatisfaction among employees. Unethical aspects are also reported within the
appraisal system of BJC where potential employees felt to be bullied in the workplace due to
which the overall staff morale was very poor in BJC.

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However, the understanding of the feedback intervention theory (FIT) can be highlighted in this
case. The theoretical interpretation reflects different arguments where individual behaviour is
regulated with the provision of feedback to a specific standard (Gude et al. 2019). Moreover,
attention is a limited resource as per this theory where the feedback standard gaps receiving
attention helps to regulate individual behaviour and feedback interventions are supportive to
ensure necessary change management adaptation with proper attention (Erickson et al. 2022).
While referring to the case of BJC, poor and inadequate attention from the company
management and leadership can be highlighted due to which the appraisal system had not been
effective with the lack of an employee oriented approach. In this case, BJC has not been able to
provide feedback to the employees based on their performance appraisal by highlighting the
potential areas of improvements.
Recommendations for reorganising the current system
The most significance strategic intervention in this case highlights the inclusion of the incentive
process with the existing appraisal method in BJC. Through incentive process, the organisation
would be able to drive greater motivation and engagement level from the employee’s perspective
by positively influencing their motivation of providing level best performance on behalf of the
business (Kryscynski et al. 2021). The HRM of BJC are also suggested to ensure fairness and
transparency while appraising the performance of the employees to make sure that no employees
are feeling bullied in the workplace ahead of others. The managers of BJC are also recommended
to consider an emotional intelligence-oriented approach while evaluating employee’s
performance with improve appraisal mechanism (Dirican and Erdil, 2020). This aspect would
ensure a supportive and flexible working environment based on which the employees might be
able to extend their efforts with improved performance and productivity along with greater
behavioural control.

On the other hand, the HR value chain model can be highlighted in this regard, which reflects the
implications of different HRM activities like workforce planning, compensation and benefits and
others to ensure effective HRM outcomes in the form of extended employee engagement (Cheng
and Hackett, 2021). The soft HRM concept should be applicable in this case for driving
employee empowerment to ensure proper engagement and performance growth as a unitary
approach to appraisal (Adikaram et al. 2021). Based on these measures, BJC would be able to
ensure an improved appraisal system.
Conclusion
The overall report highlighted the existence of poor appraisal system within BJC where
inadequate staff morale and increasing employee turnover is reported. In this case, BJC is
suggested to consider emotional intelligence oriented approach while including incentive to drive
employee motivation and engagement with the improvement of existing appraisal system.

References

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