Contemporary Human Resource Management by Upul Attanayake

Figure 1 – PMAP (2017) During the course of employment, the workers face various problems in relation to their job that can adversely affect their work. These problems could include health and safety concerns, a physical ailment that affects the job, and conflicts with colleagues or superiors. Such problems faced by employees are known as grievances. According to Chand (2014) a grievance is some kind of dissatisfac­tion on employee’s part that badly affects company affairs and productivity. According to Armstrong (2009), a grievance process spells out the policy on management grievances and the method to dealing with them. A grievance is any unhappiness or sense of unfairness having connection with one’s work situation which is taken to the consideration of managing. A good HR manager should know how to deal with grievances. If not handled properly grievances could lead to employee termination. Figure 2 – Lotus Human Resources (2018) The including of a

Performance Appraisals Figure 1 - HR Software (2018) Introduction Armstrong defines performance appraisal as “The formal assessment and rating of individuals by their managers at or after a review meeting” (Armstrong, 2009). A performance appraisal (PA) matches respectively employees real performance with his or her duties and performance standards. Managers use job analysis to study what these duties and standards are. (Dessler, 2003) Measuring Performance   Figure 1 - Indiana University (2018). Generally PA is a bi-annual event. Similarly on a pre-designated day, the employee is called for an interview where the managers evaluate the employee’s current performance.  In this interview, employee’s previous appraisal report is examined and current performance is reviewed in comparison with any past recommendations, approvals and/or weaknesses identified. Findings of the appraisal could lead to increments and pr