Huffman Trucking: Sustaining Employee Performance
Sustaining Employee Performance
HRM 300
Sustaining Employee Performance
Huffman Trucking is constantly re-evaluations its employee policies and always looking for better ways to serve employees and customers alike. Re-evaluating key positions within the company such as the Operational Analyst, and Truck Driver positions in order to sustain employee performance in these areas, are just some examples on how the company constantly strives to continue to be successful now and in the future. The following will discuss the company’s vision for their performance management systems on these two key positions. New evaluation methods and possible new compensation plans will be explored and compared against each other to choose the best options for these two roles. The advantages and disadvantages of these new proposed methods will be discussed to help overall operations run smoother and more efficiently. Huffman Trucking is determined to continue to provide the best service possible while treating employees in these key positions as fairly as possible. Huffman Trucking always has their employee’s best interest in mind, and will continue to seek the best options to provide their employees with the best benefit plans available, taking care of their employees and their families is very important to them. Huffman …show more content…
Trucking assures these evaluations will help strengthen employee and employer relations and will assure a bright future for the people performing these two important tasks. Two Huffman Trucking Jobs Two of the job positions utilized at Huffman Trucking are pricing analyst and road driver (terminal).
Pricing analysts help to determine the best prices to base on our services provided. The main job is to look at industry standards, especially the pricing strategies of our competition. Using analysis to track pricing trends, they also look at consumer habits to determine how much people are willing to pay for various products. Tracking consumer trends is also a large part of the task in determining whether prices can vary during certain times of the year. Analysts are an integral part of the company, in determining pricing and timing for product
roll-outs. Road drivers are the backbone of Huffman Trucking. Driving the goods, in company supplied eighteen wheeler semi-trucks across the country, dock to dock from Huffman locations in Cleveland, OH ., Los Angeles, CA., St. Louis, MO., or Bayonne, NJ. Drivers are certified and licensed for commercial transportation so that they can deliver our services. Huffman’s Truck fleet consists of 800 road tractors, 2100 45 foot trailers, and 260 roll on/roll off units.
All equipment receives maintenance, every 25,000 miles, to keep our drivers and products safe while delivering customer goods on time and in the same condition they came off the factory floor in.
Function of Performance Management System
There are several objectives or purposes for a performance management system within an organization. An effective performance management system will help to develop employees with the required competencies to support the organizational framework. The objective is to improve both individual and organizational performance by identifying and conveying the performance requirements to the employees. In addition, an effective system should provide continuous feedback while assisting employees in their career development. Essentially the three purposes are feedback, development and documentation. These work in conjunction to support employees, appraiser, and the organizations (DeCenzo, Robbins, & Verhulst, 2013).
“The main goal of performance management is to ensure that the organization as a system and its subsystems work together in an integrated fashion for accomplishing optimum results or outcomes (Objectives of performance management, 2013).” I would recommend Huffman Company use a performance management system. There should be organizational goals for employees to work towards, accountability for performance, and a system in place to measure the performance. If properly designed and implemented, a performance management system can help a company develop productive employees.
Two Job evaluation Methods – Advantages/Disadvantages
The two job evaluations methods that Huffman Company uses are point method and classification method. Point methods are uses a numerical scale that will determine the value of the job. “For example, you can use a scale of 1 to 10, with 10 being very important to the company. Or you can use of scale of 1 to 4, signifying staff-, coordinator-, manager- or director-level value. Point systems often total numbers across a variety of criteria to come up with a final number, with those final numbers used to set pay” (Ashe-Edmunds, 2015). The point method is the most effective and most commonly used method of evaluation. The advantage of using the point method is it breaks down the functions and departments “This requires ranking the different functions in a business. For example, marketing, sales and financial management might be the top-rated functions at a company. Human resources and information might be the next-highest rated functions. Office administration and maintenance might be the lowest-rated functions. The top jobs might be worth 3 points, the middle jobs worth 2 and the last worth 1” (Ashe-Edmunds, 2015). The disadvantage of using the point method evaluation is that it can be more expensive and more time consuming.
The classification method is when job classification is used in categories. “The number of categories and their relative content, value and associated pay grades are determined by your organization” (Martin, 2015). The advantage of using the classification method is it works will in large organizations. “Such as government agencies and worldwide corporations with numerous locations. Jobs within the same class have comparable compensation packages” (Martin, 2015). The dis advantage in using the classification method the order in which the job classifications go. Job classification methods is difficult when the jobs may go under more than one category
Compensation plans comparison for the two jobs
Employee Benefit Plans for the two jobs
Conclusion
References
Ashe-Edmunds, Sam Point Method Job Evaluation (2015) Chron.com Retrieved from http://work.chron.com/point-method-job-evaluation-example-16584.html
DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2013). Fundamentals of human resource management (11th ed.). Hoboken, NJ: John Wiley & Sons.
Martin, Amie What Are the Three Methods of a Job Evaluation? (2015) Chron.com Retrieved from http://smallbusiness.chron.com/three-basic-methods-job-evaluation-18172.html
Objectives of performance management. (2013). Management Study Guide. Retrieved from http://www.managementstudyguide.com/objectives-of-performance-management.htm
HRM 300
Sustaining Employee Performance
Huffman Trucking is constantly re-evaluations its employee policies and always looking for better ways to serve employees and customers alike. Re-evaluating key positions within the company such as the Operational Analyst, and Truck Driver positions in order to sustain employee performance in these areas, are just some examples on how the company constantly strives to continue to be successful now and in the future. The following will discuss the company’s vision for their performance management systems on these two key positions. New evaluation methods and possible new compensation plans will be explored and compared against each other to choose the best options for these two roles. The advantages and disadvantages of these new proposed methods will be discussed to help overall operations run smoother and more efficiently. Huffman Trucking is determined to continue to provide the best service possible while treating employees in these key positions as fairly as possible. Huffman Trucking always has their employee’s best interest in mind, and will continue to seek the best options to provide their employees with the best benefit plans available, taking care of their employees and their families is very important to them. Huffman …show more content…
Trucking assures these evaluations will help strengthen employee and employer relations and will assure a bright future for the people performing these two important tasks. Two Huffman Trucking Jobs Two of the job positions utilized at Huffman Trucking are pricing analyst and road driver (terminal).
Pricing analysts help to determine the best prices to base on our services provided. The main job is to look at industry standards, especially the pricing strategies of our competition. Using analysis to track pricing trends, they also look at consumer habits to determine how much people are willing to pay for various products. Tracking consumer trends is also a large part of the task in determining whether prices can vary during certain times of the year. Analysts are an integral part of the company, in determining pricing and timing for product
roll-outs. Road drivers are the backbone of Huffman Trucking. Driving the goods, in company supplied eighteen wheeler semi-trucks across the country, dock to dock from Huffman locations in Cleveland, OH ., Los Angeles, CA., St. Louis, MO., or Bayonne, NJ. Drivers are certified and licensed for commercial transportation so that they can deliver our services. Huffman’s Truck fleet consists of 800 road tractors, 2100 45 foot trailers, and 260 roll on/roll off units.
All equipment receives maintenance, every 25,000 miles, to keep our drivers and products safe while delivering customer goods on time and in the same condition they came off the factory floor in.
Function of Performance Management System
There are several objectives or purposes for a performance management system within an organization. An effective performance management system will help to develop employees with the required competencies to support the organizational framework. The objective is to improve both individual and organizational performance by identifying and conveying the performance requirements to the employees. In addition, an effective system should provide continuous feedback while assisting employees in their career development. Essentially the three purposes are feedback, development and documentation. These work in conjunction to support employees, appraiser, and the organizations (DeCenzo, Robbins, & Verhulst, 2013).
“The main goal of performance management is to ensure that the organization as a system and its subsystems work together in an integrated fashion for accomplishing optimum results or outcomes (Objectives of performance management, 2013).” I would recommend Huffman Company use a performance management system. There should be organizational goals for employees to work towards, accountability for performance, and a system in place to measure the performance. If properly designed and implemented, a performance management system can help a company develop productive employees.
Two Job evaluation Methods – Advantages/Disadvantages
The two job evaluations methods that Huffman Company uses are point method and classification method. Point methods are uses a numerical scale that will determine the value of the job. “For example, you can use a scale of 1 to 10, with 10 being very important to the company. Or you can use of scale of 1 to 4, signifying staff-, coordinator-, manager- or director-level value. Point systems often total numbers across a variety of criteria to come up with a final number, with those final numbers used to set pay” (Ashe-Edmunds, 2015). The point method is the most effective and most commonly used method of evaluation. The advantage of using the point method is it breaks down the functions and departments “This requires ranking the different functions in a business. For example, marketing, sales and financial management might be the top-rated functions at a company. Human resources and information might be the next-highest rated functions. Office administration and maintenance might be the lowest-rated functions. The top jobs might be worth 3 points, the middle jobs worth 2 and the last worth 1” (Ashe-Edmunds, 2015). The disadvantage of using the point method evaluation is that it can be more expensive and more time consuming.
The classification method is when job classification is used in categories. “The number of categories and their relative content, value and associated pay grades are determined by your organization” (Martin, 2015). The advantage of using the classification method is it works will in large organizations. “Such as government agencies and worldwide corporations with numerous locations. Jobs within the same class have comparable compensation packages” (Martin, 2015). The dis advantage in using the classification method the order in which the job classifications go. Job classification methods is difficult when the jobs may go under more than one category
Compensation plans comparison for the two jobs
Employee Benefit Plans for the two jobs
Conclusion
References
Ashe-Edmunds, Sam Point Method Job Evaluation (2015) Chron.com Retrieved from http://work.chron.com/point-method-job-evaluation-example-16584.html
DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2013). Fundamentals of human resource management (11th ed.). Hoboken, NJ: John Wiley & Sons.
Martin, Amie What Are the Three Methods of a Job Evaluation? (2015) Chron.com Retrieved from http://smallbusiness.chron.com/three-basic-methods-job-evaluation-18172.html
Objectives of performance management. (2013). Management Study Guide. Retrieved from http://www.managementstudyguide.com/objectives-of-performance-management.htm