Assessing organizational performance in regard to human resources

Whatever the appraising method is adopted for a given firm, the ultimate goal is to enhance the performance of employees in that firm. However, following the appraisal process, it is recommended that during a performance assessment of the employees, even the managers should be accounted for in the appraisal as employees and not observers. They are themselves part of the management, and therefore a significant contributing factor to the performance of the firm. Management by objectives method of performance appraisal would work best if this improvement is actualized. This is because; the role of the managers in the overall performance of a given form will be analyzed in the process. As a result, the appraisal will mobilize all the stakeholders in the give organization but not the employees only.
Labor Relations
Unions and the process of unionization in the US have been pursued in order to strike a balance between workers and employers under the relationship characteristic to the two groups. Labor unions seek to favor workers while trade unions seek to favor businesses. In the process, both advantages and disadvantages have been realized. For instance, generally in the US, labor unions have benefited member employees than the businesses they work for. Workers are offered job protection alongside wages and other social benefits. Businesses, on the other hand, have been on the losing end, due to the fact that unions and the process through which the unions are established increase operational costs of the businesses, with relatively less margin of increased output (Kujawski, 2009). The inflexibility of the workforce created by the unions in the industry restricts switching of employees from one profession to another, as shown in the “UNITE: Union Management” video. Unproductive employees can hardly be dismissed since proper justification to do so need to be cited. In that event businesses in most cases are on the losing end.
Employee Well-being
Hazard refers to an exposure that has the ability to cause harm. Threat dictates the risk of such exposure, and the physical environment is the context within which the hazards and the threats emerge. For instance, in collating tasks, there may be cases of prolonged bending in the working place over low desks. This long-hour bending is posed to be a hazard in the working environment where collating is done. The risk of exposure and the frequency of occurrence constitute the threat. Where the work is actually done is the physical environment for that particular type of work. This can be accounted for by managing risks, thereby eliminating the threats that can constitute the hazards. Substitution, isolation, and control of risks eliminate threats and potential hazards (Strauss, 2000).